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Why is it so hard to implement change within the Fire Department?
Why is it so hard to make changes within Fire Departments? This is a question that I'm trying to answer because it seems that there are a lot of companies out there reluctant to change for various reason. So I'm putting this discussion together to get the opinion of others to help me so that I may look at this in a different perspective and possibly get an answer.
Since I've become a fire fighter almost 15 years ago I've noticed significant changes being made within the fire service and unfortunately I haven't seen changes being made within my department as well as others. This concerns me tremendously because of complacency, but when you mention change or attempt to implement change you get told this is how it is and or they ridicule you in your effort to make change. As a result, this creates a hostile environment and other issues within the department. So please feel free to share your opinions with me on how to look at this epidemic that is hindering our volunteer fire departments throughout the country.
Replies to This Discussion
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Permalink Reply by 0jzqld32sx8nq on
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Jerry, great question and 1 that affects the career world as well. In fact I believe it affects the career more than the volunteer world. Change is tough because you have both comfort zone issues as well as ego issues. The ego issue is obvious because for change to happen, we have to assume that the past practice is no longer relevant or was not the best option. This would entail to the leaders that they MAY have been wrong or are currently not quite correct.
Once realized that change must take place, comfort zones are compromised. This is how we do it and that is that. Change requires retraining from the top down.Tell a Chief that the things he knew where true have changed and he has to relearn is tough. From my personal non fire experience, I own a trim carpentry business. Everything I do operationaly is what I find works best for me. I have seen repeatedly someone have a different way to do it. It is not wrong and works best for them. It is new to me and quite uncomfortable as I am doing something new to me. Again, not wrong, just different and uncomfortable until proven to be better.
Another example I will throw out there is air packs. Our department has used Scott for the past 20+ years. All of our firefighter survival as well as RIT training has been on Scott. We have talked with neighboring depts on a group purchase of packs giving us greater purchase power. 1 of these depts is much larger and uses a different pack. ISI for the record. If a decision to switch our dept to anything but Scott will result in a large immediate learning curve that will may result in some issues.
This isnt to say that the best decision is pack A, B or C, it just means relearning the new packs.
Our dept has just switched turnout gear manufactures. My inside pocket where I have stored my hood for 10 years has moved sides and is lower. 1.5 years later, I still fumble with that. Change is tough but most times a necessary thing for survival. Best of luck with your process.
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Permalink Reply by Derek J Sinesi on
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Jerry, You stated it WE ARE COMPLIANT AND FULL OF TRADITION AND STUBBORN. We have the same problem. I have seen a lot of change in my department though. There is strength in numbers. You have a couple of choices to make changes (just my opinion). You get the younger guys banning together for change and get those changes up for a vote is one way. Sometimes works well and sometimes not so much. The way I get our chiefs to change things is to trick them into thinking it was their idea. This takes time but works really well.
We need to realize that everything is changing and we need to change to. Just because we have done it this way forever and haven't killed anyone yet thinking has to go. Tomorrow maybe a whole different story it could be the day we all dread. God forbid.
There is no easy way to make departments change. This is true with us also. We don't change easily just because someone wants us to. Keep standing up for what is right someday it may turn around. Good luck!
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Derek, high five brother. I like the the let them think it was their idea bit. I cannot tell you how many times an idea was dismissed only to reappear 6 months later as a new idea by the Chiefs as the greatest thought to hit the fire service. Never give up the battle and dont stop voicing opinion. It is up to the Chiefs to decide the direction and ultimately take the responsibilty of all we do. It is a crappy spot at times and maybe why change is hard. Old school proven can be defended where as new school can be described as unproven.
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Permalink Reply by Norm Tindell on
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I also think you hit the nail right on the head. Tricking departmental leaders into presenting an idea as their own is often a successful strategy.
We must have an incredible amount of patience to see significant change. I've seen some changes take 5 to 10 years, but they eventually happen.
Don't give up!
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Permalink Reply by John Crabbe on
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Depends on the REASON to change. Is it to change just for the sake of change? Is it to upgrade training and techniques? Is it to upgrade equipment? What really is the crux of the issue.
Change is all around, even in those deeply rooted traditional departments, and sometimes those changes may not be as fast or as obvious as another dept, but again it depends on what is to be changed. Not every change is positive and there are many new ideas and so forth that have an adverse impact, so not jumping on the "change bandwagon" can be a plus at times. For example, take positive pressure, when it came out it was touted as the greatest thing. However, in a move to make a "change" depts used it improperly and resulted in injuries and deaths of firefighters.
My point here is change for the sake of change is not necessarily good. While other depts may implement new techniques etc, it depends upon when, where, and how your dept can make the same applications. Sometimes sitting back to see how the "change" affects the fire service can be a prudent decision. Sometimes waiting on the latest technological upgrades can be cost beneficial. Some change can be implemented slowly, sometimes it helps to have the facts in place to show whysuch a change is necessary. Make no bones though, there are all sorts of changes out there, not all of them positive or even necessary, so it goes back to what is the reason to change?
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Permalink Reply by Chief Mike on
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Bullet point answer:
Lack of Leadership - it's easier to maintain status quo.
Lack of Training - it's easier to maintain status quo.
Lack of Discipline - it's easier to maintain status quo.
Lack of Humility - it's easier to maintain status quo
We take for granted our implied "hero" status and do not believe we are accountable to our customers. In many departments there are no case review standards to critique our performance. HOLY $..., I said CRITIQUE and not the PC versions (post incident analysis, hot wash, after action report, whatever...) We must be critical of our performance because we are the only ones that can be. It seems we just don't want to hurt anyone's feelings anymore, but we get injured and killed instead. Besides, why change. It doesn't effect our salaries if we mess up, don't perform, produce a bad product, or perform a poor service. We just give each other high-fives and move on.
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Good point John.
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