Building a Team

Replies to This Discussion

Permalink Reply by Scott Richardson on April 20, 2008 at 11:29am

Hey John,

Thanks for the encouraging words. We just finished a consolidation study on the feasibility of merging two departments. We are now in the process of developing an implementation plan so the timing is ideal. Our response area has more than doubled since I got hired and we have over 20 million sq ft of construction in the works. Suffice it to say we have a lot of target hazards, especially for trench collapse, rope rescue (a lot of hi-rise cranes in operation) and structural collapse.

Again, thanks for the encouraging words!

Scott

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Permalink Reply by Scott Richardson on April 20, 2008 at 11:36am

Hey Chris,

I think you will see some pretty big changes now that the merger voting is out of the way. We are going to need to reduce our technical rescuer pool down to a manageable number for proficiency. I think the survey sent out to everyone did most of that for us. I will give anyone who whats it the tools they need to be successful. I draw the line at babysitting though. I want to make sure my communication is clear, concise, and understood. I also want to ensure I understand where the members are coming from. After that, We have a team to run. I welcome anyone who wants to be a part of progressive change. I thank all of those for their service that got us where we are but if they are tapped out it is probably time to move on for their own sake as well as that of the team.

BE SAFE...Scooter

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Permalink Reply by Chris Piepenburg on April 20, 2008 at 8:30pm

Scott,

I agree 100%!! I think things are going to start to move fast and once people see what we're doing I think they will step aside and say it's not for them. But i also think that a lot of people are going to be out there saying that they "deserve" to be some where because they have been here longer without putting in the time.

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Permalink Reply by Scott Richardson on April 20, 2008 at 10:27pm

The beauty of the system is the leadership of the team gets to make those decisions, not them! For those that do not know, the leadership of our technical rescue team consists of the Team Managers (2) and the Discipline Specialists that have put in the time to develop disciplines for the team. In other words, the ones that make me look good. A wise chief once told me to surround yourself with excellence and give them the tools they need to perform to their potential and everything else will take care of itself.

I have been blessed to do just that!

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Permalink Reply by Kevin Sandifer on April 26, 2008 at 4:50am

As many others have said, Trust is the biggest issue. Consistency is a big one. One you have the consistency and trust you must train together. Train alot. Knowing what each other will do will bring alot to the table. Over time the experience will come and with experience will come a great team. Talk with others who have similair teams and learn from them while bringing new ideas to the table.

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Permalink Reply by Bill Sullivan on April 27, 2008 at 5:06am

I think, in many cases, it is a situation where people fear that which they have little knowledge or experience about. The first place I would start is by having the BC's become involved in the training these teams do. At an observational level at first. The BC's first have to see for themselves how motivated and dedicated these people are to their particular disciplines; be it high-angle, trench, collapse rescue, etc. I think it is, at times, difficult for chief officers (who are very knowledgeable, experienced and dedicated themselves), to realize that these special teams can become part their emergency service arsenal without them having to become experts in it themselves. The BC's will quickly see, through their observation of the training sessions, that these teams are lead by capable personnel who will be easy to work with within the ICS structure. The BC's will learn to trust the experts in the field and the abilities of the personnel involved. I spoke about ownership above... If you can get the BC's to the training and show them how well trained, professional and how well lead these teams are and how valuable an asset of a special rescue team he or she has at their disposal, before you know it the BC's will be bragging about them. This is also important to you and your team because I would guess that someday one or more than one of those same BC's will become Chief of Department. It is then that you and your team will reap the biggest dividend of your efforts by having the support of the top guy, having developed a good working relationship. So I guess my humble advice would be to get the BC's involved in your training. Let them see it for themselves. I hope this helps.

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Permalink Reply by Scott Richardson on April 27, 2008 at 3:57pm

Hey Alex,

Your examples are a few very good examples of why history is a double edged sword. As bob said, ego! Ego can be responsible for things like animosity, grudges and letting bygones be bygones. Compounding this problem can be things like lack of trust, not even in you but in those that preceded you. Nevertheless if we went in with the attitude of regardless of those before us, we are better...We would have a tough go of it. The more distrust and pain that has been caused the more "gentle" the approach must be.

Thanks for the input!

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Permalink Reply by Scott Richardson on April 28, 2008 at 12:39pm

Kevin,

Thanks for the good words of wisdom. We are in the middle of merging two technical rescue team. Needless to say, communication is critical at this juncture. It is an exciting time to have the privilege to lead one of these two teams. Creating a balance between gaining input and having a team by committee is always a good challenge. Put any 63 firefighters in a room and you are sure to have a ton of chest puffing and egos.

A great learning experience none the less!

BE SAFE!

Scott

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Permalink Reply by Dennis E Sampson on April 29, 2008 at 1:25am

Hey Scott,
In my Department I find the biggest road block is getting the members who control the department to buy into the new fire service and its needs. As the younger members buy in with the progressive members to train and advance in the requirements of our communities geographics, the others who do only what they need to, try and tear it apart. We have to large lakes, 70 foot ravines,tidal water ,Train line transportation Hub(North Jersey Coast Line) 2 Major Highways,3 Major County Roadways ETC. The need is there, the desire is there, but the support is not ! My Company has become certified in Ice and Water Rescue, Tec Rope Rescue, Confined Space Rescue, Haz-Mat Operations with one Haz-Mat TEC. Highly Trained Rit Team, NJ State and NREMT' s ,and EMS Response ENG. Getting those to understand this is not the fire service of old and we are responsible to the changes and not here to just fight fires is at times unbearable. We train to maintain our skills but get burned out trying to convince the others. So I guess the answer to the question is Politics and the Couch Potatos!!!!!! Great Question ! STAY SAFE !!!

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Permalink Reply by Neil Campbell on April 29, 2008 at 4:30pm

A Team Leader that is in it for the wrong reasons usually means the team is going to stuggle. A Team Leader that is involved to pad a resume, or gather lieu time, is a Team Leader that usually is a roadblock to forward thinking, training and crew bonding. Finding a Leader that really does want to learn, and make things better for the Team and the Department is the key to success.
Neil

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Permalink Reply by Scott Richardson on April 29, 2008 at 6:31pm

Dennis,

I understand how frustrating if can be when everyone doesn't see the same needs. It sounds like you have a tremendous potential for many disciplines within technical rescue. Is the issue that the management of the department won't allow your members to spend more time and money on these disciplines or do some members simply not participate?

Keep up the good efforts, they will pay off!

BE SAFE!
Scott

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Permalink Reply by Scott Richardson on April 29, 2008 at 6:36pm

Good Point Neil,

Becoming a team leader means you are just beginning another learning curve; the learning is not over, it is just getting started. We have all seen managers that are in a position for the wrong reason. I would argue that manager is a better title for them than leader. I reserve the term leader for those who realize it is their job to provide those under their charge with the tools to be successful, no matter what team they are a member of.

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