Friday, November 9, 2012

A Pause for the Cause: Hurricane Sandy

Hey Friends.  Thanx for all of the kind thoughts, wishes and actions on our behalf, during Hurricane Sandy.  As you must know, I haven't had time to blog or write lately.   I was in charge of the Evacuation & Shelter Branch.  It was a labor of love and quite arduous.  It was accomplished by a great team and cooperation between all agencies, medical and military.  We are going to re-write the book on Mass Care and Sheltering.  More details to follow, as we defrost from the Nor-easter that followed the hurricane.  (I just got power and internet back on at home )


Listen to this great song, by Barry Manilow and continue to think of us in NJ, as we recover.  It's not over yet.

Monday, October 22, 2012

Trust In Me: by Etta James

A little musical interlude to break up your day. From time to time, I will be interspersing our articles with the multimedia approach. LOL.  I hope you enjoy it.

I just used Shazam to discover Trust In Me by Etta James. http://shz.am/t550099

Tuesday, October 16, 2012

The Chameleon Fire Officer: Mentor, Menace or Mediocre: Make up your mind!

A chameleon is defined as any one of numerous Old World lizards of the family Chamaeleontidae, characterized by the ability to change the color of their skin, very slow locomotion, and a projectile tongue; or a changeable, fickle, or inconstant person.

Having worked with Firefighters and Fire Officers from several departments, over many years, I continue to hear the same complaint and praises.  The issue is consistency.

THE CHAMELEON FIRE OFFICER:
Graphics by Malcolm Alston
The Chameleon Fire Officer: (The one who changes and blends with his/her environment as a defense mechanism.)  Is slow to react.  They can be characterized as fickle, moody and unpredictable.  They may display one aspect of their character as Firefighters; then a different one as a Fire Officer.  At best, they will make one change and you have to live with it; or at worst be one way today and another tomorrow.  I hear this assessment, over and over and over again.  Indecision and inconsistency in the fire station is bothersome yet tolerable.  It can be deadly on the fire-ground.


Let's look at the three: Mentor, Menace or Mediocre.

MENTOR:


Graphic by Malcolm Alston
Have you adopted the character traits, persona and practices of a mentor.  Someone who is approachable, learned, intuitive, genuinely concerned for the positive growth and development of others?  Are you a good listener?  Do you constantly strive to stay at the top of your game (by study, taking courses and by information sharing), so that you are a valuable and knowledgeable resource to subordinates, colleagues, your superiors, and the public?  Do you help, aid, and assist all members of your service?  Do you seek genuine opportunities to encourage others?  Do you attempt to turn negatives into positives?

Being a mentor is a selfless act.  It is a continuous process. It is a transparent process. It takes a strong commitment and a lot of work!

MENACE:
Have you adopted the character traits or persona of a Menace?  Are you perceived as one? Let's face it --many members of our profession are "Type A" personalities. That is a good thing, at times and a horrible attribute at others.  I have met officers that bring hidden and no-so-hidden agendas to the workplace.  Why?

When this happens, it clouds their judgement in all aspects of the work environment.  It causes other members of the service to shut down and avoid them.  One of the problems with that is many times those Menacing Officers are in key positions in the organization. LOL.  There is not enough couch time to unpack the psychological "issues" that created this "character"; just know that they are out there.

Now, when I say a "Menacing Officer", I don't just mean the type that is always lewd, crude and obnoxious.  I don't even limit that monicker to the one that is "in your face".  I have met some of the quietest menaces you could find. Their modus operandi is calm, cool and just as menacing as officer who is "out there".  These quiet, nondescript, "Closet Menacers" (<--poetic license, instead of "Menaces") have their own way about harassing coworkers and subordinates.  They apply discipline and work assignments, disproportionately.  They play favorites and the "ends against the middle" (Classic divide and conquer).  Some of whom you would think stepped right out of the pages of General Sun Tzu's, "Art of War" or Niccoli Machiavelli's, " The Prince ".  Cold, quiet and calculating.  Yet, a Menace, none the less!



MEDIOCRE:
Have you adopted the attitude, character traits and/or persona of a mediocre officer.  Status Quo is sufficient. It's the Guy or Gal at the top who caused these problems and only they can fix them.  "Morale is low!"  "You really can't change things, anyway."  "Why Try?"  "There's no benefit or penalty for attempting to improve things."  "People are people."  "This new generation of Firefighters are the worst ever!"  "You just have to go along to get along (and get ahead)."  "Things are just fine the way they are."  "I set my expectations low and that way I am rarely disappointed."  "Same Circus, Different Clowns!" "I'm just here for the paycheck.".  Sound like anyone you know?


