-Jan Glidewell                        

Spring Cleaning

People like “stuff”. We tend to hold onto it year after year. We save and stock up on things that we don’t know what to do with anymore. Maybe we keep things because they hold precious memories of days gone by, or they remind us of our parents, grandparents, past loves or childhood. To part with these precious possessions seems out of the question. There is a saying that goes, “You have to get rid of the old to make way for the new.”  If you are feeling stuck or stagnant in your life, try spring-cleaning. Throw out some of that stuff, say goodbye to your past and welcome the new energy of your happy, healthy future. Try these three ideas:

* For good mental and physical health, we actually have two “houses” that need to be spring-cleaned: our physical homes and our physical bodies. Just as we accumulate “stuff” in the form of outgrown clothes, magazines, rusty bicycles, tools and random keepsakes, so do our bodies accumulate old food residues and toxins that need to be cleaned out.

*To spring clean your body, give it a break from rich and complicated foods by either cleansing or fasting for a short period of time. Cleansing means paring down your food to just simple fruits and vegetables, lots of water and perhaps whole grains. Fasting means limiting most foods and drinking lots of water, fresh vegetable and fruit juices, teas and soups. Without much energy going toward digestion, more energy is available to the rest of your body and mind. Cleansing and fasting can sharpen your concentration, help you gain insight and promote spiritual awareness. It can also bring improved immune function and better digestion.

*While you’re cleaning out your body and home, don’t forget to spring-clean your heart. Throw away negative thoughts and habits you’ve been harboring that no longer serve you. A clean, open heart will allow you to receive all the good that awaits you each and every day. If your heart and mind are cluttered, there is no room for life’s gifts and surprises to enter.

 Be well… and Be You…

Capture your wellness -

Jo

Jo@wellnessbyjo.com

Schedule your complimentary health consultation NOW -

We are now scheduling a local Spring Tour that will visit Firefighter 1 Academy programs here in California. We would like to schedule an hour of classroom time to present new information about the Work Styles Inventory written tests that are starting to be used across the Country for entry level testing.

Just recently I interview Stay Bell CEO of Fire Police Selection Inc. FPSI is the leader in developing firefighter written tests referred to as Work Styles Inventory tests. These written tests are being used coast to coast and are the latest tool for an agency to use while testing for firefighters.

Also our presentation will cover maintaining a positive mental attitude while testing for the firefighter position. Follow up with a group photo with the FireCareersBus and an added bonus to cadets. FREE access to the FireCareers web site discounted offers and more.

Thanks again either email me at Craig@FireCareers.com or call me directly 805-340-0043
I look forward to hearing from you.

Whenever a fire fighter applicant tries to get the job, senior fire fighters and recruiters do not consider physical aspects alone as there is something more important than the needed strength, flexibility and endurance- and this is a fire fighter’s personal qualities.

A fire fighter’s personality reflects his/her work ethics. It shows how he/she loves the job and how concern they are in helping other people’s lives and properties in jeopardy. So aside from taking a series of physical and medical exams, fire fighter applicants are evaluated greatly based on their personal traits and outlook in life. First of all, they must be the kind of people who are responsible enough not only for themselves but for the people around them as well.

A fire fighter’s outlook and determination on the job is what counts the most. Because of this Fire Brigades conduct Personal Quality Assessments or PQAs. PQAs are the fundamentals, the very core values and priorities of the Fire and Rescue Service, the underlying attitudes and behaviors upon which a fire fighter’s performance lies. The technical, procedural and operational skills are layered on top of these foundations. The tests that determine the behavior of fire fighter applicants are the Initial Test of Potential (ITOP), the PQA Interview and the PQA application form.

Personal Quality Assessments were formed based on the overall observation and study of the various Fire Brigades. These tests may vary slightly depending on the management level position where there is one for the supervisory management level- for those who proactively support change, adjusting approach to meet changing requirements. And the other one is the strategic management level- for those drive and manage the change process, seeking opportunities to create and implement improved organizational effectiveness.

