How prepared are you?


preparednessI know it has been a while since my last post, but a newborn and final semester of a graduate program are fairly demanding.  I apologize and look forward to getting things back on track in the next month or so.  With that out of the way, I figured I would kick off with a subject that hits close to home for me.

Personal preparedness is something many people take for granted, especially fire officers.  This concept applies to more than your ability to perform at an emergency scene.  Whether preparing for the shift, promotion opportunity, or hardship we all lose focus and suffer from a lapse in preparedness.  The question then becomes… who is responsible for your preparedness?  This is a double edged sword in many cases, as one would hope your peers and supervisors would take it upon themselves to help you but it is ultimately your responsibility.  With that being said, we often need our peers and supervisors to help us prepare making the issue complicated.

When it comes to relying on others to prepare you, there are several ways to look at the situation.  First, in a perfect world, everyone would want their peers and subordinates to reach their potential, thus freely offering their assistance in preparing you.  That is probably not always the case making option two more likely.  In option two, you are highly motivated to improve yourself and need to find a mentor or teacher to help you reach the next level. They serve as a sounding board for ideas, allow neutral party “vent” sessions, and point you in the right direction when reaching a career crossroad.  In this scenario you can settle for what you have or network to find someone that will invest in you.  Many of my mentors and teachers have never been in my chain of command.  I started this website as an attempt to open channels for those without local opportunities to find someone who would help prepare them to step up and be the fire officer our career field desperately needs.  Other great places to find these solid foundations include: fire conferences, other departments, other agencies, higher education providers, and community service organizations.

It is easy to blame others for your lack of preparedness, and in some cases those people do share some of the blame however, no one will look out for you like you!  I have never relied on someone to take me to the next level or set me up for success.  Success is accomplished through hard work, foresight, and tenacity.  When opportunities present themselves, grab them and run with it.  Accept failure, learn from it, and grow as a person, leader, and officer.  The next time you are sitting around flipping through the TV channels, think of the lost opportunity in preparing for your future.  Whether taking college classes, reviewing strategies and tactics, or planning your career progression; you must invest in yourself if you want others to invest in you!  It is easy to fall into a rut and get comfortable where you are…. it takes courage to pursue something better.  The next time an opportunity comes up, don’t let your personal failure to prepare cause it to pass you by!

 

Value of Self-Reflection


distorting-mirrorWhen evaluating the gambit of skills needed to be a successful officer, there is one that is perhaps the most valuable and yet hardest to develop.  I am referring to self-reflection, which in itself seems easy to do however, skewed perceptions often leave our true self image twisted and distorted like a fun-house mirror.  In addition, many of us fail to realize that self reflection is not merely what we think of ourselves rather it is the ability to see ourselves in relation to the external world that exists outside our mind.  Without this ability we fail to understand the impact of our actions and truly understand who we are or how we fit within the group.  While self-esteem should remain internally driven, self-reflection needs to look at the bigger picture.

Understanding your strengths and weaknesses, in comparison to your environment, is key to identifying your role.  Not every leader is equipped to handle every situation.  Knowing where you fit and realizing what is within your comfort zone is beneficial to everyone involved.  False confidence by over or under estimating yourself leads to becoming vague rather than definite and decisive.  The vagueness is a defense mechanism so that when challenged the person can skew the decision/answer they gave to fit the new information, thus attempting to appear right.  You will gather more respect and build a better team if you take an honest look at yourself and admit when you have short-comings.  Also, in maintaining integrity, if you cannot be honest with yourself, how can anyone expect you to be honest with them?  I am my worst critic, and over the years have learned to accept outside opinion, relating to aspects of my performance to help balance out my true self-image.  This works both ways.  Whether others see you better or worse, than you see yourself, maintaining balance is key to improving as a leader.