The Mediocre Officer is indecisive or, at worst, nonchalant. They are not engaging.  They skate by, with everything.  This person takes on the personality trait that they have already arrived or have risen as high as they can.  His/her characteristics are "Laissez-faire" (indifferent, hands-off or do the bare minimum).  One definition of laissez-faire is literal, "let it/them pass".  Meaning let it along.  Don't get involved.  Don't interfere.  Don't make changes.  Don't make decisions.



Which One is Worse?


Please use the comment section to explain.

Copyright 2012 John Alston. All rights reserved.

Friday, October 12, 2012

"The Seven Steps to Success" by John C. Maxwell

One of my favorite authors,  John C. Maxwell, continues to deliver these pearls of wisdom and insight.


“Seven Steps to Success"
1) Make a commitment to grow daily.
2) Value the process more than events.
3) Don't wait for inspiration.
4) Be willing to sacrifice pleasure for opportunity.
5) Dream big.
6) Plan your priorities.
7) Give up to go up.”
John C. Maxwell

Tuesday, October 9, 2012

The 5 Failures of Command

Recently, I had a conversation with a group of Fire Officers about the state of Leadership and Character, in the ranks of the modern day fire service. I stated, without fear of contradiction that the "First-line Supervisor" Rank was the most critical position on the job.  We all agreed.  We went through all of the ranks and discussed them, 1 by 1; their impact on our profession, in all of its aspects. We then began to discuss the effectiveness and/or the lack thereof. We are willing to stipulate that there are so many areas to cover, that we ran out of time. There were so many items that we had to start narrowing the focus.  We got down to 5.  They are: 1) Poor Communications, 2) Lack of Accountability, 3) Lack of Discipline, 4) Lack of Commitment, 5) Lack of Training.

The 5 Failures of Command:

  1. Poor Communications - As is stated, so many times, communication is the principle method by which we get things done.  At every level in the fire service, when there is a gap in service (both for our External and Internal Customers), the lack of communications or poor communication rises to the top of the list.  Whether in the Fire Station, Headquarters or in the street, poor communications are at the root of calamities, disasters and miscues.   Written orders, guidelines and rules must be clearly formulated and clearly communicated. Public Fire Education and Fire Prevention efforts must take the "end-user" into consideration.  Complete and succinct information can make working with the public, on important issues, so much more easier.  Yet, many Officers are not trained in effective communications and many don't know when communications have gone awry.
  2. Lack of Accountability - ACCOUNTABILITY: for actions and responsibilities; for crew members, equipment and tasks, particularly at the scene of emergencies.  Lack of Accountability could also be classified as a Lack of Responsibility; members being responsible for their own actions. A few years back, I saw so many classes being offered on Accountability Systems, Rapid Intervention Crews, May-Day's and Self-Rescue techniques.  I taught many of them.  The prevailing issue that came up was working to keep our people from getting into those situations in the first place. Purposeful and proactive accountability can aid to that end.  When we impress upon our people that situational awareness is paramount, we are telling them to be accountable.
  3. Lack of Discipline - Our service is effected, negatively, not by the exercise and issuance of discipline, but by the lack of the same.  Many members talk about the lack of morale from time to time.  Some attribute it to contracts, equipment, schedules, the person at the top, Officers, etc.  However, I can say that the lack of discipline is a more pernicious element to low morale than any other.  It's easy to blame the Chief, Commissioner or Fire Director for your woes, however, what is going on in your neck of the woods.  What about the things you have direct control over.  I have found that when discipline is effectively applied and evenly enforced; when members know what your expectations are and you are willing to hold them to the standards, morale and productivity improve.  It starts and ends with you!  Yes, YOU!  Lack of discipline, in your own personal and professional demeanor/deportment, can be contagious.  You wear your uniform improperly, so will your subordinates; come to work late and stay unshaven/disheveled, so will your subordinates; cut corners, they will; break rules, they will.
  4. Lack of Commitment - I am a big proponent of commitments and being sure that you are clear on them. It is a significant character trait for firefighters and fire officers that is severely lacking these days.  I have seen a great shift from a true commitment to the job, your crew, your officer and yourself  to a true commitment to "yourself".  The number of self-centered, self-absorbed, conceited and narcissistic firefighters is at an all time high.  It permeates every aspect of our service and I don't see the trend slowing.  There are several reasons why, but commitment stands out.  Look up from the phone, laptop and/or iPAD and see what has happened to our beloved profession.  It's not pretty.
  5. Lack of Training - How does one get to Carnegie Hall?; Practice, Practice, Practice.  How does one become an Effective Commander in the Fire Service (one that members will Trust)? TRAIN, TRAIN, TRAIN!  You have to train, to acquire the confidence, skill sets and competence to operate in your position. You must read, take courses and network with other more experienced fire officers to stay abreast of emerging technologies.  You must seek a mentor and then be  a mentor to someone else.  Your training must be multi-disciplined.  There are some great corporate management books out there.  There is required reading for our profession and acquired reading.  Be a sponge.  Continue on a course of achievement and education.  It works! 
expanded podcast online...
 Copyright 2012 John Alston. All rights reserved. 

