Skip to content


US&R in Haiti: Wishing vs. Planning

2 comments
SC-TF1 US&R working in St. Tammany Parish, LA after Katrina.

SC-TF1 US&R working in St. Tammany Parish, LA after Katrina.

I’m sure everyone out there continues to keep an eye on Haiti.  I’m not easily shocked, yet even I have been amazed at some of the scenes from down there.  Every time I see another bit of news, I want to go hug my children and remind myself how fortunate we are.

When friends and family see the situation there, not knowing how US&R deployments really work, I get asked if SC-TF1 is going.  Each time, I have taken that opportunity to explain the workings (and separation) between the USAID/DART assets and domestic response (FEMA US&R and State US&R assets) and how “task forces just aren’t sent to international disasters through FEMA”.  Of course, by saying “never”, something I NEVER thought I’d see in all of my years working in this business is occurring: the cooperation and coordination of FEMA with EMAC for the possibility (note I said, “possibility”, not “probability”) of State US&R Task Forces being deployed along with FEMA-sanctioned assets to an international disaster.

But all that being said, in watching the events unfolding, I continue to try to get my head around the response and it frankly has been a challenge.  With any disaster, there needs to be an attack plan, but in most cases, these plans hinge on some basic tenets of organization, none of these which seem to apply in Haiti.  Having been hit by several prior disasters recently, the country was already in extremis and the current situation obviously doesn’t improve things.

I have already heard from my sources that the teams that are there are working under heavy force protection.  Any of us that thought operating in New Orleans post-Katrina was sketchy, one look at the situation in Haiti makes us understand that at least we had the force of law SOMEWHERE on our side.  Reports have indicated that aside from the overwhelming number of missions and dangerous conditions, another part of the reason that engaging missions is problematic is because there simply isn’t any way to get the equipment from the airport to the disaster: roads were bad to begin with, there’s only one active runway at the airport, and there’s no machinery to off-load equipment and supplies.  Once the materials do happen to get onto the ground, no matter what conventions you try to apply for allocating the resources, there isn’t any guarantee the locals will comply with it anyway.

So for this disaster, there are other “sub-disasters” that make it much more dire, and even the media isn’t astute enough to understand it.  This situation is going to get MUCH worse before it gets better, because there’s no way to effectively get the help to where it needs to go, and if it did get there, there’s no guarantee that it will be applied to the right area anyway (unless you count “at gunpoint” as an effective means of allocating resources).

While equipment and supplies are arriving, we could just send everything we have to the area, but without the people who know how to work it, the equipment is useless.  While one friend of mine said to this, “If you gave me a concrete cutting saw, I could probably figure it out”; I mentioned to him that if you didn’t know water was an important part in making the saw blade cut more effectively, failing to do something as simple as that might mean the difference between extricating someone with one blade or a half-dozen blades.  It occurs to me that there are nuances of working with our US&R tools that are completely lost on the uninitiated.  I said this the other day: “It’s the definition between an organized US&R resource and ‘mobs with shovels’”.

My point is, after all this rambling, is that this is very much a teachable moment for everyone, just as I hoped Katrina and other disaster have been.  Even for some of my non-emergency service readers out there, there is an extremely important lesson to be learned: Every community must understand its vulnerabilities and the potential for disaster, and plan accordingly.

The caveat to this is, that despite the presence of a written plan, you can have every contingency covered and discussed, if you don’t understand and practice the plan, it isn’t worth the paper it is written on (Anybody remember Katrina?).

It is imperative that elected officials along with those of us who serve the public safety sector of our respective communities (AND the citizens living in those communities) understand what likely scenarios can occur, know where the vulnerable populations exist, and understand what resources are needed.

For responders: If those resources aren’t readily available, it is then incumbent upon us all to know where to get those resources, how to legally obtain and use them, and even more important, when and how to call them.

For the elected officials: It requires insistence on development of these plans as well as FUNDING to support the plans.

For non-responder citizens: Maybe you should understand that you have a part in this as well, to insure you are prepared to go it alone for at least 72 hours and maybe have some ability to rely on your own preparedness and not look to government for the total solution.  Try checking out the recommendations here at the FEMA website.

So without too much further delay, maybe this is a moment for all of you (elected officials, responders, and citizens) to dig out your volumes of plans and look through them and begin to understand not only what is in them, but at least what your part in that plan will be if, God forbid, you have to utilize them.   While we here in the United States are subject to the same disasters as other nations, at least here, there is the force of law to keep this type of situation from getting out of hand (note the sarcasm).  My suggestion: have a plan, support it, practice it, and if things go badly, USE IT.

Stay safe and let’s keep the responders as well as the citizens of Haiti in our prayers.

Urban Search and Rescue – Rockbreaking 101

No comments
SC-TF1, GA, and MD-TF2 working with St. Bernard, LA at Katrina

SC-TF1, GA, and MD-TF2 working with St. Bernard, LA at Katrina

Since there seems to be a huge lean forward from people who want to know more about US&R, and since US&R is (and has been) one of my main projects for over twenty years, I figure I’ll take the opportunity to point you all in some directions for information, as well as provide some useful links other than the standard FEMA sites.  I’ll start off with one or two and add some more as time permits.

Also, if I have missed a good link (or source), please add it, because any errors or omissions are likely just my failure to remember someone while sitting here for a moment, rather than deliberate exclusion.

I’ll start of course with my baby: the South Carolina US&R Task Force, which is a state-sponsored NIMS Type 1 equivalent US&R Task Force.  Our deployment to St. Tammany and St. Bernard Parishes during Hurricane Katrina established us on the map as a viable response asset.  While I am no longer the Director of this organization but serve as Deputy Director in an advisory role, it is still my pride and joy.

There is another US&R project of which I am very fond: the State Urban Search and Rescue Alliance, better known by its acronym, “SUSAR”.  This began as a consortium of 19 states, including Puerto Rico, meeting for the first time in July 2005 at the South Carolina Fire Academy in Columbia, SC.  Now it has representatives from over 41 states and we have earned the consideration by many other affiliated organizations as we help to advocate for these state teams which previously had no voice.

One Firefighter Nation there are several US&R “social” groups: Urban Search and Rescue, of course; USAR/FEMA; and USAR.  You can join into the discussions there and say your piece, or at least get to meet other like-minded individuals.  There is also the Cancel The Engine site on there, which has a lot of rockbreakers hanging out looking for something to tear up.

I’ll take the time to add some more later, but if you have a link near and dear to you, feel free to add it on a comment, and if it is appropriate, I’ll add it in.

Vigilance and Haiti

2 comments
South Carolina US&R Task Force at Vigilant Guard

South Carolina US&R Task Force at Vigilant Guard

As is always the case in times like these, fire and emergency service providers stand ready to send whatever relief is necessary to aid the survivors of disasters.   While we continue to keep the residents and visitors to Haiti in our thoughts and prayers, an open letter to the fire and emergency service community from FEMA Deputy Administrator Richard Serino reminds the response community that self-deployment to the disaster areas is not advisable.  For a number of reasons, there needs to be a coordinated response so that well-meaning people and resources don’t ultimately overwhelm what is already bedlam.

While it may seem counterintuitive to some not to send EVERYTHING to the region, I’m reminded of the scenario that presents itself in football when the defensive end is told repeatedly, “Seal the ends and don’t let anyone out” and after being told that twenty times (and having no backs running around the end), he decides to “get involved” and leaves his assigned area, only to be left in the dust by a screen or a reverse.  His job was to protect the flanks from just such a move, and failing that, this weakness was not only recognized by the offense, but exploited.

It is imperative that we take this opportunity to recognize that these disasters also affect our own communities, and this is the time when increased education of your customers is important: what to do if something like this happens here, who will respond, what your capabilities are and how you plan to address your needs in a disaster, and so on.  This is the time when you contact your representatives and reinforce to them that we have emergency operation plans in place and resources, and educate local responders what to do and how to obtain these resources.

Most importantly, someone needs to be watching the outside, anticipating that at any time, events can also happen at home.  In that event, teams selected to move into the Caribbean to aid Haiti may need reinforcement back in their home jurisdictions and we should be ready to help in those situations as well.

Everyone has a part on the team.  Take this unfortunate situation and at least turn it into a “teachable moment”.  If you fail to do this while it is fresh in the minds of the public, I can reassure you, look at past disasters and see how fast those moments faded from view.  We can prevent death and injury often by educating people as to what we do and how to get us when they need us.  But in order to do all of this, we need support, not just during the disasters, but in the times in between.

Keep our fellow US&R teams in your prayers as well as the citizens and other responders in this most distressing of situations and make sure we are ready if anything else goes down on our watch.

