The Social Network & Community JUST for Firefighters
It really does start with training but ends with collaboration
I used to manage Wendy's. I was asked to cover another store during a busy weekend and several "bosses"where there. They kept asking why I wasn't directing my crew. It was very busy and they kept talking about I should be telling them what to do. I finally pulled them all into the dining area and sat them down. I explained that my crew was trained. I tell them what and how to do things when they start work and each day give them an assignment. They know what to do because I trained them at the beginning. The only time I would talk to them is to encourage or correct.
What does this have to do with fire fighting. A FF should be trained. To my way of thinking I shouldn't have to micromanage a scene. I should be able to say 2 inside with a line, 2 SAR, next unit ladder the building, this unit take the hydrant, etc etc. Collaboration comes in with working together. How many times do we have fireschool or live burns with nieghboring companies. It should be at least 80% of the time. This goes for paid with nieghboring Vollie companies. How many times do we sit down at the begining of the year with the new officer an get to know each other. Because I went to meetings and because of that I as a capt would get assignments for my crew when higher ranked officers where there.
I'm not tooting my own horn but we need to think about how to make each operation run smoother. How can I get the results I want with least amount of headache (for a better word), How many times have we actually had tell a unit throw ladders and the officer is an assistant or higher. Shouldn't training tell you to automatically to throw ladders when you pull up 2nd or 3rd due and see none have been thorwn.
It all starts with training and ends woith collaboration.
What does this have to do with fire fighting. A FF should be trained. To my way of thinking I shouldn't have to micromanage a scene. I should be able to say 2 inside with a line, 2 SAR, next unit ladder the building, this unit take the hydrant, etc etc. Collaboration comes in with working together. How many times do we have fireschool or live burns with nieghboring companies. It should be at least 80% of the time. This goes for paid with nieghboring Vollie companies. How many times do we sit down at the begining of the year with the new officer an get to know each other. Because I went to meetings and because of that I as a capt would get assignments for my crew when higher ranked officers where there.
I'm not tooting my own horn but we need to think about how to make each operation run smoother. How can I get the results I want with least amount of headache (for a better word), How many times have we actually had tell a unit throw ladders and the officer is an assistant or higher. Shouldn't training tell you to automatically to throw ladders when you pull up 2nd or 3rd due and see none have been thorwn.
It all starts with training and ends woith collaboration.
Replies to This Discussion
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Permalink Reply by Mike Schlags (Captain Busy) Retd on
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I used the same speech very time I had a new rookie firefighter assigned to my station, and my station was remote which wasn't conducive for keeping firefighters who wanted to run a lot of calls... My speech was simple, to the point and had all of your thoughts in mind when I gave it... here it is... word for word... no kidding... this is it... just three words... ready?
KNOW YOUR JOB
That's it... kind of says it all don't you think?
CBz
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Permalink Reply by Tony P on
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Good post Craig. Good post CBz.
One thing, to me if a person is a 'micromanager' then the last part of the word should be deleted. A 'micromanager' isn't a manager, they simply want to do it all and make people think that they are great. They aren't.
PS. I have been a successful manager.
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Permalink Reply by LC Otto on
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I know with my company, we started training with our mutual aid companies. There are vey casual training sessions, but they get alot accomplished. I also went around to the area departments letting them know that I had them on our 1st alarm for fires. With this convo, it lead to what i expect from them, and the direction for them to come from. THis is all key for my company. We are located in a rural area with horrible radio communication, so i thought giving them an idea of what is expected of there members could help uncluster the cluster lol. I agree, YES THEY SHOULD KNOW WHAT TO DO, but unfortunatly, they dont.
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There are five ways to gauge whether your boss is a micromanager:
1. Micromanagers exercise raw power: Micromanagers love to flex their muscles -- asserting their power and authority just because they can.
2. Micromanagers dictate time: They don't trust people to assess their own workload, so they routinely dictate priorities and distort deadlines. They interrupt others, misuse and mismanage meetings, and perpetuate crises.
3. Micromanagers control how work gets done: They want everything to be dome their way. They dismiss others' knowledge, experience, and ideas.
4. Micromanagers require undue approvals. They share responsibility, but not authority.
5. Micromanagers demand frequent and unnecessary reports. They monitor workers to death.
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