So, now that we have explored the reasons for self-reflection, the question is how to accurately complete a self-survey to see the reflection.  First step is to put yourself in the right state of mind.  Although not a formal process, it is one that requires attention to detail and a look at the bigger picture.  You need to accept that you may not like the answers you come to while maintaining the ultimate goal, of being better, as your focus.  Next, look at your internal perspective.  What are your values?  What are your perceptions?  How comfortable are you with the situation?  What do you excel and struggle with?  What is your level of commitment?  When you have the answers to those questions, it is important to gather external perspectives.  These can come from formal evaluations, personal discussions, or by focusing on the non-verbal ques given off by those around you.  In this stage of the process I like to have a trusted mentor/friend/co-worker who isn’t afraid to tell it to me straight.  I often find myself asking these people questions like…. did I handle _____ appropriately?  What do you think about _____?  The final piece to this puzzle is something we practice our entire lives starting in early child-hood.  This is evaluating cause and effect.  Successful officers are able to see beyond the initial effect.  An example of this concept is spilling a glass of water.  Simple cause and effect would dictate that the glass is empty and there is a mess.  Extended cause and effect would evaluate the placement of the glass, the amount of fluid inside, the conditions that led to the spill, the spill itself, hazards and subsequent actions that might occur from the water, the result of not having water in a glass(thirst, etc.), the added effort and resources needed to clean up the spill, the actions and effort needed to refill the glass, and even ways to prevent the spill from reoccurring.  Self-reflection will help you realize that every action has extended effects.  In the complicated interactions between people the ripple, created by your actions, can effect those who may have no direct contact with you.

Some closing remarks……Always consider that no-one can see your intentions, therefore your actions are what define you to others.  Using self-reflection as a 360 degree understanding, you will become a better leader since it will allow you to see how you influence others.  Everything you do or say is analyzed and translated through the perceptions of others making it necessary to see things from other points-of-view.  Never assume you are the best or worst when compared to others, there is always someone who will prove you wrong.  Maintaining a balanced self-reflection is the key to unlocking your potential as a person and leader.

Regaining Long-Lost Employees


Office Space Lost EmployeeWhile working on the book I am writing, I approached the subject of the different types of employees we find in our departments.  With a high concentration of Type A personalities, as found in most fire departments, there is one employee in particular that merits some additional attention.  I imagine that we all know someone like the person I am about to describe and each one of them, while similar, will have a broad spectrum of reasons for being that way.  This type of person is known as a disenfranchised employee (DE).  Many business leadership books list the DE as someone who used to care, perhaps was a star employee, and is now hurting the agency.  In the business world this accounts for lack in productivity, poor work environments, and a slew of problems that eat at a company’s bottom line.  In the fire service these people represent a growing number of “burned-out” employees that can put people in danger.

The old school way of thinking would dismiss these people, toss them to the side, with remarks pertaining to their inability to “make it” as a firefighter.  While this seems like the easiest and fastest fix, it fails to understand the merits of the individual and account for the cost associated with their training and experience.  In many cases, the brightest burning stars are the quickest to burnout.  The first question that needs to be asked is “what caused them to change?”  Identifying the personal or professional issues that caused the change is the first step to re-engaging the individual.  Word of caution though, we are not mental health professionals and do not need to act like it.  You do not have to dive into the personal life of your employees the analyze what went wrong.  A simple understanding of their situation will suffice.  Some common personal causes are: divorce, money problems, unhappy home-life, sick or dying family members, or lack of support at home. There is very little that we can do about these types of issues beyond acknowledging the problem and offering an employee assistance program. The more common issues that we can handle revolve around professional causes. Some of these include: lack of acknowledgment, not being validated, failure to progress, constantly being limited or micromanaged, lack of personal accountability within an organization, and having a perception of being mistreated.  While many of these problems are employee specific, there is also something to be said for noticing trends.  When multiple personnel show signs of being DE, there is often a bigger problem within the organization.

The question remains, “How do you re-engage someone who has become a DE?”  On a personal level, they need to have a reason to be connected to the organization.  No one, especially firefighters deal well with feeling like they are not needed.  Employees much like fire need specific components to grow.  I like to think of it as a spark, fuel, and air.  Finding a role that utilizes their specific talents is the fastest way to create a spark.  On its own, the spark is not enough to breathe new life into the employee.  The next component is fuel.  Just like a fire you cannot add too much or too little fuel if you expect growth.  The fuel is a two part formula that includes continuing projects to provide opportunities for success and positive reinforcement with honest feedback.  The final component is one that takes an experienced leader to understand.  Air in its simplest form means that the leader needs to give the DE room to succeed without leaving them feeling abandoned again.    Best case scenario, this career CPR will bring a DE back however, if wide-scale problems are present, individual action will not be enough.