Command Presents

4 comments
Hilton Head Island Fire Station 7

Hilton Head Island Fire Station 7

It’s that time of the year that we hear the word “presents” often enough to make your ears bleed, so I was wondering if my misuse of the word “presents” got your attention. Apparently it did, or you wouldn’t be reading this now.  Or maybe you didn’t notice.   If you didn’t notice, go and look again: when we speak of “command presence”, we speak of the characteristics of the person in charge to lead from a strong, visible, and decisive point of view, not “presents” like a gift.  Having strong leader-like characteristics  as part of your daily personality could be a “present”, if your job is to be a leader.  It also could be very annoying to the people around you.

According to my family and friends, acquaintances, and the Myers-Briggs (and every other psych profile I’ve ever gone through), I exhibit decisive, directive behavior as part of my normal personality.  More often than I care to, my “command presence” comes out when I’m talking with my wife (she doesn’t like it), my kids (they’re not crazy about it either), or my colleagues (they probably think I’m insufferable anyway).  This just goes to show you there is a time and place for everything.  Explaining to your daughter the intricacies of math, for one, is probably not a good time to be strong, visible and decisive.

Likewise, when you are leading firefighters into emergency situations, it is not a time to be easy-going, reserved, and willing to compromise.  There are those out there who are; they are also the ones with crews free-lancing, poor accountability, mixed commands, and poor coordination.  These are also the ones who get people hurt and killed.

While you don’t have to be the second coming of Field Marshal Rommel, you should understand that the fireground or rescue scene is the place where only one person can be in charge.  Coupled with the observation that leadership abhors a vacuum, you can probably understand that if you fail to establish a clear picture of who is in charge, someone else will.  It’s not the act of having a fist fight to decide who that is; the only person who can be in charge is the legally responsible incident commander.  How that decision is made is pertinent to the laws of your jurisdiction, but if you have someone who can’t command, they probably shouldn’t be in that position.

All too often, I see failure in company officers who are “best buds” with their troops on a daily basis, and then can’t understand why there’s so much chaos on their incident scene.  It is simply because those people don’t necessarily see you as the “alpha dog”.  To them, you are just another “member of the pack”.  Other members of the pack don’t call the shots, the alpha dog does.  And like I said, if you aren’t filling that role, someone else is.  That person will also be the one that when things go south, everyone turns toward for the answers.

In this time of giving, give your subordinates a lesson in leadership.  Your leadership should set a positive example, a role model, if you will, for your aspiring officers.  Command and control is important on the emergency scene and failing to work with that does not instill confidence in the abilities of the IC.  It is essential that not only do your charges see you as a leader on the scene, but in the station as well, for if they do not, on the scene is a bad place for them to convince them of that.  Make it a “present” to the people you are responsible for teaching and watching over.  Give them the tools to lead others, and they will hopefully show you that they trust your leadership, and when the time comes, they will walk on that path as well.

The Fixers

5 comments
webIMG_1675

How can we help you today?

Are you a fire department or are you an EMS service?  Do you do both?  The knee-jerk reaction I sometimes get was one coined by a previous chief, “We are an EMS agency providing fire service”.  In fact, it sounds so clever that there are a vocal few who like to throw that out there time and time again, like they were the ones who originally came up with the concept (they’re paramedics, so they’re a little biased, I’m sure).

Something I said in a much earlier blog bears repeating:  customer relations are essential for any department operating in this day and age.  There are those who continue to disagree with the use of the word “customer” when referring to those who use our service.  Respectfully, I also continue to insist that just because they don’t walk into your shop and buy something doesn’t mean they don’t have a choice in using your service.  Taxpayers may not be able to change providers, but with enough votes, they can radically change your organization.

The world can change overnight.  If you think the current model of how we provide service is going to last another 200 years, think again.  As our customers become more educated and expect more innovation from government, look for them to insist on ways we can do things better.  We need to continuously and constantly evaluate our direction and possibly even reinvent  our concepts in order to stay out front.  Good customer service revolves around recognizing the needs of our customers and using our skills, abilities and past experience to improve service quality and to provide excellent service.

As has happened over really the last thirty years, our industry has evolved into one that defies definition, one that more and more reflects all-hazard response.  I’m going to go on record to say that I’m even confused as to what to call us anymore.  There’s a famous paragraph in Report From Engine 82 (Dennis Smith) that I’ll paraphrase, because I can’t remember it exactly.

In this city, when you turn on a wall switch, you may or may not get a light.  When you turn a faucet, you may or may not get water.  If you pick up a phone, you may or may not get a dial tone.  But everybody knows that if you pull the handle on that red box, you WILL get a fire truck.

The purpose of my poorly remembered paraphrasing of that statement was to illustrate that times have not changed from when the book was published in 1972; just substitute “call 9-1-1″ for “pull the handle on that red box”.  But what we have become has, as we become EMTs and HAZMAT Technicians and Water Rescue Technicians and etc., etc.  I read “Report” cover to cover when it first came out (I was eight- I’m a good reader) and the context of that paragraph has stuck with me forever.  Dennis Smith points out in his story how the fire department was used to handle plumbing issues, to handle overdoses, and to handle pretty much anything up to and including, things that happen to be burning.

So back to customer service; what is our mission?  Why do we exist?  If your answer is, “To protect people from fire” or “To help the sick and injured”, I’d suggest that maybe you should reconsider all of those calls that don’t meet that definition as distracting you from that mission.  If you’re anything like me and the organization I work for, I’d say that not handling those calls is probably counter to the needs of your community.  And what your mission should really be, is defined by those needs.

When someone dials 9-1-1 (or whatever they dial in your community), they do so because they have a problem they can’t handle themselves (or should I say they don’t know how to handle), they don’t have the resources to handle the problem, and they don’t have anywhere to turn for an answer.  Obviously, you are saying, “Well, if my pipes are leaking, why wouldn’t I call the plumber?”  Again, think about the ENTIRE situation.  Maybe they can’t afford a plumber.  Maybe they can’t find a plumber to come out.  Maybe they are totally freaked out by the situation and not thinking clearly.  There are many answers to the question, but the long and short of it is, they trust YOU to help them solve the problem and YOU are the people they call.

So what I’m telling you is that our job REALLY is to respond to a request for help, gather facts about the problem, analyze the options, apply a solution, and ultimately, stabilize the situation.  We may not FIX the problem, but when we leave, things should at least be stable.  We really don’t need doctor-wannabes or adrenaline junkies for our job, what we need are people who can look at any situation and understand the situation, then apply creativity using the resources at hand (either on site or on that BRT you brought) to stabilize their situation.  And further along that line, we’re not asking these individuals to rebuild the house, we’re asking them to stop the forward progress of the damaging element (or disease process or whatever it is) and return some means of order to chaos.  We’re not building a piano here, we’re improvising and hopefully we’ll come out with something that can at least pass for a musical instrument of some sort.

What should our business be called?  What is it that we do?  How can we possibly have meaning in our life if we don’t have a label or title for our life’s ambition?  When I hear of the trash guy being called a “Sanitation Technician”  or a dog-walker a “Pet Care Specialist”, I wonder what title really defines what it is we do.  What it really comes down to is that everyone recognizes the title for your job more than you could ever know.  When someone asks me what I do for a living, I answer, “I’m a Firefighter”.  The knowing look on their faces and the subsequent questions about my job, my worst call, my most stupid call, etc. confirm for me that most everyone understands what our job is really all about.  Now the bigger goal is to get those of us who do it to understand that as well.

Use of Faith-Based NGOs As Disaster Response Partners

2 comments

tfcc_pano1For some of the new readers here, not only is Firehouse Zen about enlightened leadership, it is about management issues and creative solutions to ongoing problems in the emergency service industry.  If you are a long-time reader, you may recall our discussions in the past regarding disaster response and credentialing, and in an effort to dip back into some of the issues of disaster management, I’d like to point you all toward the excellent website of the Natural Hazards Research Center at the University of Colorado – Boulder.

In their latest issue of Disaster Research, there is an article regarding government response and recovery and the increase in governmental partnerships with faith- and community-based organizations to assist in cleaning up catastrophes.  In the recent past, we have seen ineffective response from certain portions of government that have assumed responsibility for this service at the local, state and federal levels.  I don’t think anyone who works in our field and  is taken seriously about their views on the subject feels like “government” alone can deliver an entire package of assistance to a disaster-stricken community.  However, there is plenty of debate about how to most effectively coordinate assistance in the wake of a calamity.

Of all things in our industry, our frustration with failure of some politicians to continue to apply heat (and funding) to the problem BEFORE disaster strikes is only compounded by the political “outrage” when disaster occurs and we are accused with not properly preparing in advance (still with limited or no budget or legislative action on our behalf).

