Inventory Items 1. A high-stress incident involves active threats to life (e.g., CPR in progress, entrapped victims, working fire, multi-patient trauma, armed scene). A high-stress incident involves active threats to life (e.g., CPR in progress, entrapped victims, working fire, multi-patient trauma, armed scene). Definitions: Thinking clearly = maintaining situational awareness and correct task sequencing Following procedure = executing SOPs without deviation Performing assigned tasks = completing your operational role without freezing or requiring substitution How often do you remain fully effective in your role during these types of incidents? * 1 = I often freeze, lose focus, or forget steps 2 = I need redirection or reminders under pressure 3 = I perform adequately with occasional lapses in clarity or control 4 = I typically stay focused, follow protocol, and complete my role 5 = I consistently operate calmly, accurately, and independently under high stress 2. Traumatic calls may include pediatric fatalities, suicides, burns, or serious injuries involving people you know. Definition: Recovery means returning to normal mood, sleep, concentration, and interpersonal function within 48–72 hours without support beyond peers or informal resources. How often do you recover from such calls without prolonged emotional disruption? * 1 = I often carry emotional weight for days or longer 2 = I struggle with focus, sleep, or mood after many difficult calls 3 = I recover but usually need extra time or outside support 4 = I bounce back within a day or two in most cases 5 = I consistently return to full function quickly after hard calls 3. After high-stress shifts, healthy personnel often benefit from peer debriefs, chaplain check-ins, therapist outreach, or family conversation. Definition: Support means you initiate or accept meaningful conversation within 24 hours of stress exposure. How often do you engage in supportive conversations after difficult shifts? * 1 = I rarely talk to anyone about stressful calls 2 = I sometimes open up, but not consistently 3 = I speak up when the stress is very high 4 = I usually seek or accept a check-in after a hard shift 5 = I regularly debrief with someone I trust after difficult work 4. Sleep may occur day or night depending on shifts. Effective sleep involves a cycle of uninterrupted rest (5+ hours) with evidence of dreams, 5 times per week. Definition: Effective sleep = non-fragmented, restful, and dream-inclusive How effective is your sleep over a typical week? * 1 = I rarely get more than 3 hours of uninterrupted rest 2 = I sleep inconsistently and wake unrested most days 3 = I get some good nights, but not enough for recovery 4 = I usually sleep 5+ hours deeply at least 5 times/week 5 = I consistently get restorative, dream-filled sleep 5–7 times/week 5. Physical and mental readiness is supported by regular behaviors (e.g., hydration, strength work, cardio, stretching, nutrition, mindfulness). Definition: Readiness behaviors = actions that maintain response capability and resilience How consistently do you maintain your readiness through these behaviors? * 1 = I rarely take care of physical or mental fitness 2 = I sometimes hydrate or stretch, but not regularly 3 = I’m inconsistent but aware of what I should be doing 4 = I regularly exercise, hydrate, and sleep intentionally 5 = I actively and consistently maintain full operational readiness 6. Cumulative stress without release impairs reaction time, decision-making, and empathy. Definition: Effective strategies = cold exposure, peer venting, sleep, therapy, exercise, prayer/meditation, humor, time off How often do you use effective strategies before stress impairs your performance? * 1 = I ignore stress until it affects my work 2 = I delay coping until someone else notices 3 = I manage stress only when it becomes disruptive 4 = I usually reset with helpful strategies before I get overloaded 5 = I proactively monitor and manage my stress to avoid overload 7. On difficult scenes, informal signals like a pat, assist, or backup check-in matter more than formal command. Definition: Support = another team member reads your stress level and steps in helpfully (e.g., taking a vitals read, sharing workload, emotional nudge) How often do your peers step in to support you on difficult calls without being prompted? * 1 = I often feel isolated or unsupported in the field 2 = I sometimes get help, but not reliably 3 = My team usually responds if I ask for it 4 = I can usually count on someone stepping up 5 = My peers consistently notice and support me without me asking 8. Burnout can manifest as fatigue, withdrawal, cynicism, frequent errors, irritability, or detachment. Definition: Early warning signs = subtle changes in physical, emotional, or behavioral state that signal overload (e.g., snapping at partners, skipping meals, chronic tiredness, loss of interest in off-duty life) How accurately can you detect these warning signs in yourself before they affect your performance or relationships? * 1 = I rarely notice when I’m burning out until it’s too late 2 = Others usually point it out before I do 3 = I sometimes notice, but not early enough to adjust 4 = I usually detect early signs and take corrective action 5 = I consistently notice and respond to my early burnout signals 9. Mental readiness isn't just about crisis response—it's built by regular habits that strengthen resilience. Definition: Proactive steps = journaling, talking with trusted people, counseling, prayer/meditation, time in nature, creative