On an organizational level, several DE’s are a sign of poor leadership/management practices.  Drops in morale, lack of advancement opportunities, failure to hold people accountable, and micromanaging supervisors are generally the root of the problem.  The effects are further compounded when the DE is a supervisor.  Our attitude as a leader is highly infectious.  Poor attitudes seem to be even more contagious than positive attitudes making it more difficult for positive attitudes to survive.  The biggest question in this scenario is how do you as a company officer fix DE problems that may stem from higher levels of management?  This is one of those “easier to explain than to do” scenarios.

You have to be persistently positive.  Find ways to give DE’s spark, fuel, and air while pushing for management changes.  Help to reestablish the organizational image.  Throughout an organization’s progression, the failure to pass on core values and pride will lead to senior personnel becoming DE and prevent newer employees from ever truly engaging.  Give credit where credit is due, stop “blanket policy” fixes, and treat people with respect.  No one wants to be a number, they need to be accepted and validated as important members of the group.   Failure to re-engage these employees will further support the perception that employees are numbers as they either leave or are let go and are replaced by newer, less experienced personnel.  This scenario is one that can be more rewarding than a traditional conflict resolution since you are not only fixing a problem but bringing back someone who use to be a strong performer.

I want to close with one of my favorite quotes….. “If you are not apart of the solution, you are apart of the problem.”

 

What kind of link are you?


broken-chainImagine your department as a chain, starting at the top with a well anchored fire chief and working its way down one link at a time.  This analogy isn’t too far from the truth when looking at  most departments.  The only difference is that some are longer chains while others may only be a few links long.  The old saying “you are only as strong as your weakest link” definitely applies.  The real question is…. “what kind of link are you?” Are you strong and supportive of those under you or weak and flexible?  Do you align with the links above you or try to chose your own direction?  With my limited experience using chains, I know that twisted chains tend to fail when they are put under stress.

Many of the problems within a department can be blamed on problems within the chain of command.  While weaknesses at the bottom of a chain (firefighter) can cause problems, weaknesses in the upper tiers are guaranteed to end in disaster.  When there are problems at any level it can immediately be identified on a fire ground however, the day-to-day weaknesses hide these issues until they fester and become infectious to the entire department.  The sad realization is that the issues remain hidden because we all choose to ignore them.  Even the newest member to the department can see the signs of a weak chain.  Does the senior staff fully support the decisions of the chief?  Do the company officers fully support the decisions of the senior staff?  When I was in the military there was a strict unwritten rule that complaints go up the chain never down.  How often do we see a breach of this concept?  Chief says I want A, B, & C done, Battalion chief tells the shift chief wants A, B, & C done but he doesn’t agree with A & B, followed by firehouse discussion with a company officer who says they disagree with C.  This entire process caused every link from the top down to lose strength.

Many people interject the argument that being a “yes-man” destroys integrity and creates a mindless department.  While blindly following orders can lead to “helpless” departments, the challenge process must be professional and respectful.  If I don’t agree with something the professional thing to do is send my concerns up the chain along with possible solutions.  Without the accompanied solutions the possibly valid issue gets dismissed as whining.  Failure to handle the problems correctly often leads to complaints being ignored and subsequent “trash talking” down the chain of command.  If you truly want to have the strongest chain possible, stop undercutting the stability of the links above and below you.  Whether at the top, middle, or bottom of the chain….your department needs you to be as strong as you can be.  Don’t be the weakest link and the reason your chain fails!

 

Reposting of: A Wake-Up Call by Chief Dennis L. Rubin


Last year, when I began this site, I opened with a reflection of the year and stated that I wanted to make a difference in our career field.  While I understood this process would not be instantaneous, I had hoped to reach out.  Throughout this journey I have met many fire service leaders, each with a different perspective, based on their experiences, who have helped inspire and guide me.  After a few e-mails back and forth, I received permission from Chief Rubin to republish some of his articles on Fire Officer Mentor with the understanding that we shared a common goal to reach out and help the fire service.