In an answer to some of these challenges, some state and local governments are forming coalitions that guide organizations providing emergency response. Missouri, Florida, Texas, and a few others have, according to a recent article in the St. Louis Post-Dispatch, begun to develop alliances between emergency managers and NGOs.

There are many discussions regarding the potential for blurred church and state separation which can’t even begin to be adequately addressed in a short blog post.  However, those issues aside, NGOs over the past decade have been efficiently providing disaster recovery assistance and have been successful in finding resources that governmental bodies can’t seem to scare up.

This discussion doesn’t also begin to factor in the entire over-reliance on “outside” help in the event of disaster.  This was a point made by Alan Kirschenbaum in earlier works referring to the growth of the disaster response community that seem to be related to the decline in perception of individual responsibility for preparedness.

While this all has some serious discussion ahead of it, I have less of a problem with this type of assistance than I do with pseudo-qualified responders self deploying to events with little or no capability or self-sufficiency.  I think there are plenty of avenues for a person with altruistic motives to get involved with an organized response; it’s the poseurs and con-men I’m interested in keeping away.

I’m open to some observations on the subject.  I think if managed correctly, these NGOs have access to resources currently limited to those of us charged with response, and we should take advantage of creative partnerships, as the organizations I am affliliated have already done.  Look around your community and identify capability that lies outside of the conventional response.  You’ll be surprised by the resources that lie out there and I think you’ll find that instead of spending essential funds on assets that already exist, you can find better uses for that money in areas that are currently underserved.

Balance In Power

No comments

Hilton Head Island Truck 6 HelmetRight now there is an interesting discussion on Dave Statter’s blog, STATter911 (in the comments) on orders given by a commissioner to remove a flag sticker from a locker.  Despite the conversation outlining the age-old struggle between being too harsh and too lenient, the underlying issue is one of conflict: the escalation of events to the point in which the conflict is intractable and neither side is willing to give in.

The leadership in this case appears to have been addressing a critical issue (the issue of racially charged material on a locker).  The firefighter is interested in leaving an icon of his beliefs and values in place.  Both sides have a point and both sides can be seen as being right.  Both sides have issues that can be argued as being uncooperative and counterproductive.  So who is right?

In emergency services, those who have power have a need to maintain discipline for a number of reasons.  I’m assuming anyone reading this understands that.  Likewise, individuals have a need to be individuals, and even the most uniform of organizations can’t hope to suppress individuality.  From the soldier who keeps a religious medal tucked under his helmet to the police officer with a picture of her family in her protective vest, people will find ways to insert their individual values into whatever it is they do.

The most effective way to handle the problem of the offensive material on the locker would be to reason with the individual as to why the offensive material should be removed. Barring that, punishment of the individual who is operating contrary to the desired values of the organization seems to be the appropriate move.  Unfortunately, the easy way (and the wrong way, and also the way it seems that discipline is most commonly utilized) is to punish everyone for the poor judgement of a few.

As a chief officer, I know as well as anyone that discipline is essential to the effective delivery of service, given the type of service we are providing.  And while I insist on a certain degree of uniformity, the best way to handle that and to maintain morale is to seek alternative ways for people to express themselves.  Be it a unit patch, or a special pin, or something like that, these icons have the ability to make us feel special while being part of a team.  Conversely, and it might be the case here (and it might not), some employees choose to express their individuality or express their “values” as a form of undesirable protest or as a means of “fighting the system”.

There is a certain amount of tongue-biting I have to endure over the course of each day when someone does something counter to my own values and beliefs.  As a parent, it is something that happens daily in one degree or another, and with firefighters it seems that the same motivations exist there as well.  It is difficult sometimes to separate what is truly an issue versus what is petty.  Sometimes we as leaders must pick our battles and be willing to give on an issue so that we have some bargaining room later when we need it.  Regular conflict for the sake of conflict is just being a jerk.  Power isn’t worth anything if you don’t let it go once in a while.  If you use your power like a stick every time someone goes counter to your ideas, don’t be surprised when someone eventually turns on you and snaps back.

I believe in my right to express my support of this Nation, the God I pray to, and a number of other causes.  Likewise, I believe there is a need for uniformity and order when we are serving the public.  We have an image to portray in an effort to inspire confidence in our service and people respect uniformity.  It signifies order and that’s what we are trying to achieve when we roll onto the scene.  In both cases, I think there is a little space for understanding the opposing points of view and achieving cooperation.

When you are a leader, you need to act like a responsible adult.  As a follower, if you want to be treated with respect, you also need to act like a responsible adult.  Giving someone a suspension for leaving an American flag sticker on their locker, regardless of orders, is being inflexible and unreasonable.  Treating everyone with a broad brush when it is not indicated is never a good idea.  But failing to comply with an order from the leadership who is trying do their job by creating some uniform and objective rules isn’t a good idea either.   The established order was to remove “everything”.  But upon realizing that “everything” included an American flag, the rules should be amended either to specifically permit valued and acceptable items, or try to work together to a possible solution.

Science Is Your Friend

1 comment

While taking Honora to school a few days ago, Bob Edwards was speaking on NPR Radio with Chris Mooney and Sheril Kirshenbaum, the authors of the book, “Unscientific America”.  While the book apparently discusses “scientific illiteracy”, some of the commentary seemed applicable to what we currently endure in the fire service; clinging to tradition for tradition’s sake and the global ignorance of scientific findings that can improve our efficiency and safety.

The authors, in discussing their premise, suggested that the general populace isn’t stupid when it comes to science, they’re just disengaged.  The idea that they put forth is essentially that science needs to discover a way to get people to re-engage on the issues, which is not as easy as it might seem.  While the scientific community as a whole might not necessarily agree upon the ways to communicate their issues, for scientists and supporters of science to simply dismiss the “emotional side” (my quote) of others when it comes to scientific issues is turning their back on the problem.

In the early to middle parts of the last century, scientists were looked at as heroes.  Science brought us protection against disease; it brought us innovative fabrics and materials.  Science ushered in a nuclear age and took us to the Moon.  Science, however became pedestrian or became background noise.  Although Mooney and Kirshenbaum didn’t suggest it, I suggest that maybe we all began to take these accomplishments for granted.  Consider that every other time I upgrade my computer it becomes a third smaller and four times faster (and I seem to have to upgrade these bad boys about every two or three years).  While the laptop I am typing this on has 500 GB of storage, my first work computer back in 1988 had MAYBE a 120 megabyte hard drive.  Since I wasn’t so computer literate back then, I couldn’t even begin to tell you how much RAM it had.

While these technological miracles happen almost daily, maybe they’ve become a little too commonplace.  And of course, the unintentional wall established between science and the rest of us (maybe I’m a bad example) doesn’t afford any converts.  In fact, the authors discussed that Carl Sagan suffered considerable stigma from the scientific community because of his efforts to put science in a context others could understand.  The result was that he was considered to have “populist” (their quote) views and was somehow, not worthy of inclusion into the supporters of science.

What has happened is that science just isn’t as popular a subject.  Mooney stated that if you read the newspaper, “Science doesn’t beat the horoscope or the sports pages” among most people.  Along with the theory that your political view influences your perspective on science (I’d agree with that), especially in this day of deeply divided emotions about our nation and the people who run it, I’d bet that the thought of discussing some of these scientific endeavors (stem cell research, evolution, etc.) with some of your friends or family probably makes you uncomfortable, regardless of where you stand.  So it’s no question that science in many circles, isn’t exactly a hot topic of conversation.  In fact, unless you are surrounded by a bunch of like-thinkers, you might well avoid scientific discussion altogether.

So just as goes science as a discussion for us all, so goes the fire service for those of us within it.  Go to any firehouse and you’ll see some strong feelings on certain fire service topics.  For any of us to discuss deeply held beliefs about our fire service brings up some pretty raw emotion.  Depending where you sit on many of these issues, sometimes it is better to sit it out and watch the fighting than it is to engage.  Why is that?  Well, I know personally, while I don’t shy away from conflict, I am not interested in engaging in an all-out battle with anyone who just can’t see any side of the issues except the one they are on.  If I choose to remain open-minded and civil, so must you.  That doesn’t seem to prevent people from acting like assholes though (yeah, I said it).

Blogging and posting is a little unique.  The anonymity of being online seems to permit some of the less enlightened individuals to pipe up when they should probably just stick a sock in it and slink back to their corner.  Especially when I’m being lectured by some moron who has two or three years under his (or her) belt and all of a sudden, they are the subject matter expert du jour.  Since the privacy of the internet protects cowards and psychos from getting popped in the mouth if they cross the line, I’d just as soon focus on positive discussion, but it doesn’t seem to stop some of them.