Wednesday, September 26, 2012

Box vs. Out of the Box Thinking



A few years back, I had a great opportunity, during one of our planning sessions, to take notice of a particular "world" view held by a facilitator. The session was an emergency management development group.  It was sponsored by a dear friend and was facilitated by two other individuals.  These persons were not from our agency or group.  They were not familiar with its culture and underpinnings. They led us on different approaches to arrive at some of the decisions that we had to make.  That was the great part!  I like learning new methods and challenging some ideas that may have outlived their usefulness. 

However, the not-so-great part was that, as the days went on, I got a sense that one of the facilitators may have been harboring a little negative, possibly condescending, attitude.  It was noticeable, in his comments and gestures.  I tried to shake it, because anyone can have a bad day (theirs or yours).  First impressions, although are usually "spot on", can sometimes be misleads.  You have to give presenters a chance. People who make presentations to others know that you have to warm up the room, get a read and then proceed.  You may have to change methods, tactics and directions to get your room to "buy-in". But I digress!  Okay, this guy bothered me. The feeling I had just wouldn't go away.  As the days went on into multiphase sessions, that sense increased.   I thought, "Hey, this guy doesn't know us.". 

Then, it happened:  One of my colleagues made a suggestion.  It was a great idea, by the way. It was based on sound past practices. It seemed feasible.  It was succinct.  But the response from the facilitator was, "Well, you're just not an "Out-of-the-Box thinker".   I then saw my colleague retreat and shut down.

You're just not an out of the box thinker? I thought to myself; the way that statement was delivered was condescending. It seemed as if he was saying to the person, "You're not that creative", ; "You're not that bright!, "You're not intelligent enough.", "You're not that flexible." You're rigid. You don't know what we know.  YOU'RE NOT THINKING!   I took umbrage to that and I didn't like it either. ;)

When you tell someone that they're not an out-of-the-box thinker,  it shouldn't be a negative.

I find that "Box" and "Out-of-the-box" thinkers are both needed in planning situations and emergency management.  In our day-to-day situations, Box Thinkers are very clear on their roles and responsibilities. They are clear on the "space" they occupy.  They can prove to be invaluable, under many circumstances.  They have full knowledge of their position in the organization and are detail oriented.  
If you're going to be a "Box Thinker", though, be sure to handle everything within the box.
I know it may seem like an abstract analogy but follow me for a little while.  Be clear on where your box fits into the entire operation.  Know the relationship and responsibilities that your box has to the other boxes adjacent to, below and above your box.

EXAMPLE: If you're a company officer and your "box" is being on the Ladder Company; "Handle everything within your box!  If your task, that day, is to perform search & rescue then handle everything in your box!  If you're assigned to be the supervisor, on the third floor or division three of the building, then you are responsible for everything within that box.  Fire suppression, search and rescue, ventilation, salvage, pre-&post- control overhaul, etc.  Know the  authority, resources and tools that are necessary for the box, completely.  If your box is ventilation; then you should know everything there is to know about Ventilation: positive pressure, negative pressure, hydraulic, mechanical, natural, vertical, horizontal.  You need to know when to apply what and at what appropriate time.  Handle everything within that box.

When you're an out-of-the-box thinker it means that you have the ability or the wherewithal to step outside of the norm; or you just decided to think of things in a different way.  That doesn't make you a better thinker than the people who do think within the box. 

EXAMPLE:  If your box is OPERATIONS, at an incident, and you are the Operations Section Chief...handle everything within your box.  Assign the necessary tasks, establish the correct groups, place them in and on the proper divisions.  Call up the appropriate resources.  Provide for accountability and safety measures.  Monitor progress.  Be clear on your communications, directions and requests.  Staff all required positions.  Use checklists.    And...and...and...

MASTER YOUR BOX!

Additionally, to be an "Out-of-the-box" thinker means that you can take the conventional methods, the tried and true methods and apply them in a different way.  You may have the ability not use the conventional methods at all and still realize a successful outcome.  You know the standards.  You just look at the situation in a different way. You may want to come up with a different or alternative means to perform the same task.  You may very well look at things completely different. 

In Emergency Management, when you think outside of the box you are still utilizing box thinking to formulate your idea.  You have to.  Think of it as a Stringed Quartet vs. a Jazz Quartet.  It's still music.  One is very structured and the other more improvisational and yet they still utilize some of the same instruments, chords and notes to produce the final sound that they desire.  It can even be the same song or piece of music.  Very often the stringed quartet can make improvisations or perform different interpretations to the classical pieces. 