outlets, scheduled downtime How regularly do you engage in intentional activities that support your mental health, outside of crisis recovery? * 1 = I take no active steps to support mental health 2 = I occasionally do something helpful, but it’s not consistent 3 = I do a few things now and then, usually after stress builds up 4 = I have at least one regular practice that helps me stay mentally sharp 5 = I consistently and intentionally maintain mental wellness through several methods 10. Setbacks include missed promotions, call failures, family conflict, disciplinary write-ups, or critical incident errors. Definition: Recovery = resuming professional standards, emotional balance, and full participation within one week of the event After experiencing a personal or operational setback, how quickly and fully do you return to normal function? * 1 = I often stay discouraged or disengaged for weeks 2 = I struggle to get back on track after setbacks 3 = I usually recover, but it takes time and effort 4 = I rebound within a few days and perform well 5 = I consistently recover and return to high performance quickly 11. Every member contributes to life safety, property preservation, and operational readiness—regardless of rank. Definition: Understanding mission = knowing how your tasks (cleaning, preplans, EMS, command decisions) connect to the department’s public service goals Role contribution = awareness that your performance impacts crew safety and public outcomes How clearly do you understand how your daily work contributes to the department’s mission? * 1 = I rarely consider how my role connects to the bigger picture 2 = I sometimes question the purpose of daily tasks 3 = I understand the mission but don't reflect on it often 4 = I usually recognize how my role supports the mission 5 = I clearly understand and regularly reflect on how my work supports the department’s purpose 12. Leadership often requires fast decisions during unknowns—such as limited information on scene, changing hazards, or partial crew readiness. Definition: Decisiveness = making timely, informed choices and committing to action without unnecessary delay or avoidance How effectively do you make decisions under pressure or uncertainty? * 1 = I delay or avoid decisions under stress 2 = I hesitate often and rely heavily on others 3 = I make decisions but struggle with confidence 4 = I typically make sound decisions under pressure 5 = I consistently lead with clear, timely decisions in uncertain conditions Leadership means owning results—even when plans fail or outcomes are unpopular. Definition: Accountability = accepting consequences, correcting mistakes, and learning without defensiveness or blame-shifting How often do you take full responsibility for your actions and their outcomes? * 1 = I usually deflect or justify errors 2 = I struggle to own up unless others confront me 3 = I accept responsibility, but defensively or inconsistently 4 = I typically own mistakes and correct course 5 = I consistently take full responsibility for outcomes and use them to improve 14. Strong crews elevate each other. Good leaders mentor juniors and help build capacity. Definition: Developing others = offering training tips, giving honest feedback, coaching calmly, and challenging peers to improve How often do you take intentional steps to help others grow and improve? * 1 = I rarely mentor or develop others 2 = I’ll help if asked but don’t initiate growth 3 = I support others occasionally but not intentionally 4 = I regularly look for ways to build others’ skills 5 = I consistently and intentionally develop the people around me 15. During high-stakes scenes or interpersonal conflict, composure under pressure prevents escalation. Definition: Composure = staying calm, managing tone, not panicking, avoiding visible frustration or reactivity How often do you remain calm and composed when others lose control? * 1 = I often escalate tension with my reactions 2 = I struggle to stay calm when emotions rise 3 = I stay composed in some situations but not all 4 = I usually regulate myself well under stress 5 = I consistently remain calm and help stabilize the situation 16. Avoiding conflict causes drift, tension, and unresolved problems. Leadership requires direct, respectful engagement. Definition: Addressing conflict = initiating clear, calm conversation to resolve misunderstanding, disrespect, or performance issues How effectively do you address conflict within your team or shift? * 1 = I avoid or deny conflict whenever possible 2 = I address conflict only when forced 3 = I address conflict inconsistently or reactively 4 = I typically handle conflict directly and respectfully 5 = I proactively and skillfully resolve conflict before it festers 17. Crews function best when expectations are clearly stated during shift briefings, incidents, or corrective conversations. Definition: Clear communication = providing specific direction, confirming understanding, avoiding vague or passive language How clearly do you communicate expectations, goals, and corrections? * 1 = My communication is often unclear or confusing 2 = I give vague or incomplete instructions 3 = I communicate clearly in some situations 4 = I usually speak with clarity and precision 5 = I consistently provide clear, specific, and effective communication 18. Different people and situations require different leadership approaches—authoritative in a fire, coaching with a new hire, consultative during planning. Definition: Adaptability = shifting style (directive, coaching, hands-off) based on crew experience, urgency, or context How well do you adapt your leadership style based on the situation and people involved? * 1 = I use the same approach regardless of context 2 = I struggle to adjust how I lead 3 = I sometimes shift style but not with intent 4 = I usually match my leadership style to the needs 5 = I consistently adapt my leadership approach to optimize team performance 18. Different people and situations require different leadership approaches—authoritative in a fire, coaching with a new hire, consultative during planning. Definition: Adaptability = shifting style (directive, coaching, hands-off) based on crew experience, urgency, or context How well do you adapt your leadership style based on the situation and people involved? * 1 = I use the same approach regardless of context 2 = I struggle to adjust how I lead 3 = I sometimes shift style but not with intent 4 = I usually match my leadership style to the needs 5 = I consistently adapt my leadership approach to optimize team performance 19. Crews mirror the behavior of informal and formal leaders. Integrity is shown by your off-duty conduct, punctuality, attitude, and ethical standards. Definition: Modeling = living the standards you expect in others, even when no one is watching How consistently do you model professionalism and integrity? * 1 = I often act in ways that contradict expected standards 2 = I sometimes cut corners or set a poor example 3 = I uphold standards but occasionally fall short 4 = I usually model high standards and integrity 5 = I consistently lead by example in conduct, ethics, and effort 20. Leadership means ensuring standards are met, not just being liked. This includes addressing underperformance and enforcing expectations. Definition: Accountability = fair enforcement of expectations—verbally or in writing—with follow-up How effectively do you enforce accountability for yourself and others? * 1 = I overlook problems or avoid difficult conversations 2 = I’m inconsistent in enforcing standards 3 = I sometimes hold people accountable, but not firmly 4 = I usually ensure expectations are followed 5 = I consistently enforce standards and follow through 21. Effective followers show up on time, ready, and consistent. Their team can count on them without question. Definition: Reliability = consistently arriving prepared, completing assigned duties without reminders, and remaining accountable for quality work How reliably do you meet expectations without being prompted or corrected? * 1 = I frequently require reminders or corrections 2 = I occasionally miss details or preparation 3 = I usually meet expectations but inconsistently 4 = I consistently show up ready and follow through 5 = I am fully reliable in every aspect of my operational role Team safety depends on every member identifying and reporting red flags—whether safety violations, impaired peers, or discrimination. Definition: Speaking up = calmly and clearly pointing out unsafe conditions, poor decisions, or unethical conduct at the time it occurs How consistently do you speak up when safety or ethics are at risk? * 1 = I avoid speaking up, even in unsafe situations 2 = I speak up only when strongly pressured or in emergencies 3 = I sometimes raise concerns but feel hesitant 4 = I usually speak up when safety or integrity is compromised 5 = I consistently and appropriately voice concerns when necessary 23. Discipline and clarity are maintained by respecting roles and following formal escalation paths. Definition: Respect = acknowledging authority, not circumventing command, and raising issues through the proper structure How consistently do you honor the chain of command in communication and conduct? * 1 = I often bypass, ignore, or challenge authority structures 2 = I occasionally skip proper channels or undermine leaders 3 = I follow command structure when reminded 4 = I generally respect the chain of command 5 = I consistently operate within and support the command structure 24. Morale affects energy, cooperation, and performance—especially during prolonged shifts, tragedies, or operational failures. Definition: Support = noticing crew morale shifts and taking action to encourage, debrief, or refocus your team How often do you help maintain or restore morale when your team is struggling? * 1 = I often contribute to low morale through negativity 2 = I ignore morale issues or distance myself 3 = I respond only when morale gets very low 4 = I usually notice and try to lift morale 5 = I consistently take active steps to support or rebuild crew morale 25. Feedback—whether from officers, peers, or medics—helps improve skills and cohesion. Resistance or defensiveness damages learning. Definition: Receptivity = hearing feedback without defensiveness, reflecting honestly, and acting on improvement How do you respond when given critical feedback? * 1 = I usually react with defensiveness or resistance 2 = I reluctantly accept feedback, often without follow-through 3 = I accept feedback inconsistently, depending on the source 4 = I usually take feedback well and try to apply it 5 = I consistently seek, receive, and apply feedback constructively 26. Trust builds when each member handles their role during critical incidents without babysitting, second-guessing, or micromanaging. Definition: Trust = belief that your teammates will perform tasks correctly, speak up if needed, and have your back How much trust do you place in your teammates to do their jobs during operations? * 1 = I often assume others will fail