The emergency service industry, as does the scientific community, must remain objective while considering the deeply held beliefs and traditions of those who came before us.  While it seems that logic should overturn any voodoo, the scientific community can’t be dismissive of the emotion attached to these beliefs, because they can be equally as powerful, and no scientist has really been able to explain that.

I’ve said before that I love the traditions of the fire service.  I come from four generations of firefighters and I am proud of that heritage.  But just as my grandfather and my father were renegades and agitating for change and improvement, so do I.  I’m happy to keep a roto-ray on the front of my engine, but I’m not so keen on rushing so quickly to a fire alarm that I flip a rig.  I guess that’s a tradition that seemed to occur a lot in the past that I’d just as soon leave behind.  And yes, there are some who still think that this is acceptable behavior, as do those who think risk/benefit analysis is for sissies.

If we really want change, we have to understand that it scares some people.  Being dismissive of their fears or their preconceived beliefs doesn’t bring them to us in harmony, it creates division.  Understanding how and why things do the things they do is just as important as understanding who we are and where we came from and how we got here.  Since most of you reading this already get “IT”, I’m probably preaching to the choir, but perhaps we can do a better job of reaching out to the dinosaurs and conveying our respect for the way things were done, as well as educating them on safe and effective practices.

Understand that although scientific exploration may bear out an idea and that idea is as right as rain, that same idea will remain locked up in your head somewhere if you’re unable or unwilling to frame the idea into something everyone can understand and eventually, embrace.  If I had the universal answer to all of our problems, I wouldn’t be sitting here asking you open-ended questions.  But it seems that the questions keep getting asked and we aren’t hitting on the answers.

As a brotherhood, we need to band together and discover what others have found before us.  That together we can work toward improving public safety while striving for our own safety as well.  That tradition is important, but it doesn’t supplant common sense.  And that science, in reaching out to find answers to our questions, has achieved a method of achieving logical approaches to many problems, but we have to sometimes choke back emotion and realize that improvement sometimes means walking away from the treasured, but flawed, reasoning of our past.

Turtles, Circumstances, and Change

No comments

Hilton Head Engine 7Just this week, not only on our relatively quiet haven of Hilton Head Island, but right here in the community in which I live (Palmetto Dunes), comes a story which has become national news.  Before I knew it would be on CNN and everywhere else, I read in our Island Packet this article on a romantic proposal gone wrong, and the subsequent death of sea turtles.  Now while I never really thought I might read in the same article anywhere, the words “sea turtle”, “romance”, and “death”, you really might be wondering, “What does this have to do with the fire service?”  I can reassure you that it does. 

 

How it does is that it clearly illustrates the law of unintended circumstances.  I’d be willing to bet you that no one involved in this story desired to kill off 60 turtles and had no idea that their simple luminary tribute to the sanctity of marriage would touch off what ended up on the AP news feed.  But as a result of something they did, or might also be the case in our situation in fire and emergency services, didn’t do, there was heartache, conflict, and even injury and death.

 

Actions are taken in our fire stations and on emergency scenes on a daily basis that sometimes go badly, and I would venture to guess that 99.9% of actions that resulted in poor outcomes were purely unintentional.  However unintentional these actions (or inactions) are, though, our actions may have wide-ranging impact on our entire organization.  Our actions or inactions may not even be noticed today, or could end up as front page news.  We must constantly be vigilant of the actions we take and how they affect our current situation, and even more importantly, our team, our agency, and our customers.  What may seem insignificant to us may end up costing someone their life later.

 

Working together as a team, we have to have the courage and the ability to say, “Hey, that doesn’t look right” to our colleagues, and they should also be able to say it to us.  It’s a basic tenet of crew resource management.  Fostering this attitude in your team requires cultural and social change, especially in our traditional paramilitary hierarchy.  Our most important role in this concept is awareness of the things we do and importantly enough, to do things right, as well as to be open to the suggestion from others that we should be doing something differently.

 

Being in the position of a transformational leader requires more than being right, it requires us to be open to the idea that we might not be.  As part of a team, when we make a mistake, we must strive to understand what occurred and what the results were, so that we and others don’t repeat that mistake.  When we mistakenly lay off blame we don’t really learn from the mistake. 

 

I had a driver once who had a minor accident with the apparatus we were assigned to.  It was obviously a result of a failure for someone else to do their job.  But he owned that situation and every time he pulled out of the station from then on out, I noticed him looking to insure it never happened again.  It is imperative for us to understand our shortcomings (hey, I have many), own them, and resolve to do better next time. 

 

I’d say that if that couple ever does decide to re-visit our Island again, they’ll never forget to blow out the candles when leaving the beach.  It’s called a watershed moment,  In our lives, it is one thing, but when we have one of these events occur while operating as part of a team we are tasked with leading, it is a requirement that we critique it, learn from it, and resolve to not let it happen again.

Ambition

1 comment

At Mass today there was a reading from the Letter of St. James that got me thinking: “Where jealousy and selfish ambition exist, there is disorder and every foul practice.”  It goes on to say, “Where do the conflicts among you come from?  Is it not from passions that make war within your members?”

It reminded me of several passages from the Tao Te Ching, one of which says: “Those on tiptoe don’t stand up, those who take long strides do not walk; those who see themselves are not perceptive, those who assert themselves are not illustrious.”

These are some teachings that have lasted centuries and what, exactly have we taken from them?  When I was younger, I wanted it all.  When I grew up and could have it all, it was hard at first for me to understand, but I realized that it wasn’t altogether worth it.  Power comes from within and can’t be seized.  If you let it come to you, it will.

Conflict comes from people wanting something.  The amusing part of that is those who have power will say all day long, “If you really want it, you have to let it come to you.”  I’ve found that to not exactly be true.  That concept relies on enlightened leaders seeking people who are also enlightened, and not on surrounding oneself with “yes-men” and deceivers.  Had I waited my whole life for people to come to me and ask for my help, I’d probably still be waiting.

Thus the neverending struggle between seizing opportunities and creating them;  I have put a significant amount of research into what it would take for me to get from Point “A” to Point “B” and in some cases, made it happen.  I’m happy to say, however, that a lot of what I have accomplished has actually come about because I didn’t walk up the backs of others to get where I am at.

Ambition is not necessarily a bad thing; being deceptive, manipulative, and doing things contrary to the good of the team and the public we serve is.  What we individually have as a vision of our organization is proper if it involves service to the people we are charged to protect and assist, and not if it involves the “benefits” of public service.  By those, I mean the “perks” of having a badge, importance in the community, and the ability to lord over others and speak down to people.

There is such a thing as being an advocate for those who have no power, for standing up and doing the right thing, even when the right thing requires going out of our way to do so.  The other day I was driving down the road in my chief’s wagon and saw a family broken down on the side of the road.  I also saw several other official vehicles (not ours, thank God) pass these people by.  Had I been going somewhere in a hurry, would I have stopped?  Maybe those other official vehicles had places to go and people to see.  I stopped and helped them out.  They were grateful but I didn’t do it for their gratitude, I did it because it was the right thing to do.

As leaders, are we interested in the chase for power?  Or what we can do with the power once we have it?  I was talking about money with my oldest daughter today and explained to her, what good is money if you already have what you need and you are more interested in accumulating “stuff”?  Wouldn’t it be a better idea to help others who are in need, or at least taking the time to do something nice for others?  Once we hit the mark we desired, as a company officer, or a chief officer, what will we do with that newly found power?  Will we share it with others and empower them?  Or will we use it to beat others down and tell them what to do and where to go?

Tribes

2 comments

I’ve been pretty busy lately so I haven’t been able to post.  Something about the end of summer, doing deliveries and computer stuff for my wife’s company, doing the initial planning and contacts for our annual Down Syndrome Buddy Walk, and of course, getting the kids back to school.  With all of that, something really important is also this weekend, the beginning of football season.

When I met my wife almost 20 years ago, I’ll admit, I was not as much of a college football fan as I was of the NFL.  But my very subtle leanings toward the Notre Dame Fighting Irish became pretty intense as a result of my wife’s having attended the University, as well as much of her family.  It was in becoming part of the Powers clan that I learned much more about the University of  ”Our Mother” and really more than what I saw on TV that I liked.  I learned more about what the University means to the alums (and to us “subway alumni”) because of their adherence to higher standards, standards that may not have recently evolved into winning on the football field, but standards that have resulted in producing people of integrity, faith, and dedication.