"Out-of-the-Box thinking" is no greater than "Box thinking", when it's done completely. It just means that we have different approaches to achieving a successful outcome..

I think they're both great and I that any individual can possess both characteristics of a "Box or Out-of-the-Box thinker.

Which one are you and why do you think so?

Wednesday, September 19, 2012

Be the Thermostat Not the Thermometer

When talking to Fire Officers I find that many, sometimes, fall into two basic categories: 

"Thermometers" and  "Thermostats"

Sometimes they find themselves, in one of two of these categories, through no fault of their own.  Through discussion at meetings and by gauging the types of questions that they ask; or positions they assert; I wonder how they arrived there.  Is it the "climate" where they work?  Maybe the orientation or initiation they received.  I surmise that  long before they rose through the ranks, their indoctrination, association and/or training dictated their category... and they can't shake it. Was it osmosis???  The old nature-nurture debate???  No one can give a definitive answer.

A more pertinent question: Is there a system or process in place to move Fire Officers into one of these two categories?  Is there a process to change them from one category to the other?

Thermometers:

Thermometers (definition - an instrument that reads or measures temperature) read the temperature in the room and display there findings. They do not initiate their own actions.  They wait until something happens and then display themselves. They change constantly, based on other conditions.  Thermometers are sometimes fickle or, at best, just register/report/represent the "ambient" temperature.  In other words, you don't get a true read.  Sometimes there is a delay in their response. They do not initiate anything.  They react and respond to outside influences.


Thermostats:

Thermostats (definition - an automatic or manual device for regulating temperature), on the other hand, are changers. They have the ability to effect and affect their environment.  They can cause us to become warm or cold.  They can alter the atmosphere.  They can make us/others uncomfortable or motivate us to change.  They can have a negative effect, at times. But if they are set right, they continue to do their job correctly.  Thermostats can handle the heat and the cold, seamlessly.  The good ones do their job efficiently.

Which One Are You?

more to follow...


Copyright 2012 John Alston. All rights reserved.

Saturday, September 15, 2012

The Six C's of Fire Officer Trust

I have been fortunate to work with a number of Fire Officers, from every rank and in many different departments. It's been privilege and honor to train new officers, in a variety of ranks and disciplines.  I count it a privilege, because it gave us a chance to share, learn and gain insight into the many components of Command.  The prevailing question on their minds has always been; 

"How do you know, when you know?  

These Six "C's" of Fire Officer Trust (Commitment, Competence, Confidence, Communication, Courtesy, Courage), can follow in the order that I have given them; or may follow what best suits you and your situation; save the last...  COURAGE.   

The First "C" is Commitment:

It's all about commitments...yes, there is more than one of them.  It begins with a true commitment to yourself. Wanting to be the best that you can be, through preparation.  Then there's the commitment to your families.  Making sure that the trust they have placed in you, while you would spend time away from them, was not in vain. No one forced you to select this career. You honor their faith in you, by committing to be and do your best. Then there's the commitment to your agency or organization. Whatever type of organization it is volunteer or career, you must be committed to give them one thousand percent of your efforts, required time and resources. You must be committed to conforming to the rules, regulations and policies of that agency or department. You must be committed to taking care of the equipment that has been placed in your charge;  the personnel that you will supervise;  your cohorts and colleagues that you will be working with;  and you must be also committed to your superiors. You must be committed to the vision, mission and goals of the organization. Then you must make a conscious effort to be committed to the citizens that your organization serves;  to be professional at all times; and to provide the best possible service you and your organization can deliver.

The Second "C" is Competence

When we speak of COMPETENCE, what we are saying is to continue to learn and grow in your organization.  Learn the inner and outer workings of it.  Learn and work with other agencies that may interact or support your organization.  Learn and master your policies and procedures.  Take courses that will increase your knowledge-base.  Seek out opportunities and events that will allow you to share and network with others in your profession.  Others who may know a better way of doing things and sometimes do not share your same ideas or views.  Stay currentRead the trade publications.  Search the Internet, attend trade shows and training seminars.  Expand your awareness of industry trends and evolving technologies that may assist you in the effective management of your responsibilities.  You must master the tactics and tools, strategies and rules of your organization. " Know them cold!"
...and READ, READ, READ, READ,,, READ!!!!!!!!

The Third "C" is Confidence

With your commitments identified and your competence improving through, reading, study and expanding your knowledge base; we can focus on the Third "C", which will actually come automatically: CONFIDENCE. Confidence comes when you know who you are and where you are in the table of organization. It comes when you know what your function and purpose are.  Confidence comes from knowing. Knowing what your responsibilities are.  Knowing who you are responsible to and for.  Knowing the length and breath of your authority or purview.  Knowing the depth of your commitments.  

