Do you have one or two of the firefighter that do like to follow your idea and want the changes? If so use them to help talk positive about your ideas and new training. Ask each of them to try and get two other firefighters to get on board and so on. Also if you can I know it hard at times but get rid of the problem children or lessen there duties. It takes time a long time. I have only been chief two years and I'm having to go through that same things you are. Trust me I get very frustrated at times. But I keep moving forward slowly and I'm slowing making progress. Also try and think our side the box. I started and awards banquet now each year about christmas time. I give out awards, door prizes, and gifts like new tee shirts. I even do all the cooking for it. Show them then your in it for the long haul. Very slowy but as long as change is there I'm still excited
Just another thought...
Do you have an explorer or junior firefighter program?
Sometimes if you get a decent group when they are young, you can tap into their enthusiasm and train-a-bility and invest in the future.
It's a longer timeframe, but if you can get a core group of six or so in a few years, you'll have a good start.
No I do not, I have had to look into that for Staffing though:eek: I do have a Small group of three-five that Do what to see change, They have been working very hard to help me in any way that they can but the combined effect of a Negative Public imagine, a Worse attitude at the correct way of doing things, And some loosing there spine when faced with the possibility of making some one mad, has been detrimental.
Originally Posted by ChiefKN
This FD is soo Deep rooted in the Past that i think injection of Fresh Blood and Ideas are almost a Culture shock, I think they are worried about something new not working. the Changes that have came have been slow and hard fought, but after wards the old crew looks back and says" wow that was a good Idea."
It's never simple, but I've been in a situation similar to what you're describing. Our department was being led by a guy that had no clue and was interested in his own motives. The city finally saw what a handful of us were trying to tell them and dismissed him. The next day we had 4 guys, but those four guys were dedicated to the department and making it better. In the 10 years since, we've done wonders. Instead of saving foundations, we're saving trailer houses miles outside of town. Instead of first responders with only CPR training we're now an ALS provider. We dropped our ISO rating from an 8 to a 5 (which no one believe we could do) and still have some more room to drop it.
Originally Posted by Bushwhacker
It takes time and commitment, and dealing with a lot of frustration.
I don't know if you're a reader or not, but I'd recomment two books: "Good to Great" by Jim Collins and "It's Your Ship" by Michael Abrashoff. Both are books I was handed after being promoted to a training chief position with my career department, and both are books that I've learned a lot from and am trying to apply to both my career and vollie department. When you first start reading either, you wonder how it's going to apply, but it'll click.
Stick with it. Once you start seeing things change it's well worth it. The problem you'll face then is keeping it going, which can be equally as frustrating.