or need correction 2 = I rarely trust others to perform without checking 3 = I trust some teammates, but not consistently 4 = I usually trust my crew to do their jobs 5 = I fully trust my team to perform without oversight 27. In elite teams, people step up without being asked—handing off equipment, restocking, relieving stressed partners, checking in. Definition: Proactive support = recognizing needs and stepping in without orders How often do you provide help to teammates without needing to be asked? * 1 = I rarely assist unless directly assigned 2 = I help only when prompted 3 = I help sometimes, depending on my mood or workload 4 = I usually anticipate and offer help where needed 5 = I consistently assist teammates without needing direction 28. Gossip, sarcasm, and backchannel complaints corrode trust, distract crews, and make new personnel feel unsafe. Definition: Undermining = complaining behind backs, spreading rumors, or mocking leadership/peers in a way that diminishes morale or credibility How often do you refrain from gossip or behaviors that undermine team unity? * 1 = I often gossip, criticize, or stir conflict 2 = I occasionally participate in negative backtalk 3 = I avoid it sometimes, but still engage occasionally 4 = I usually refuse to gossip or undermine others 5 = I consistently avoid and discourage negative or divisive behavior Not all disagreements need formal discipline—good followers know how to de-escalate or resolve tension before it gets formal. Definition: Resolution = calmly addressing tension with a teammate through direct conversation, listening, and compromise How often do you resolve disagreements in a constructive and team-focused way? * 1 = I ignore or escalate conflict rather than resolving it 2 = I tend to hold grudges or gossip instead of addressing issues 3 = I sometimes try to resolve conflict but not always successfully 4 = I usually work through disagreements calmly and directly 5 = I consistently resolve conflicts with respect and team preservation in mind 30. Rank doesn't replace mutual respect. Effective followers treat everyone—rookies, civilians, command—with dignity. Definition: Respect = listening, not interrupting, addressing others appropriately, and avoiding belittling or dismissive tone How consistently do you show mutual respect across all roles and ranks? * 1 = I often disrespect or dismiss others 2 = I show respect selectively based on personal opinions 3 = I am respectful in most interactions, with lapses 4 = I usually treat others with professional respect 5 = I consistently demonstrate mutual respect to everyone 31. Psychological safety means you can speak openly—share concerns, ideas, or mistakes—without fear of ridicule, punishment, or exclusion. Definition: Psychological safety = feeling secure enough to express yourself in team or leadership settings without backlash How often do you feel safe expressing concerns or ideas within this organization? * 1 = I fear consequences if I speak up 2 = I hesitate to speak honestly in most settings 3 = I sometimes feel safe, depending on who’s present 4 = I usually feel safe to speak openly and honestly 5 = I consistently feel psychologically safe to share input 32. Leadership’s concern for wellbeing is reflected in policies, culture, and informal tone—not just programs. Definition: Wellbeing support = regular check-ins, workload balance, confidential support access, responsiveness to crew fatigue or burnout How strongly do you believe leadership genuinely cares about the wellbeing of its personnel? * 1 = Leadership appears indifferent or reactive 2 = Leadership occasionally shows concern but inconsistently 3 = Leadership seems to care in some areas but not others 4 = Leadership usually acts in ways that reflect concern 5 = Leadership consistently demonstrates care through words and actions 33. Clarity enables high performance—when everyone knows what’s expected, confusion and stress decrease. Definition: Clarity = consistent understanding of duties, shift expectations, and SOPs across crews and shifts How clear are your day-to-day duties and expectations within this department? * 1 = I often feel unsure about what’s expected of me 2 = Expectations are vague or change unpredictably 3 = I understand some expectations but not all 4 = I generally know what is expected of me 5 = I consistently have clear, reliable understanding of my duties 34. Pride reflects identification with the organization’s values and work. It boosts morale, professionalism, and recruitment. Definition: Pride = feeling honored to represent the department and confident in its reputation How proud are you to serve in this department? * 1 = I often feel embarrassed or disconnected from this organization 2 = I have low pride in our department’s identity 3 = I feel neutral or unsure about my connection to the department 4 = I generally feel proud to be part of this organization 5 = I consistently take pride in representing this department 35. People want to work in organizations that are improving, not drifting. Direction gives meaning and energy to daily work. Definition: Direction = confidence in leadership’s vision, planning, and ability to improve operations and culture How confident are you that this organization is moving in the right direction? * 1 = I believe the organization is adrift or getting worse 2 = I have low trust in the department’s direction or leadership 3 = I’m unsure whether we’re improving or not 4 = I generally believe we’re moving in a good direction Thank you for your submission!