When confidence comes, it gives you what we call, "Command Presence."  This is not to be confused with Ego or evolve into Arrogance.  There is a decided difference between the two.  Confidence does not have to be boastful or egotistical. Confidence can and should be quiet assurance of what is right, fair and appropriate.

The Fourth "C" is Communication

The Fourth "C" is one of the most pivotal: COMMUNICATION.  Effective and  appropriate communication is critical, at all times and at all levels, in our profession.   Where do we begin? 

In our offices and fire stations: both written, visual and other nonverbal communication effect our day-to-day operations.  On the fire-ground or the scene of an emergency vital communication by radio, mobile phone, material safety data sheets, preplanned guidelines and computer data terminal all require effective communication.  It is so important, when managing people and emergencies, to effectively convey thoughts, orders and concerns. Communication is the bedrock of how we get things done. It's so important, however, many times it is overlooked in its significance. Making sure that we communicate effectively is Job One. The great thing about communication is that it can be improved upon.  The study and practical application of conveying messages must be learned and practiced. The only component we do not have control over and that is necessary for all effective communication is FEEDBACK.  Feedback comes from listening.  Communication is considered, by many, to be a two-way process but I think often it is a three-way process.  We send a message to a receiver.  We have the sender,  the message and the receiver.  We must be clear with our messages.  We must be effective with our communication style. More importantly, we must listen for confirmation and/or questions regarding the message.  We have to be mindful of our delivery system. We have to be aware of our surroundings, interference, noise, static and/or perception. We must study communication and practice communication. We must seek opportunities to determine if our message was transmitted correctly.  We must also be patient when we are listening.  Hearing is the physical act of receiving the sound. Listening is interpretation and processing. There is a difference (ask any married person). 

To attain Fire Officer Trust, we must be just as good a listener as we are a communicator.  Seek to hear,  before you are heard!

The Fifth "C" is Courtesy

On September 13, 1981, my dear mother left this earth.  Couple that date with the 11th Anniversary of the 9/11 Attacks, it was a pretty rough week.  Not a day goes by that I don't miss her or think of the friends I lost 11 years ago.  Through it all, I remember what she taught me and I honor them by exercising it: COURTESY.

She had simple rules:  Keep your hands to yourself; Share and share alike; If you don't have anything nice to say about someone, don't say anything at all; and if you have the ability to help someone, anyone,  you help them.

That's what we do in our business.  We help people.  They call us.  We show up and we fix things.  If we can't, we get someone there who can and we don't leave them until they do.  Be Courteous at all times!  It makes a difference.  Our profession, in some places, is getting a bad name, undeservedly so and in some cases we earned the bad "Rep" from the actions and attitudes of some of our own.  Be professional.  It costs you nothing and reaps immeasurable dividends.

The Sixth "C" is Courage  

Change the things you can.  Accept the things you can't but have the COURAGE to try!  Courage is not only needed on the field of engagement.  It is needed in the decision making of our organizations.  We have to have the courage to change our culture, ourselves and our thinking, when it is needed.  I have witnessed some heroic and courageous acts and decisions on the fire ground, to save lives, that still impress me to this day. Yet, I also witness day in and day out officers who lack the courage to insist that their members wear seat-belts. Courage is needed, sometimes, when we have to admit we were wrong or that we failed to meet our objective.  The "Cowboy-way" is not always the courageous way.

In Conclusion:

You don't have to agree.  I know these things work.  Try all of them.  I hope.  Try one.  It can't hurt.  

The answer to the question, "How do you know, when you know?; You will know when your peers and community respond to you in such a way that you know they trust you.  Until then, keep striving!

See you out there!


Copyright 2012 John Alston. All rights reserved.

Friday, September 7, 2012

One to Grow On: Training

Healthy and Productive Competition During Training


It is important to note that all safety factors were addressed. *

A great learning tool and practice after a day of classroom theory, before the doldrums set in, is to create a little friendly, safe competitive exercise.  It can be a hose stretching, ladder raising or forcible entry evolution.  The students learn and the exercise bolsters teamwork and fosters camaraderie.

SIDEBAR:
Just wanted to give me a shout out to JCFD Class 58-11.  I learned so much from you, as your training officer.  Hope this friendly competition video helps to remind you and  inspire you to be:

Perserverant, ever vigilant!

 It was a great time for the entire class. all 63 of you.  I hope you find everything that you need in your current and future officers.

* Special thanks go out to the Officers and Staff of the Morris County Fire Academy.

Tuesday, September 4, 2012

Dum Spiro...Spero!

In response to a friend's recent posting on a social network; where he stated that he was lowering his expectations of people. 