Before I post his article, I wanted to take a moment to share some of the concepts I took away from his words.  First off, the public eye is always watching what we do or don’t do.  Secondly, even the most routine of tasks in our line of work can be life-threatening.  Last but not least, officers must be willing to assume the blame when something goes wrong.  This entire article could be torn apart and criticized however, Chief Rubin took a negative and broadcast it to others as a learning experience.  We all make mistakes, lose focus, or get distracted.  Understanding that and empowering our people to identify hazards then act will provide an added safety net to a hazardous job.  With that being said, here is Chief Rubin’s article!

dennis-rubin-picFire Prevention Week for 2009 held more promise than just about any other one that I can recall over my career. There were the detailed plans for many demonstration events and a lot of additional work hours. There were many television appearances over the weekend, early-morning ones as well to talk about our city’s fire prevention activities. The extra effort seemed to be worth it to get very important information out to our community. There were, however, several major setbacks that would surprise and dampen the spirits of many in the department. As final preparations were being made for the annual fire prevention celebration, the department responded to a rowhouse fire late one afternoon. The first-in engine arrived just a few minutes after dispatch to report heavy smoke showing from the roof. Engine Company 5 moved in with a 1½-inch attack line to extinguish the room and contain the fire, while Truck Company 2 vented and laddered the home. Minutes after the fire was located and attacked, the companies made the discovery of an elderly woman who perished in the blaze. The fire is under investigation, with the likely cause being improperly discarded smoking materials. This situation may be the 17th fire fatality for the Nation’s Capital (currently the death is undetermined, awaiting the city medical examiner’s report). We spent most of the Saturday of that week meeting with the  deceased woman’s family and installing smoke detectors in the neighborhood that experienced this tremendous loss. A loss of human life is always a sad situation, but during Fire Prevention Week there is an added degree of difficulty. A Disturbing Near-Miss For about a month prior to Fire Prevention Week, our Community Relations Division had worked in cooperation with Gallaudet University to host a fullscale smoke detector and residential fire sprinkler demonstration. Using the Campus Fire Watch construction plans, two typical college  dormitory rooms were constructed. One of the rooms would serve the purpose of graphically showing the results of fire in a non-sprinklered building.  After the non-protected room reached flashover, the engine company standing by would extinguish the mock-up, so that the second room  could be ignited to demonstrate the effectiveness and efficiency of the residential sprinkler system. Disaster nearly struck when the engine  company crew approached the dorm room mock-up to extinguish the blaze. At this point, approximately five minutes after ignition, the room reached flashover. The rapidly spreading flame front across the ceiling set the entire contents of the mock-up on fire. This was the point for the attack crew to extinguish the blaze. As the officer and two firefighters advanced the hoseline toward the mock-up, all seemed to go well at first. The fire was being knocked down and it seemed to be so routine, until the crew neared the opening of the prop. A makeshift “draft curtain” (a device to collect heat and smoke to cause automatic fire protection systems to function) was added to the front roof line of the mockup to retain the heat and smoke to allow the protection devices to function properly. The draft curtain was a thin sheet of Plexiglas material. The Plexiglas sheet had begun to liquefy and drip burning hydrocarbon material on the attacking crew. Within seconds, the three members were on fire. I couldn’t believe what I was seeing! To add to a very difficult situation was the fact that the three members were not aware that they were burning. This is a great testimony to having the best turnout gear and wearing it correctly; however, my guys were burning and they didn’t seem to react to impending disaster. The flames were on their upper torso and helmets for about 60 seconds, but it seemed like an eternity to me watching. One of the members became aware of the other two folks burning. It was at this point that he redirected the hoseline to extinguish the fire on our members. The situation was relatively minor, but the potential for harm was at the extreme level. The demonstration for the several hundred college students was very impactful. The viewers were also given the opportunity to witness the capability of the protection provided by our turnout gear. As well, the ever-present danger of being a firefighter was clearly demonstrated that day. All three firefighters were transported for observation to the Washington Hospital Center Burn Unit. Two of our members were checked over and, thank goodness, not injured. This was a real testimony to the quality of the turnouts and wearing all of the component parts properly. Our company officer was banged up a little. He received a facial burn close to his ear. Further, the top of his hand had a minor burn. Because of the location of these two wounds, the sergeant was held overnight at the burn center for  observation. He is doing well and is expected to make a full recovery returning back to full duty soon. To my surprise, the turnout gear and airpacks were cleaned, inspected and placed back into service. Only the one Nomex hood and glove that our officer was wearing was not usable. Both were “dissected” by our Safety Office to determine whether they performed satisfactorily, in that this was the one where the second-degree burns occurred. Our safety chief, Deputy Fire Chief William Flint, is conducting an investigation to help us learn from our mistakes. Look for this report to be added to our website soon or obtain a copy by contacting him at william.flint@dc.gov.