But this isn’t a blog about that.  This blog is about tribes.  The “tribe” that I am a member of, those of Notre Dame fans, is so because of what the University means to me.  It’s not because the number of games in the win column (although that’s nice), it’s because of what they stand for.  There aren’t names on the backs of their shirts because it’s not about the individual, it’s about the team.  The student-athletes at the Univeristy of Notre Dame are expected to graduate; they’re not just taking up a scholarship for the purpose of winning.  When I wear a shirt identifying me as a supporter of Notre Dame, it’s because of my pride in the school and the product it turns out; from the people I have met, those would be educated, compassionate, involved people.  I am proud of my association with the University, even if it is only as a supporter and not an alumni.

Why do people wear shirts or hats or anything with a logo on it?  Generally, it’s because they identify with the group or product that the logo represents.  People wear logos or get tattoos often because they are trying to send a subtle (or not so subtle) message; “I relate to this advertisement”.  People put stickers on their cars for the same reasons.  They are trying to say, more often than not, “I like what this represents”.

Why do we wear firefighter logos or tats?  Why do we sport “colors” even when we don’t have to?  I live in a resort community and often I’ll be shopping at the supermarket and see someone wearing a t-shirt with a FD logo on it.  I always ask- “You on the job?”  Surprisingly enough, some of them are not.

We identify with our fire service identity because it is meaningful to us.  If it were not, we would certainly not advertise it.  If we worked with the “Loser Fire Department”, something tells me we wouldn’t wear their shirt when we were off duty.  We’d probably wear someone else’s.  Or maybe we wear the shirt of another department simply because we identify with them as brother firefighters.  I have a shirt that is one of my most prized possessions, the shirt a Capitan Miguel of “Cuerpos de Bomberos y Rescate, Cancun, Quintana Roo” told a firefighter to take off and give to me when his own shirt didn’t fit me.  I can’t even imagine that happening here in the States and interestingly enough, the same thing happened to my brother in Dublin, Ireland.

So the short version of this is, if we are so proud to associate with each other as brother firefighters, why is it that we continue to battle each other over trivial items and fail to band together to achieve greatness?  Even when we realize that we have more in common than we don’t, we continue to bicker and we fail to get together to realize gains in important issues, like sprinkler legislation, fire prevention, embracing accountability and incident management strategies, and especially in firefighter safety.

Then, what makes things even worse, is when we have people who bring disgrace to what we value.  People who represent themselves as members of our brotherhood who do things contrary to our mission, by setting fires or calling in false alarms, because they are “bored”.  People who steal from their brother firefighters, and people who say they are something when they are not, and in doing so, short-change those who HAVE earned the right to wear the badge or the patch.  And of course, people who wear the colors but don’t train and don’t work toward betterment of of their team, people who are just filling a spot.

Although I never went to Notre Dame, I realize that when I am wearing a logo on my shirt that says I support Notre Dame, that in some small way, I do represent what that stands for, even though anyone with a few bucks can go down the street and buy one easily enough.  But when I am in a crowd and I see someone wearing something with an “ND” on it, I yell, “GO IRISH!” to them and in a lot of cases, the person ends up stopping and talking to me about the University, or this year’s team, or the last time they were on campus.  We have an immediate friendship because of our common interest and of course, our view as to what is good about our “team” is often something we share.

When you are wearing your colors, your fire department colors, are you saying something good about your organization?  Are you trying to tell others that you are proud to be associated with that group? Or worse, are you ashamed to be wearing anything identifying you as part of your organization because of what they are and what they stand for?  if so, perhaps you should consider associating yourself with a different team.  I think if you wear the colors, but constantly bad-mouth the organization, then you probably should look really hard at what it is that you think the team is about and ask yourself if you really do want to continue being associated with that group.  Maybe it’s a message to move on.

We don’t wear items that associate us with things we detest.  We may not be completely in love with whatever it is that we happen to be wearing, but I can reassure you, no one wants to wear ANYTHING that has any identification with something they hate.  So if you like it enough to wear it, and that patch happens to be the trademark of the organization you are a part of, shouldn’t you be doing whatever it is that YOU can do to make that team better, or at least showing that you endorse what that group is all about?

When I put on a blue t-shirt that happens to come from your organization, I can reassure you, I wear it because I have a lot of pride in the fire service, enough pride that when someone says to me, “You on the job?”, I say back, “Yeah, I’m a firefighter”.  How many other jobs are out there where people do that?

Finally, No More Begging

4 comments

Hilton Head Training Center FLAG PropFor the past year or so, our department has been building a training facility of our own.  We officially dedicated it on the 29th and christened some of the props with a little demonstration burn to wow the VIPs who came out to celebrate with us.  It’s a nice facility and was designed with more than just training in mind, given our organization’s desire to find multiple uses for things.  The site was designed to also be an effective staging location for after hurricanes, or to be used as a distribution center in the event of the same, and can support our semi-annual HAZMAT roundup.  But to me, one of the best things is no more begging.

For years, we have had to improvise when it came to training.  It’s difficult to motivate someone into working at “drill speed” when they are flowing a handline into the woods and pretending it’s a burning building.  While we have gotten good at being creative, I sometimes felt like my kids, pretending to be a firefighter while spraying a garden hose at an azalea.

To me, there aren’t too many more exciting sounds then the “whoosh” made by LDH coming out of the bed and punctuated with the ding of a coupling hitting the pavement every 100 feet.  Or the sounds of hose being coupled and the background noise of a roaring fire.  And even though we will be using predominantly theatrical smoke in the tower, there’s really no substitute for dragging a charged line through zero-visibility and not having to worry about marking up the walls or carpet of the hotel or timeshare willing to permit us a little realism that day.

Every time one of our more motivated instructors wanted to insert some live action into their training, for the most part, it required an act of Congress.  Not to mention that although you can’t get much better than live fire training in an acquired structure for some good scenarios, between the asbestos mitigation and all the other associated permitting, by the time it was done, one or two days of burning and then cleaning up afterward just doesn’t hold the magic of being able to light off in the burn room and being able to mop up by flowing your streams into the sloped-floor drain designed for just that task.

If you come down our way, come by and see it.  We have a lot to be proud of.  And we certainly appreciate the support of the community in helping us get there.  In the end, they are the ones who will benefit the most, though, because as a result of our new acquisition, the training calendar is already filling up with companies who want to practice in a real facility, and not by having to imagine the environment they might be working in.

Innovation Distinguishes Between Leaders and Followers

No comments
Safely chocking those wheels.

Safely chocking those wheels.

If you didn’t know, that’s a quote from Steve Jobs (I didn’t).  I was sitting in the office of our Deputy Chief/Ops, reading a magazine while he finished up a meeting, and I saw that quote.  I liked it a lot and wanted to share it with you.

The quote was being used by David White, the editor of Industrial Fire World, in this month’s editorial, where he is discussing “evolution vs. intelligent design”.  His point was that while it is fantastic we have these newfangled radios and all, they’re really not worth anything if we can’t talk to anyone on them because they’re too complicated to use. What’s more, while we have been wrestling with interoperable communications for eons (I mean, look at the Tower of Babel and all), we have another situation that merits a technological solution: tracking firefighter location inside a burning structure.

While some of this stuff is a little out of my immediate reach, there are tools used daily around us that don’t get used to their full efficiency.  Take for example, that little bundle of software you probably have on your computer right there in front of you.  If you’re like me, you have some sort of office pack with a word processing application, a spreadsheet application, and a database application.  In most total office packages, I would surmise that they are interoperable between each other.  I’d be willing to bet you that most fire stations these days have computer workstations and in each of those you also have some sort of interoperable office pack.

How many of you are proficient at using these programs, not just as stand-alone applications, but in concert with one another?  Can you create a table in Excel and transfer it to Word?  Can you create an Access database and then query it to get information, then export it to Excel to create graphs and tables for presentations?

I was at a “presentation” the other day, and the person was trying to influence a governmental body into giving their project funding.  While the speaker was disorganized, what was more appalling is that in this day and age, there weren’t any supporting slides or visuals to reinforce their points.  There’s that whole theory of how much you retain by hearing and seeing something in comparison to just hearing it or just seeing it that you learned in Instructor I (one more reason for requiring this kind of a course as a pre-requisite for Fire Officer I: it teaches you how to communicate to an audience).  You’d think that by now someone might have retained that information themselves.  If you care enough about your project that you’re willing to get up in front of a whole bunch of people to discuss it, why wouldn’t you try to SELL it?

If you want to be a leader, it’s not just about surviving, it’s about EXPERIENCING.  You have to stretch and pull, not push.  You don’t see the lead climber at the back of the pack, do you?  They’re the one forging the way, finding the path, and establishing the precedence.  You have to get out ahead of people to lead them and the way to do that in places other than on the battlefield is to be innovative and thinking about new ways to do things, and learning and finding out the better way up, not by taking the same path everyone else takes.