I responded:
Dum Spiro...Spero. (Latin for: "While I breathe, I hope.)
While I breathe, I hope that I and others have the capacity, wherewithal and opportunity to change their lives; the lives of others; and do better than we did the day before. It's a matter of choice. Set measurable goals.
I expect so much more from humanity. It's there and it's palpable.
People will rise or sink to your level of expectation. Expect more, hope more, help more. Just do it.  You will reap exponential results!
Although deeply concerned, I wasn't upset with him.  He stated a growing trend in our society.  Most recently I read news that a city school district, in New Jersey, will lower passing grade scores from 70 to 65; their reason, so that more students can participate in extracurricular activities. :(   We are accepting, encouraging and recapitulating underachievement. 


WHY?
Dum Spiro...Spero...
(Loosely translated: "Hope springs eternal, in the human breast.)
As Fire Officers, we must strive, daily, to be and do our best; set high expectations for your crews, companies and divisions.

What do you think?

Friday, August 31, 2012

Every Fire Officer is An Instructor

Pictured here, Capt. James (J.P.) Early, JCFD.
As a Fire Officer, you are an Instructor; whether you intend to be 
or not...

Like it or not...   Believe it or Not...    

INSTRUCTOR: To be or not to be; is the question.

Pictured above is a good friend and great Fire Officer, Jimmy Early, Engine 15, Jersey City Fire Department.  Jimmy is a walking, living, breathing, human encyclopedia on Fire Service Hydraulics and Engine Company Operations.  We've known each other for more than twenty five years.  I have always been impressed with his passion, knowledge and, yes, love of Firefighting.  We both worked busy houses and the Rescue Company.  We both commanded busy Engine Companies, in the same battalion.  "I had his back and he had mine".  In other words we trained our crews together.  We studied.  We played "What if..", before we got to the fire scene.  If he got to the fire, with the first line, he knew I had his Back-up or Supply line; whichever was required. And  I knew full well, "Lining in", that I was covered by a knowledgeable officer, with a well trained, capable crew.  We both recognized the importance of training.  We both recognized that, with incidents down and the mass exodus of so many experienced fire officers, we would have to document everything; review the basics everyday; talk to our crews and cohorts. 
... and teach, and teach, and teach.

Fire Officer Trust is attained when learning has taken place and we all know what to do.  To be a good officer you must become a good instructor.


I continue to encounter Fire Officers who:
  "have their time in"; have seen it allhave done it all ; and feel that they have nothing else to do, in the Fire Service.  Yet, they command crews of younger firefighters who do not have the same "wealth" of knowledge or experience. Well, Officers, those firefighters selected that house or piece of equipment because of who you were and what that rig means in the system. But you refuse to train them or even check their progress/readiness. If you are not eager to train and/or share your knowledge...then why are you still there.  You do your firefighters and the public a disservice, by your very presence!   I even urge those younger firefighters, who feel that they are not learning and growing, to leave.  Get out!   Run!  Your life depends on it.


As a Fire Officer, you hold a critical position of authority, trust and responsibility.  You agreed to take the job.  With your accepting of the position came the duty of becoming an instructor.  Many departments already require all officers and officer candidates to be certified instructors.   Sadly though, many do not. 



Fire Officers: To everyone that you come into contact with; the public, subordinates, cohorts, colleagues, superiors and other responding agencies, you are an instructor.  You are either teaching them what to do or what not to do; intentionally or unintentionally. Your decisions, lack of decisions; your actions or  lack of actions; your attitude, voice, intonation, expression all teach others about you.  
  
...you must be prepared and knowledgeable.


Your day to day activities require you to instruct.  Instruct the public on Fire Safety and Fire Codes. Instruct new firefighters, officers and other agencies on procedures, regulations or new equipment.


You must be prepared and knowledgeable.  When you are, they will have confidence in you.  They will trust you ( #fireofficertrust ). You will be able to accomplish more when that happens.  The worst type of officer is the one that does not train, is not prepared and unsure of how to proceed; members will question or worse challenge your decisions.  At the very least, they will become hesitant or reluctant to carry out your orders. 

What Can You Do To Become Prepared and Knowledgeable???

I'm glad you asked that question.  Read, study and take courses.  There is so much information in the libraries (yes, they still exist) and on the Internet.

Take courses.  The National Fire Academy, local colleges and universities, trade shows (FDIC, Fire Expo, etc.). Many of your own departments offer great opportunities for learning and training.  Find out and pursue the necessary steps to become a Certified Fire Instructor.  Contact your State Agencies to determine the requirements and certification process. 

In the interim, Read!  Check out our book list: The Fire Officer's Book Shelf   There are so many great publications on Fire and Emergency Services.  These courses are good to expand and reinforce some concepts that you may be practicing, with your particular agency.  They are great for expanding your knowledge-base and giving you a different perspective on longtime standards in our industry.

Finally, Share!  Share what you know and even share what you don't know.  It's OK to say, "I Don't Know, but I will find the Answer". 

It's Criminal, as a Fire Officer, to say, " I Don't Know and I Don't Care!"