Personal Reflections (by Chief Rubin)
This was a very difficult day for me, both personally and professionally. I need to state that I take full and complete responsibility for everything that happened during this fire prevention demonstration. Our members engaged in extinguishing activities performed properly
and within our protocols. In fact, I am deeply in the sergeant’s debt. He insisted that all members properly use their gear and because of his actions, the injuries were very minor. I express my appreciation to our Community Relations and Public Education Division for doing a  great job with the demonstration preparation and execution. So, you are asking, what failed and caused such a graphic near miss? I would submit to you that simple everyday complacency got the best of me that day. A few fire service leaders have contacted me to ask whether the subordinate members who set up the demonstration knew their jobs. The answer is of course! We have trained 300 to 400 recruits in the past three years without incident, so trust me when I say our department knows how to conduct live-fire training based on National Fire Protection Association (NFPA) Standard 1403. It is not a question of trusting the preparation work, but better described as verifying that all items were handled correctly. Several items were forgotten or missed, such as a back-up line with a crew and an incident safety officer. I should have taken the time to verify that all aspects were covered before I stepped up to the podium. I did not do that and I do regret not confirming that all aspects of the 1403 were covered. Some folks (mostly bloggers) are going to be critical of me and describe this action as micro-management, and perhaps it may be. However, my role at an emergency incident is to verify everything that I can as soon as I can. At the demonstration, I should have taken the time before starting. Another difficult lesson, but with a reasonable positive outcome. Again, my apologies for allowing this to happen. Pay attention at all times and remember your life may depend on your attention to details.

For more information please visit http://www.chiefrubin.com/

Thoughts on trade theory and the fire service.


trade theoryWhile studying for my International Business class, I began to look at globalization and trade theories which attempt to explain the best practice for making the most while lowering cost.  Throughout my studies, I try to look at ways in which the material I am learning for business can be applied to the fire service.  Although I am sure I am not the first to look at the subject of reducing costs without reducing services, I like to think this idea has merit.

Without confusing the politics and nature of the theories as they relate to globalization, the one theory that interested me the most in relation to the fire service is a free-trade theory known as absolute advantage.  Basically, this theory states that some countries can produce certain goods more efficiently and by focusing on what they are good at they can afford to import other products they are less efficient at producing.  Here is the point where everyone reading this is scratching their head and wondering how it applies to the fire service.

Translation:  If each department focuses on something (rescue, HAZMAT, ect.), while creating automatic aid agreements to share their specialty/receive specialties with neighboring departments; then the result is a more diverse, more efficient, and better quality of service to the entire area.  Many departments try to be a one-stop shop which can spread resources, manning, and money pretty thin.  If interdepartmental organizations are created so that the burden of expense can be spread out over the members, the benefits can outweigh the cost.  The current economy has every politician and decision maker looking for ways to cut costs.  If your department is trying to be a stand alone group of specialties, it is not only wasteful when looking at the bigger picture it can also lead to some severe safety concerns.

Consider the number of hours it takes to obtain, recertify, and stay proficient with each skill set firefighters are expected to perform.  At a certain point, it becomes impossible to maintain proficiency with every single thing.  If you are like me then your “I Love Me Folder” is full of pieces of paper that certify me as proficient in the class I took.  The number of hours required to maintain firefighting, emergency medical, specialized rescue, and command proficiency is outrageous.  Now imagine the benefits of focusing on the basics and one or two extras.  I can either maintain mastery on a few things or barely skate by with many.  At the point in time when someone’s life is in jeopardy, would you want someone who skates by and fumbles with a task or jumps right in with the refined skills

As the fire service continues to progress, the need to combine resources, share across borders, and downsize government will grow exponentially.  After centuries of expanding, the only hope for government agencies including the fire service is to find ways to cut costs without placing our people in danger or reducing the level of service.  Bridging departments and expanding brotherhood/sisterhood relationships is the key to survival and excellence.