To be a real leader requires creativity and more than anything, the ability to manage in a dynamic environment.  If you are willing to be flexible and change with the conditions that present themselves, people will look to you for the answers when they don’t have them.  This isn’t just from your subordinates, either, this will very likely come from your superiors as well.

There’s a question I once heard on The West Wing, “Would you rather be ‘The Man’, or ‘The Man that The Man Goes To’?”  If you are a subordinate who desires to be considered a leader (or wishes to have real influence), consider that premise.  I hear from people all the time who complain that they wish their boss was a better leader and I always say, “Why don’t you fill that spot?”  Leadership abhors a vacuum.  If the appointed or legitimate leader fails to lead, someone will.  If that place is filled by you, insure that you cement your value to the boss and the rest of the crew by being a positive, motivated, seeker of truth and knowledge.

If you care enough about your job that you want to lead, you should consider that leading requires more effort than following. A lot of that effort is learning how to be ahead of everyone else in the pack, especially when it comes to improving your condition and by employing creativity to do a safer and more effective job.  Be proactive and be the best at what you do.  if you do that, I can reassure you, with a good attitude, people will come knocking on your door for the answers.

Elvis, Urban Legends, Grapevines and The Firehouse

1 comment
Hilton Head Island Medics

Hilton Head Island Medics

Elvis has left the building, in the literal sense.  Elvis Presley came to mind today because of the Facebook vote we are taking for a colleague as to whether or not he and his fiancee should elope to Vegas and get married by an Elvis impersonator.  But as happens with many ideas of mine, coffee, and driving home from work, Elvis was soon replaced to musings on the life of urban legends and likewise, those musings to the issue of the “Firehouse Grapevine”. 

Of course, this then led to further examination of the term, “grapevine” and my wondering if it had some sinister Latin origin like maybe Caesar heard Brutus planning through a grapevine or something (by the way, the word “sinister” has it’s origin from the Latin, “left”, as in your left hand, and I am a lefty but not sinister. But I digress…). 

Of course, the origin of the phrase is nowhere near as sinister (or left-like).  The origin of the phrase, according to the website, The Phrase Finder, comes from, well, read it for yourself:

The first practical public demonstration of the telegraph was given in 1844, when Samuel Morse sent a message from Washington to Baltimore. The invention was widely welcomed as a means of rapidly communicating news. It soon became clear though that close communities already had effective word-of-mouth communications. Soon after the telegraph was invented the term ‘grapevine telegraph’ was coined – first recorded in a US dictionary in 1852. This distinguished the new direct ‘down-the-wire’ telegraph from the earlier method, which was likened to the coiling tendrils of a vine. It’s clear that the allusion was to interactions amongst people who could be expected to be found amongst grapevines, i.e. the rural poor. 

In 1876, The Reno Evening Gazette ran an article about a bumper corn and grape crop. They commented on the fact that the people who were then called Indians and Negroes seemed to be already aware of it (hardly a surprise you might think as it would have been they who had harvested the crops):

“It would seem that the Indians have some mysterious means of conveying the news, like the famous grapevine telegraph of the negroes in the [American Civil] war. The Pioneer Press and Tribune says that, while the first telegraphic news of Custer’s death reached them at midnight, the Indians loafing about town were inquiring about it at noon.”

 The term ‘bush telegraph’ originated in Australia, probably influenced by ‘grapevine telegraph’. That referred to the informal network that passed information about police movements to convicts who were hiding in the bush. It was recorded in 1878 by an Australian author called Morris: ”The police are baffled by the number and activity of the bush telegraphs.”

 In the UK it was the ‘jungle telegraph’ – referring to communications in outposts of the British Empire around the same period.

 Of course ‘heard it through the grapevine’ is best known to us as the Motown song, recorded by Gladys Knight & the Pips in 1967 and by Marvin Gaye in 1968. It’s salutary that, whilst the telegraph is long gone, the person-to-person communication that preceded it is still going strong.

 So by now I’m sure you are asking, “Where are you going with this, anyway?”  Here’s where I am going: Is there an emergency service organization (or any organization, for that matter) anywhere in which a certain amount of information, often incorrect or incomplete, isn’t passed around from day to day, affecting the morale of the personnel?  I know of none.  People, by their nature, are curious.  Any lack of information creating a vacuum in their field of knowledge will rapidly be replaced by something; if that something is the guy or girl at the station who likes to gossip and/or stir things up, you can guarantee that THIS information is what will be disseminated, not the truth.

So what created this vacuum in the first place?  A lack of information.  We used to joke in our organization that if we wanted to know something about our department, we needed to read the local newspaper.  The flow of information from ‘The West Wing” as we call that section of our Headquarters, was notably absent.  Was it an issue of trust?  Was it an issue of neglect?  Who knows, and it’s old history anyway.  The point is that in an absence of information, someone will gladly fill that spot up for you.  So do you want it to be the correct information, or the rumors?

Our organization, in this administration, has gone forward with an agreement that we should be as transparent as possible.  Short of personnel issues and issues that require a certain amount of timing, we have been very open about our plans and have gone to extraordinary lengths (sometimes, admittedly, frustratingly extraordinary) to include others in the process of running a world-class emergency service.  But the efforts are paying off.

With some isolated exceptions, most of our personnel seem to understand more about the nuances of our operation and they seem to appreciate the candor of our chief.  A key phrase that is used, especially in this time of uncertainty: “I don’t know”.  When you don’t know something, you should say so, because people, and more specifically, firefighters, can spot BS a mile off.  But the effort to find out, or to at least explain the reason why we actually don’t know, is imperative for building the trust of the people who work with you.  If you don’t know because of ignorance, shame on you; but if you don’t know because of ambiguity or fluctuating conditions, well, be frank with people and educate them so they too can help solve your challenges.

While the best way to kill off the grapevine is to cut it off at the root, in my limited viticultural experience (none) I have been led to believe that the root stock, with proper care, can be regrown.  In similar fashion, although you may fire the “pot stirrers”, it is likely that the core issues that caused that grapevine to prosper will soon be right back at work, disrupting your team.  Furthermore, although we may not agree with their methods, if you listen to what those annoying and often counterproductive individuals are saying, you might find a shred of truth.

So while I can’t attest to the current status of Elvis, and I can spot what seems like an urban legend and check it out, the closest I have come to solving the riddle of the firehouse grapevine is to insure my people are informed and involved.  And if you dig to the heart of any well-regarded organization, you’ll find those characteristics are shared among all of them.  My advice to you: Be the same.  Listen to your people, let them listen to you, share the knowledge, and build consensus and collaboration.  May the fruits of your labor be productive and many.

Cellular Dependency

1 comment
Hilton Head Island Engine 7 at truck fire

Hilton Head Island Engine 7 at truck fire

It wasn’t really by design, but the last time I was in Atlanta, I found that I had some problems getting my e-mail on my fancy smart phone.  Likewise, on this occasion when I spent a few days in “The City Too Busy To Hate”, my “missing” status this week evolved into a few days of real time with my family.  As far as being away went, other than a boneheaded move in leaving my wife’s laptop unattended on top of luggage (while my 3-year-old daughter lurked nearby- things didn’t end well), it was a beautiful weekend with my wife and children.  The weather in Atlanta was amazing, the hotel and staff excellent, and best of all, the smart phone silent.

Interestingly enough, the homilist at Mass on Sunday reflected on the same thing: Even Jesus needed a break.  You know the story: Jesus asks His entourage to go ahead after a hard day’s work and prepare a place away from the huddled masses where He could rest, only to find someone leaked the plan and when Jesus arrived, there were plenty there waiting.  Of course, Jesus goes on to have pity on these “sheep without a shepherd” and goes back to work.

While I’m certainly not even in the slightest comparing my situation to Jesus’ situation, the point is that even the most important people in the world need to step away from time to time, so really, who am I to believe that the world will come apart if I shut off the phone for a while?

There’s a certain amount of imbalance in our lives, especially for those of you who like me, are always picking up a new thing they want to share and work with.  The problem is that in our doing so, we forget that we need an opportunity to recharge and step back for a while.  If anything, you can chalk it up to needing fresh perspective.

So you’ll have to accept my apology when I keep this one short, as my daughter wants me to teach her how to make fried chicken.  After that, I’ll check the e-mail.

Who Is Building Your House?

No comments
Ken Bell at Chalmette BoO, Katrina 2005

Ken Bell at Chalmette BoO, Katrina 2005

Ken Bell, a friend and the other Deputy Director of the South Carolina US&R Task Force, announced this week that he is retiring from the program to spend more time with his family and his other pursuits.  In a reply I sent that was meant to pay homage to his contributions to the program (which were enormous), I compared him to the contractor who took the blueprints and built the house.