What do you think?


Tuesday, August 28, 2012

It's a Service and a Commitment

"A Service and a Commitment". Battalion Chief John Alston, of the Jersey City Fire Department, gives the Keynote Address to the 2012 Fire Recruits, graduating from the Union County Fire Academy.  The ceremonies were held on the campus of Union County Community College; Cranford Campus.

"Our beloved profession is a Service and a Commitment.  Fire Officers must clearly understand their roles as Servants to our internal customers and external customers (TQM)."

"We must also make (and keep) our commitments, to ourselves, family, coworkers, organization, the public, stakeholders and other agencies within our service delivery model."

Saturday, August 25, 2012

Thanks for Stopping By

Anyone that knows me... knows that I like facts, figures and analysis.  As we post and move items over to this blog, I noticed a bump in the traffic this evening.

A big thanx goes out to the folks from Fire Engineering for featuring our "Fire Officer Trust Blog".

  Fire Engineering Blog Posts

If you're visiting us from the Fire Engineering Site: we welcome you and recognize your commitment to the Fire Service and the desire to stay informed.  We welcome friends "Old and New".  We know that you recognize the benefits of sharing information.

I have set a goal for posting new information on Tuesdays & Fridays (God-willing and the creek don't rise).  That's my commitment to you.  Should I miss the mark, you have my permission to give me grief.   I am focused on exploring the concerns, opportunities and observations as they relate to  Fire Officer Trust.

As I see so many friends and mentors leave our beloved profession, I am mindful that we have to leave something for the next generation.  With incidents down, we have to share information and train more This technology is seamless and ubiquitous to the current generation of firefighters.  Our training and information exchange must be likewise.

...and I want you to know that I have been listening.  You wanted a better font and less prose.   I hope you enjoy the font...LOL.

We're always looking for great comments and thoughts. For a blog to stay relevant, there always has to be give and take...

Thursday, August 23, 2012

The Art of Leadership


True Leaders:
Many aspire to Leadership, but few understand its true nature.  Leadership is not an ego game.  True leaders have vision and place the goals of the institution above their own interests.  True leaders realize the importance of the people working with them.  True leaders are not only open to good ideas, but also have the courage to implement them. - j. donald walters
 A few years ago, I (@j_alston) read a book by J. Donald Walters titled, "The Art of Leadership".  At the time, I thought it was a short and simple read.  Oh how wrong that turned out to be.  Since the first time I picked it up, I have been carrying it with me for about 11 years.  It continues to yield great insight and confirmation.  It has also been published under the title, "The Art of Supportive Leadership"; How very telling that title appears to be.  It tells me that, being a leader, is not always the idea of getting support from the people you work with; but moreover being supportive of them as well.  It is reciprocal. Their is a flow of energy, ideas and support; that is continuous. Symbiotic, as it were.

There are so many books on Leadership and Management.  It is sometimes hard to choose the right ones.  There are books that are specific to Fire and Emergency Management Services; and then there are those like this one that provide those critical nuggets of wisdom; those bursts of clarity that guide us, ever so gently, towards the right path.

Some of what I got from it:
  • Understand the Nature of Leadership (It's about people, "DUH"!)
  • Lose the Ego (Easing God Out)
  • Have Clarity of Vision (Knowing who you are and your purpose)
  • Never lose sight of the goals of your institution or organization
  • Recognize the importance of the people working with you (Collectively and Individually)
  • Be Supportive
  • De-prioritize your own personal ambitions, as they relate to others and your organization
  • Be open and receptive
  • Give value to the opinions of others
  • Have the courage to implement action and change course when necessary
WHERE THERE IS RIGHT ACTION...THERE IS VICTORY.
- Sanskrit Proverb
more to follow...

Wednesday, August 22, 2012

Why Are You Here?



While addressing new Fire Recruits, on the night of their graduation, in 2011;  John Alston raises the question of why did you choose the Fire Service.  Whether Paid or Volunteer, many fire recruits have several different reasons for joining.  The message is candid and personal.

FIREFIGHTERSCLOSECALLS.COM


Where do we start, to thank the good folks like Billy Goldfeder, Gordon Graham and the many contributors and subscribers who make this information source what it is.

How many near misses and line of duty deaths go unreported or distorted; in the hopes of saving face and or not wanting to cause agencies/companies/families embarrassment over questions and detail.  It is so important for people to learn from mistakes and misfortunes.  "Those who do not take their lessons from history are doomed to repeat it."  Gordan Graham has been teaching (and preaching) about High Risk, Low Frequency events for as long as I can remember.  He states it most succinctly, "If it's predictable...It's preventable." 


I've been in the business 28 years.  Chief Billy Goldfeder, in his own enigmatic way, has been urging and imploring us to to think, learn and grow when it comes to near misses and the sharing of information.  His video, "And the Beat Goes On..." is telling of our industry.