 

Marketing yourself and your department


fire department marketing, word of mouthCurrent times have made many organizations desperate to reach out to their customers and prove their worth.  While our customers may not realize they need us, we should be taking the extra effort to prove to them they do.  Part of this we accomplish on a daily basis by getting on the apparatus and helping people however, the other part is one that is often overlooked.  The truth is that many businesses and organizations would kill for the chance to have the following the fire service has.  Based on tradition, history, and perceived image alone; the fire service has easy access to most forums.  Churches, businesses, schools, and any other place you can think of typically welcomes firefighters with open arms and hospitality.  The question remains….. Why don’t we take advantage of that?

All too often we get in the mindset that we are only being paid to ride the trucks and put out fires.  The realistic truth is that we are some of the most respected public servants in the world.  The term servant implies that we serve others.  While I may not be a genius, this concept suggests that I go out of my way to do things for the people I work for.  The point is that our first meeting with the individuals that make up the public we serve shouldn’t be at their emergency.  They should know our faces and see that we provide valuable services to them and their loved ones.  This is where marketing yourself and your department kicks in.  Most business/marketing strategies begin by finding out who your customers are and identifying how you can meet a need.  The underlined message is that we are there for them in any emergency but what we often fail to convey is that we are there all of the time 24/7/365.  I have heard of community out-reach programs where members of the fire department bag groceries or coach a children’s sports team.  That works for those departments however, there is no cookie cutter example of reaching out.

In addition to knowing your customers, it is also important to prioritize our interactions since everything has a price tag and money is short.  Quite often, it is the littlest gestures that show we care the most.  Offering to provide an apparatus to make a child’s birthday party or stopping to change someone’s flat tire shows that we are concerned about more than devastating emergencies.  While I don’t condone taking response units out of service thus limiting the community’s protection, establishment of volunteers within a paid department can help accomplish both activities without reducing coverage.  So now the important question arises…. What are YOU willing to do to sell yourself and your department?  Are you there for the glory and a pay check or do you truly care about the people in your community?  In the end it takes more than one person to make this marketing process successful but like many other journeys, it has to begin with the first step!

 

Your Role in Employee Retention


 

Employee Worries

Many departments across the nation have been feeling the pain of tightened purse strings.  When government entities feel the need to cut sections from a budget, our career field is one of the few that look appealing since the better we do our jobs, the less it seems like we are needed.  With this fact in mind, there are certain retention factors (salary, benefits, promotions) that are out of our hands however, the biggest factor is greatly influenced by line supervisors.

What is this magical retention factor?  Job satisfaction.  While we are not here to sugar coat everything and  make people believe the problems don’t exist, there should be a certain amount of political foresight before we open our mouths.  A negative officer makes a negative house.  If you only focus on the negative, those under you will be influenced to do the same.

When considering the negativity we are often expected to break to the people under us (lack of salary increases, position/hiring freezes, or even layoffs) it is hard to find a positive spin.  The best thing you as an officer can do is begin to think like a chief.  It is easy to criticize a decision when you only look at the little picture however, understanding what was gained or what wasn’t lost by the decision allows for the positive to come out.  For instance, you are given the news that there will be no pay raises this year.  You can either grumble to the crew that we are all getting screwed or in some cases point out that by accepting the lack of a raise, no one is going to lose their job this year.  I guarantee the newest guy on the department will be relieved as will some of those getting close to retirement.  The point is that the way you handle the bad news will have an immense impact on the way everyone reacts.

Beyond playing the political game of putting a positive spin on things, there are many other factors that the officer has direct control over.  Mainly, the way you treat your crew.  Job dissatisfaction is the number one reason people search for other employment opportunities.  Obvious things you can do to help job satisfaction include:  treating your people with respect, fostering  the brotherhood mentality, providing training for advancement, and providing positive feedback.  Some of the less obvious things include:  listening to complaints, following up with concerns, being your crew’s advocate, and providing empowerment opportunities.

In many of my human resource classes, there was a section that talked about motivation in the employment setting.  The number one thing most people put down in discussion boards as the best motivator was money.  The truth about money is that it is a temporary satisfier.  What I mean by that statement is when money is relied on as a motivator, you will never be able to pay enough.  Working overseas as a contract firefighter making six-figures a year seems like a dream.  Even with a six figure salary, the complaint about pay raises was present.  That in itself proves that you cannot rely on money to maintain your employee pool.  The officers below Fire Chief have to assume some responsibility for working within the confines of things they can change to make people want to stay.  Let’s face it, the job sells itself, it is up to us to sell the department as a place people want to be!