Our task force originating plans were put together by our Program Management Group, as a team.  Though our first Director, Ray Wilkinson, was a huge part of the equation, Ken was right there with him, implementing the things he needed done.  When I took over as acting Director in 2005, I insisted on taking those original plans, developing a strategic plan to take us the rest of the way, and insuring the future of the program.  Nothing in those plans would have been any good had we not had a reliable and determined individual to coordinate it all.  From the birth of our program forward, Ken was a constant representative of the program, and through most of the way, the central focus for getting anything done.

Even after we hired Dan McManus, and I was off doing my thing, I’d say that Dan was able to count on Ken for whatever he needed done.  So at this point where South Carolina’s premier US&R asset has gone from a piece of paper to a respected state-level Type 1 US&R task force with a multi-million dollar facility and apparatus and cache, we know that because of Ken’s efforts, our house stands on a solid foundation.  This program was built for generations by someone who genuinely cared about each component as if he were building his very own home, when in fact, he was building it for someone else; the citizens of South Carolina.

If you have a program you care deeply about, that you know is important not just to you, but to others, it is imperative that you find the right person to implement it.  We were so very fortunate to have had Ken come into our lives and take us to where we are now.  Ken- great job.  We all owe you, big time.

The Case for Credentialing – Those Who Can't Get In

No comments

sctf1-333My final group of people who are not happy with credentialing efforts are the “outsiders”.  To me, they are the ones with the most logical and compelling concerns about credentialing.  Ironically, these people are often those already with some responsibility for response, or they are in the process of trying to improve the capability.  In more than one case I am aware of, these efforts went about to fill a vacuum where poor or absent service existed.  And interestingly enough, the people working hard to improve the service have been effectively kept out of the loop by those who guard the credentialing development process.

Now to those who I hear constantly venting that they can’t understand who comes up with “these standards”, I tell these people all the time that as far as the NFPA standards go, THEY have an opportunity to write them if they were to just apply.  The NFPA standards process is very transparent and open to anyone who cares to get involved.  If you’re new to the process, sometimes it takes a little of help navigating the process, but there are people (like me) who help people find the information they want and point them in a direction on a regular basis.  Even if you aren’t on a committee, you are still encouraged to comment on proposed standards.  The public can attend NFPA committee meetings and the public and interested responders can discuss standards with principal members. 

However, there are groups making standards that may very well be used for credentialing purposes where I, and many in my same position, have no idea how the committees got picked.  When pushed for information, there have been slow or no communications in response to the standards being created. When asked, the individuals involved in these standards aren’t so forthcoming with their process or their logic.  In fact, in some cases these groups have ignored the people who aren’t in their “circle”. So I can certainly understand the frustration, because I’m one of you.

There was a time in my early career that I wanted to get involved in improving my chosen profession and interestingly enough, met with resistance from those in control.  One situation I am referring to was while dealing with a committee appointed by a training institution for the purpose of developing curriculum that frankly, was teaching information and skills about ten years behind the existing technical rescue methodology.  The excuse?  “That’s not how we do it HERE”.

In fact, there have been times in the US&R industry (and this is occurring literally, right this minute), where players that have political power but no clue about US&R are actively pushing for control of that “legally authorized responder” designation for their own ill-prepared organizations, despite the presence of already qualified and genuinely proactive individuals who are already leading efforts.

So to me, here is the place where the credentialing talks meet resistance and an extreme amount of concern. I am not interested in a credentialing process that excludes individuals from contributing to the development of the standards used.  The concern is especially strong when in some cases, the standards are slanted toward keeping people in positions rather than in insuring qualified people have the qualifications.  There is a fine line between saying we require you to maintain certification from a certain agency and permitting equivalency in order to permit other certifications that meet the intent of the certification.  The easy way would be to simply identify objective criteria for people and organizations to meet and to certify to that standard, but then there comes the difficult (and expensive) method of evaluating that capability.

Really, where do you draw the line on “equivalency”?  If the Acme Fire Department issues a certification as a Rescue Technician, should that carry the same weight as someone with a certification from their state fire academy?  Or from a third-party provider?

These are hard questions to answer and the chief argument against credentialing.  It’s because there are those of us in the industry fighting against those who have drawn a line benefiting a few to the exclusion of many.  My inner skeptic says that these standards have been established simply to promote someone’s agenda.  Now this is an argument that has been inappropriately used against NFPA standards for a while- that a certain interest group would control the standards in order to further their own agenda.  If there is anyplace where that is less true, it would be in NFPA committees.  Especially in professional qualifications committees, if a certain balance isn’t achieved to avoid self-interest, there are marked efforts to re-balance the committee.  I can’t say that to be true about some of the credentialing proposals I have seen.

We do, however, have to insist not necessarily on adopting a certification from a certain agency to be credentialed, but instead to insist on adherence to evaluation and confirmation of knowledge, skills, and abilities that meet the needs of a certain position, or in the case of organizations and teams, meeting objective criteria that define a type and kind of response asset.  From here, this is where we will transition into the argument in favor of credentialing.  See you next time.

The Case for Credentialing – Those Who Can't Get In

No comments

sctf1-333My final group of people who are not happy with credentialing efforts are the “outsiders”.  To me, they are the ones with the most logical and compelling concerns about credentialing.  Ironically, these people are often those already with some responsibility for response, or they are in the process of trying to improve the capability.  In more than one case I am aware of, these efforts went about to fill a vacuum where poor or absent service existed.  And interestingly enough, the people working hard to improve the service have been effectively kept out of the loop by those who guard the credentialing development process.

Now to those who I hear constantly venting that they can’t understand who comes up with “these standards”, I tell these people all the time that as far as the NFPA standards go, THEY have an opportunity to write them if they were to just apply.  The NFPA standards process is very transparent and open to anyone who cares to get involved.  If you’re new to the process, sometimes it takes a little of help navigating the process, but there are people (like me) who help people find the information they want and point them in a direction on a regular basis.  Even if you aren’t on a committee, you are still encouraged to comment on proposed standards.  The public can attend NFPA committee meetings and the public and interested responders can discuss standards with principal members. 

However, there are groups making standards that may very well be used for credentialing purposes where I, and many in my same position, have no idea how the committees got picked.  When pushed for information, there have been slow or no communications in response to the standards being created. When asked, the individuals involved in these standards aren’t so forthcoming with their process or their logic.  In fact, in some cases these groups have ignored the people who aren’t in their “circle”. So I can certainly understand the frustration, because I’m one of you.

There was a time in my early career that I wanted to get involved in improving my chosen profession and interestingly enough, met with resistance from those in control.  One situation I am referring to was while dealing with a committee appointed by a training institution for the purpose of developing curriculum that frankly, was teaching information and skills about ten years behind the existing technical rescue methodology.  The excuse?  “That’s not how we do it HERE”.

In fact, there have been times in the US&R industry (and this is occurring literally, right this minute), where players that have political power but no clue about US&R are actively pushing for control of that “legally authorized responder” designation for their own ill-prepared organizations, despite the presence of already qualified and genuinely proactive individuals who are already leading efforts.

So to me, here is the place where the credentialing talks meet resistance and an extreme amount of concern. I am not interested in a credentialing process that excludes individuals from contributing to the development of the standards used.  The concern is especially strong when in some cases, the standards are slanted toward keeping people in positions rather than in insuring qualified people have the qualifications.  There is a fine line between saying we require you to maintain certification from a certain agency and permitting equivalency in order to permit other certifications that meet the intent of the certification.  The easy way would be to simply identify objective criteria for people and organizations to meet and to certify to that standard, but then there comes the difficult (and expensive) method of evaluating that capability.

Really, where do you draw the line on “equivalency”?  If the Acme Fire Department issues a certification as a Rescue Technician, should that carry the same weight as someone with a certification from their state fire academy?  Or from a third-party provider?

These are hard questions to answer and the chief argument against credentialing.  It’s because there are those of us in the industry fighting against those who have drawn a line benefiting a few to the exclusion of many.  My inner skeptic says that these standards have been established simply to promote someone’s agenda.  Now this is an argument that has been inappropriately used against NFPA standards for a while- that a certain interest group would control the standards in order to further their own agenda.  If there is anyplace where that is less true, it would be in NFPA committees.  Especially in professional qualifications committees, if a certain balance isn’t achieved to avoid self-interest, there are marked efforts to re-balance the committee.  I can’t say that to be true about some of the credentialing proposals I have seen.

