Leading from the Top: How Summit360 Leadership Supports Cultural Change in the Fire Service

Leading from the Top: How Summit360 Leadership Supports Cultural Change in the Fire Service

In the wake of the 2023 Wilsher Report and its 2024 follow-up, the Fire & Rescue Service (FRS) in the UK has been under increased pressure to improve leadership and workplace culture. While some departments have made progress, others have struggled to keep up, often due to a lack of meaningful change at the leadership level.

A recent article by Juliette Alban-Metcalfe, CEO of Real World Group, in the International Fire & Safety Journal, highlights five key factors necessary to drive lasting cultural change within FRS organizations. These principles not only resonate with current research but also directly align with the approach we take at Summit360 Leadership to build stronger leaders in the fire service through 360 Feedback, Coaching, and Mentorship.

Here’s a look at those five critical factors—and how Summit360 Leadership is putting them into action:

1. Ownership from the Top

Alban-Metcalfe emphasizes that senior leadership behavior shapes organizational culture more than anything else. Without buy-in at the top, efforts to improve culture are unlikely to succeed.

At Summit360, we begin by engaging senior leaders in 360-degree feedback processes to provide real data on how their behavior is perceived. This often serves as a wake-up call and a catalyst for commitment to personal and organizational growth.

2. Visible Role Modeling

Change starts with action, not words. Leaders must consistently demonstrate the values and behaviors they expect from others.

Through executive coaching, we help fire service leaders align their behavior with their values and organizational goals. When leaders lead by example, change ripples through the ranks.

3. Clear, Behavioral Expectations

Leadership isn’t about vague ideals—it requires explicit expectations. The National Fire Chief’s Council (NFCC) Leadership Framework offers a great example, and Real World Group’s alignment with it reinforces its effectiveness.

Summit360 integrates frameworks like this into leadership development plans and mentoring programs, helping departments define what “great leadership” looks like and how to model it.

4. Opportunities for Reflection

Feedback isn’t just helpful—it’s essential. Real World Group notes the importance of 360 tools that go beyond personality assessments to focus on actionable leadership behavior.

We’ve built our programs around this exact premise. Our tailored 360 Feedback tools, followed by confidential coaching sessions, allow leaders at all levels to reflect, adapt, and grow in ways that align with both the NFCC framework and the needs of their team.

5. Accountability and Celebration

What gets measured gets done. Embedding leadership expectations into performance evaluations—and celebrating success—drives accountability.

At Summit360, we help organizations implement systems that recognize and reward leadership excellence. From peer mentoring to recognition programs, we make sure that strong leadership is seen, valued, and replicated.

If your department is ready to turn leadership challenges into opportunities for lasting cultural change, we’re here to help. Let’s build the fire service leadership of tomorrow—starting today.

📖 Read the full article from Real World Group in International Fire & Safety Journal