Be sure to check out their website.  Get on the email list and more importantly contribute information about near misses and casualties.

We learn our most valuable lessons, in this business, by these limited but effective ways; 1) EXPERIENCE: with fires down, new construction, code enforcement and fire protection systems we are not seeing the number and types of incidents that we have in the past. We are also promoting new fire officers that lack the experience for the aforementioned reasons. 2) CASE STUDIES: It seems the only time we study, now, is for advancement or position change (I know...stay in the church. LOL)  And the material we study is not relevant to our particular organization or task. 3) SOG's, SOP's,  Handbooks and text manuals that give guidance and pay little attention to consequences.  Most, if not all Standards, Guides, Procedures and Codes were written on tombstones first; in Blood4) SHARING: Sharing information about our incidents will help us all do a better job at serving the public and protecting ourselves.

Someone paid for every lesson that we have in the Fire Service.  Since they made the sacrifice...let us be good students/stewards and learn all we can.

I am so pleased that we have www.firefighterclosecalls.com to glean information that will save lives and honor those who have paid for our learning.

It is also the home of The Secret List.  Be sure to sign-up and contribute.

OTHER LINKS FOR INFO:

www.cdc.gov/niosh/fire
www.usfa.fema.gov/fireservice/fatalities



Tuesday, August 21, 2012

FDIC: The Greatest Show On Earth!!!

FDIC: The Greatest Show On Earth!!!


Fire Department Instructor Conference
 
Somewhere I read; “When I was a child, I spoke as a child, I understood as a child, I thought as a child: but when I became a man, I put away childish things.”

When I was a child I thought the “Greatest Show on Earth”  was Ringling Brothers, Barnum and Baily Circus.  They came to our area, year after year, around the same time, every year.  We looked forward to it.  We knew we were going to see wonderful and exciting things.  We traveled in groups.  Sometimes with family, school friends and neighbors.  The show taught us things about the world and how there are bigger things to see.  It encouraged us to learn more and yes it entertained us.  It became the annual event that we thought about all year long.  Now, I'm not comparing F.D.I.C. to the circus. I view it more like "The World's Fair" for Fire Fighters.

#FDIC, the Fire Department Instructor Conference is no circus.  As I am now a man, I have put away childish things, (OK, I still love the UniverSoul Circus).  Having  attended FDIC, in the past, and now having the honor of joining one of the greatest group of Fire Service Instructors, for the last 3 years;  I can truly say that FDIC is: “The Greatest Show On Earth”.  So much goes into this event; behind and in front of the scenes.  It’s not just the that over 23, 000 firefighters preregistered for this years conference or the fact that nearly 400 Instructors from all over the world volunteered to teach them.  Hundreds of vendors and exhibitors are on hand to demonstrate and display their wares.  new and exciting developments on being shared and exchanged around the clock, in classrooms, meeting rooms and yeah bar rooms.

My hat’s off to Chief Bobby Halton, Diane Feldman, Ginger Mendolia, Jack Murphy, Mary Jane Dittmar, Martin Grube and so many others that if I continue to name them, I would have an article full of names.  The instructors are such a great bunch of Fire Service Luminaries that we can’t list them all here.  Chiefs Anthony Avillo, Billy Goldfeder, Lenny Carmichael, Dave Dodson, Bill Peters, David McGrail, Erron Kinney, Mike Dugan,  Art Bloomer and so, so many more.

Quoting Capt. Mike Dugan, in his own enigmatic way, “FDIC is crack for firefighters:  Once you try it, you always wanna come back for more!”


Jack Murphy, John Alston & Anthony Avillo

Congratulations to two of ” Joisey’s” bravest, who continue to do us proud with their insight, instruction; their love for the Fire Service and it’s people.   Jack Murphy who was awarded the Tom Brennan Lifetime Achievement Award 2012 and Chief Anthony Avillo, of the North Hudson Fire Department, awarded the Fire Engineering/International Society of Fire Service Instructors;  George D. Post Instructor of the Year Award 2012.  Both of these persons have contributed countless hours of preparation and instruction on a variety of topics.  They have made a tremendous impact on our industry.   It is great to walk around #FDIC and see so many Members of the Fire Service, from New Jersey who are leaders in our industry.


John and Dr. Denis Onieal.

It was good to see one of my longtime friends and mentors, Dr. Denis Onieal, Superintendent of the National Fire Academy (Formerly of the Jersey City Fire Department).  It is important to know that Dr. Onieal is fully supportive of events like FDIC; this most valued conference for firefighters and fire service instructors.  It is critical that their are bridges and relationships between our national training institutions, training directors and academies.  FDIC  gives us the proper forums and venue for effective dialogue and information exchange.

More to come…