We do, however, have to insist not necessarily on adopting a certification from a certain agency to be credentialed, but instead to insist on adherence to evaluation and confirmation of knowledge, skills, and abilities that meet the needs of a certain position, or in the case of organizations and teams, meeting objective criteria that define a type and kind of response asset.  From here, this is where we will transition into the argument in favor of credentialing.  See you next time.

The Case for Credentialing – Answering Your Comments

No comments

I hate to break free in the middle of this series like this, but there were some comments made that I wanted to discuss.  Since one is on one post and the other is on another post, I felt the need to tie them together and talk really quickly to the issue.

On June 15, Steve said:

Yes, credentials would help but WHO is the final authority on issuing them? WHO sets the standards? How are you going to avoid the age old paid vs volunteer bias in any credentialing agency?

My quick answer: I am against the bias in the career vs. volunteer.  If you can meet the standard, you can meet the standard.  I think there is plenty of room for volunteers, especially in disaster response.  So some career guy is going to tell me my docs can’t be part of the team because they aren’t career guys somewhere?  And I have said in regard to SC-TF1, where I do have some pull, if one person in a one-station volunteer department down the road wants to be part of our team, we need to let him if he meets our criteria (background check, physical agility, etc.)  As Ray Wilkinson, our past Director once said, “I can teach someone to break rocks, what I can’t teach is desire.”  If someone wants to do the job, and goes through the requirements to meet a position, why should I care if he’s a member of FDNY or of Acme Fire Department?  So Steve, I’m with ya, brother.

On June 16, Kevin said:

I live in a state where there is no agency tasked with certifying or credentialing Search and Rescue dogs. I have seen (many times) where someone will buy lights for their POV and load their pet dog into the truck and call themselves a SAR team! If I didn’t know better, I might think all volunteer SAR teams were like this. However, there are a number of excellent non-governmental SAR teams in my state as well. I myself and a member of a volunteer K9 team.

Kevin goes on to say that they have a volunteer K9 SAR team because there isn’t an existing asset and law enforcement has asked for it.  Well, Kevin, as they say in Australia, “good on ya”.  You have identified a need and you have tried to meet that need.  No one else has that asset and it sounds like you have tried to do a good job of using accepted industry standards to meet the need.  THAT is good stuff.

However, I just went to discuss the concept of “those of us who want to do this right, but there are people with authority screwing things up so we can’t get in”, and realized that the post I wrote for that last week never posted as scheduled!  So that is now on the post schedule and I hope it does discuss some of the feelings I personally have in that regard. 

On June 16th, SAR Volunteer also commented:

I totally agree with your points. Please understand this are a handful of small volunteer K9 SAR teams in the state of SC who do NOT self deploy, do NOT work for anyone but the proper state or municipal authorities, train hard, carry their own liability and workmenscomp insurance, align their standards with NIMS Resource Typing, and are working to ensure they meet the proposed credentialing requirements.

And to you too, SAR Vollie, I applaud your efforts.  I think there is a place for the small volunteer K9 teams at the table as well, if they meet a standard.  Let’s take SC-TF1 again for example.  I have said over and over again, if we have people out there who want to do this stuff, let’s get them involved.  But not being a canine guy, I have some difficulty understanding some of the things the canine types are telling me.  So when I get national experts telling me one thing, and some guy with Rover in a pickup truck (or Expedition, as it were) saying his dog can detect live scent, cadavers, lost pets, and get a beer and catch a frisbee, understand that I am skeptical.  And the self-deploying thing is just purely bad in my book, but that’s a whole other issue as well that doesn’t stop with canine SAR teams, and DOES include career guys, departments, and organized teams, etc.  Frankly, if you (SAR Vollie) or anyone else in SC have dogs trained to find LIVE HUMANS in collapsed or damaged buildings, and feel like you can meet a standard, send me an e-mail.  I’d love to hear from you.  But anyone who calls themselves “Urban Search and Rescue” and they are running around doing wilderness searches, well, go back to my box of rocks comment.  Be what you say you are.

Anyway, I hope this illustrates some of the issues considered so far and we’ll get back on track with the next post (which should have published before the last one- go figure).  Please continue with your comments.  I certainly appreciate your perspectives.  Stay safe.

Firefighting as Asymetrical Warfare

2 comments

2005-1139There used to be a day when warriors considered it less than chivalrous to take cover or to shoot from a prone position.  Most of us in this millennium probably would never consider it a good idea to stand up and march forward upright into a withering hail of bullets unless we were certain we wanted to end it all right there.  While Napoleonic tactics continued to be used on the battlefield well into the 1900’s, for centuries, experts in the art of warfare were aware that when fighting a battle with an enemy that had a decided advantage, less than conventional tactics had to be applied.

As anybody who has ever been in the military knows, the one of the least preferable places to engage the enemy is on his own ground.  This is especially true in urban warfare, where going house to house can bring on any sort of undesired surprise.  Again, marching down the street in perfect formation, wheeling into position to the left or right, and moving forward to the center of the contested area is likely going to result in a heavy body count.

The advantage for the opposing force utilizing unconventional tactics is surprise; your force doesn’t know where or when the attack will come, you are unfamiliar with the terrain, you are unfamiliar with the weapons that will be used against you, and the attack is most likely going to come where your units are concentrated and have little ability to maneuver or escape.

Likewise, as we engage a fire in a building, especially in commercial occupancies, we have a disadvantage in that we are relatively unfamiliar with the layout, we may or may not be familiar with the fire load and the construction, and we don’t know for sure how long the fire has been burning, where it has extended to, or what components have been impacted.  We can get good reconnaissance when we do our preplans, but even then, unless it is a building you are in routinely, you probably aren’t going to have a good feel for the “terrain”.

Nonetheless, we have some holdouts in the fire service who continue to embrace the romantic image of the valiant firefighter, bolt upright, dashing into the flames with no regard for his own safety, and emerging unscathed with babe in arms, to the cheers of the crowd.  And before some of you haters out there begin to judge, realize that I come from four generations of these, of whom I am extraordinarily proud to be descended from.

And although I’m okay with that image in my heart, there’s a point where my head takes over.  Because while there is a certain amount of adrenaline surge in the glory of headlong engagement with the enemy, my years of education and experience kick in and I realize that I am locked in mortal combat with an enemy that has a decidedly favorable advantage.

If I choose to ignore the risks involved to the point that only the mission matters, if we had an unlimited amount of resources with which to throw at the enemy, maybe that would be okay (stick with me, now).  I don’t know about your department,  but in my department, we would have a limit of about one dead firefighter before things get a little crazy on scene (I’m being facetious; I hate to spell that out, but I’m heading off the hate mail).

There is nothing wrong with that image of valor I discussed before, but as I said in my earlier post, misusing the resources we have been allocated, of which losing personnel would be probably the most severe (at least it would be in my department), is a seriously poor contribution to minimizing the disaster and bringing it under control.  In fact, in most cases, it exacerbates it.

In no way should my opinion be construed as being against taking risk.  Risk is part of my job and if God strikes me down while taking what I considered to be a good risk versus an appropriate return, than so be it.  But risk to the exclusion of common sense isn’t valiant, it’s stupid.

Most of the firefighter deaths in this nation don’t come from valiantly charging into a burning building to save a life.  Most of them come from preventable issues, like cardiac-related incidents and motor vehicle collisions.  And while I mourn my fallen brethren just as terribly whether done on scene or in training, my job as a responsible emergency service leader is to insure that we aren’t throwing away souls toward lost causes or through poor judgement.  I know my family is appreciative when I come home intact, and so should yours be.

Saying you are for doing the job regardless of the safety aspects isn’t manly, it’s irresponsible.  Being cognizant of safe working practices doesn’t mean I stand outside a building and tremble when I roll up on a structure fire, but it does mean that I look at the fire progress, the extent of involvement, the building construction, and the likelihood of interior tenability (among other things) before committing my personnel.  Realize that this comes from a guy who has charred several helmets off the top of his head in his day and has had his share of hairy saves.  And I loved riding the tailboard just as much, if not more, than any of you out there as well.  But there comes a time when you look at what you are doing, and remember how close you came to throwing everything you had at the fire, only to have the insurance company write it off and be out there with a track-hoe the next day, hauling your “saved” building into a dumpster.

As Chris Naum says in his post on The Kitchen Table, there is a place in between overly cautious and overly aggressive that the good firefighters take their place in the line.  I ask that you consider that location and mark it out, and strive for the use of thorough size-up, sound tactics, and reasonable safety measures while remembering that there are more out there who depend upon you than just that victim.  Don’t throw everything you have at a situation you can’t win.  Choose your battles through knowledge and skill, and do the best you can do.