 

Are you abusing your position?


 

fire officer

This subject is one that I never thought would have to be discussed in the fire service however, I have heard more than one complaint in the past few months that would classify as abuse.  Once someone receives their gold badge, there is an inherent responsibility that must be assumed for your crew.  Although you are responsible for their personal safety and professional growth, they are not your slaves.  They are not placed in your care to do the things you no longer want to do, especially if it is of a personal nature.

When it comes to an employee questioning something an officer has told them there is a tendency for  officers use the “because I’m the officer” defense.  This defense is a cop-out and should be backed by policy, procedure, or guideline.  Expecting your firefighter to cook for you, clean up your messes (beyond daily station duties), arrange or checkout your PPE, babysit your kids, or wash your car is an obvious abuse of your position.  Other abuses are less obvious and often justified as “training opportunities” or “character building.”  Making your firefighter do your reports or finding meaningless tasks for them to accomplish is unacceptable.

The arrangement, checkout, or cleaning of PPE is a personal responsibility.  You cannot expect nor make it mandatory for someone else to take care of your Personal Protective Equipment.  Furthermore, if something is missing, broken, or dangerous to use; you cannot punish or get upset at them.  If they put your gear on the truck, it was a courtesy and you are still responsible for it.

When it came time for my crew to learn the report system, in preparation for advancement, the steps for teaching were clear.  Have them watch me do it, help them do it, watch them do it, and eventually let them do it (with spot checking).  If they are able to do it on their own, it is not their responsibility to do your work.  In my case, if someone wanted to do it for practice or because they were good at it, I would help do their work and still follow up with what they did.

Getting a gold badge does not give you a free pass to kick your feet up and relax.  The truth is that the badge is meant to represent that you are capable of doing more than those without the extra bugles.  I prefer to think of line officers as lead firefighters.  With that mindset, it is easier to keep things in perspective and prevents poor management practices.

The final types of abuse can directly or indirectly be the officer’s fault.  Mental, emotional, physical, or sexual abuse/harassment can destroy a department.  If an officer is allowing the abuse/harassment to occur or even worse, participating in the problem, there are serious consequences that can happen.  Beyond embarrassing the department, officer, crew, or employee; the stress can destroy someone’s life.  We are charged with sending everyone home in the same or better condition than they arrived to work in.  This covers all aspects.  Monitor your people and be the professional they need you to be.  Beyond having a happy and productive crew, you will also find that your job becomes easier.

If you are not apart of the solution, you are a part of the problem!

 

 

Facing adversity


Today is definitely in the top ten of worst days in my life, a day that no firefighter wants to face.  For a breed of person that often finds themselves fighting the odds and yet are unwilling or unable to give up; leaving the line seems unbearable.

I recently found out that I have a condition that makes it extremely painful to walk which makes wearing fire boots seem like some ancient torture device.  Throughout the entire ordeal I have wrestled with the idea of having to leave something I love. Beyond just having an outlet for how I am feeling, I wanted to share this experience to make a point and maybe reassure myself that things will be ok.

Many of my coworkers didn’t know how to react to the news any better than I do now. This problem like all problems faced by fire officers is not beyond being overcome through tenacity and maintaining hope. This particular problem seems like the end of the world today but I know in a few years may be the beginning of something better.

The point that I am trying to make is that whether it’s a medical problem, financial issues, or some other life altering event; the need to take a structured approach is appropriate. Like any other curve-ball thrown at us on an emergency scene, life’s emergencies need to be evaluated, mitigated, and restored back to the best condition possible. The biggest benefit to being in the fire service is that at the end of the day you never have to face your problems alone.

I often tell people when I teach the lesson concerning the wellness of first responders to know when to seek help. Often just sharing your problem with someone is enough to give you room to breathe and look at your options. Don’t put on the blinders and face any problem with tunnel vision. Anchor yourself to someone or something that can weather the coming storm and prepare to face adversity with open options. For many there is nothing stronger than the desire to succeed. Life wouldn’t be worth living if everything was handed to you on a silver platter. Embrace your adversity and above all, never give up!

I close this posting with a quote that has helped me when things looked the worst….

“Many of life’s failures are people who did not realize how close they were to success when they gave up.”
- Thomas Edison