Last but not the least, the personal qualities that every fire fighter must embody are:

• Commitment to Diversity and Integrity.
• Openness to change.
• Confidence and Resilience.
• Working with Others.
• Effective Communication.
• Commitment to Development.
• Problem Solving.
• Situational Awareness.
• Commitment to Excellence.
• Planning and Implementing.
• Political & Organizational Awareness.

The reason why PQAs are very important is that unlike trainings and tests, personal qualities cannot be learned in a short period of time. Most of the time, these traits must begin beforehand within the person. Once a person has these unique and noble traits first, the physical and mental aspects will follow. Thus, leading to an effective and high-quality performance. When it comes to helping others with great service and dedication,  Fire Brigades only want the best of the best. This is why physical and mental exams as well as the Personal Quality Assessments are taken very seriously and are followed up to its par.

www.usfra.org

            So as a kid I never got the writing assignment, “What did you do over summer vacation?” So I thought I would write about my experiences while visiting friends, made while teaching at an academy for fire cadets. Mike Sherron and I teach at the Ohio Youth Fire and EMS Academy (OYFETA) which is where we met explorers and instructors from the Colonia FD. We hit it off immediately and converse regularly even due to the distance between Ohio and Jersey. While at OYFETA the explorers were affectionately called “the Jersey boys.”

            Asst. Chief Mike Mackey was present at the camp and was chosen to become Chief starting the following year. As tradition in their department, a bi-annual dinner is scheduled to celebrate the new officers starting their 2 year terms as officers. Mike and I were invited on behalf of the chief to attend the dinner. As you can see Mike and I accepted whole heartedly. The kicker to the invite was to bring our turnout gear and “ride-along” with the CFD.

            Tony Giardina was our liaison with trip planning and would be our place of residence while in Colonia. Mike and I commented that we felt like visiting dignitaries. We had transportation to and from the airport in FD vehicles and were accepted into their department without question. Immediately upon arriving at the station we were given PASS tags for our gear. We decided to go for lunch after visiting the station and were accompanied by Tony. After nearly an hour and a half of being in Colonia, they were dispatched to a first alarm fire in Hopelawn for a residential fire. En route we were advised to go to the Islen FD for standby. It should be mentioned that a firefighter gave up his seat so that I could go with the responding engine to the fire.

            We were listening to the fire from Islen’s station when we heard a rit get dispatched to the fire for a firefighter down in the basement of the structure. At that time a second alarm was struck and we were en route to the scene. Upon arrival we donned our SCBA, grabbed our tools and approached the scene. We were ordered to relieve the crew upstairs. Our assignment was extinguishment and pulling ceiling upstairs to find the fire in the attic. Our crew consisted of the Lt, and 6 other firefighters including myself. Upon arrival we were told the fire initiated in the basement and spread throughout the balloon construction house.

            Upon entering smoke conditions were light on the first division with hazy gray smoke on the second floor. We were advised by the team we were relieving that the fire was in the attic but could not be found. As we started to pull ceiling the smoke became darker and started to bank down. The Lt on our engine was using the TIC and directing operations. After pulling ceiling in the bathroom we moved into the upstairs bedroom and continued to open up the area. Although the dry wall was removed no changes were realized it was not until we started removing insulation that flames were visible. Our hose line was used to extinguish all visible hot spots. While applying water to the flames we were advised by the rest of our team that the fire had moved behind us blocking our exit. We decided to retreat extinguishing the flames in the bathroom and withdrawing to the first floor for the next incoming crew.

            As we reached the first floor and exited the structure we learned terrible news. The driver of the Hopelawn engine had suffered a heart attack on the scene and was found slumped over the wheel of their engine. The operator 58 year old Bruce Turcotte was an ex-chief for Hopelawn. Prior to arresting on scene he was helping advance hose lines into the building. FF Turcotte was taken from the scene by Woodbridge Township ambulance to the nearest hospital with CPR in progress. FF Turcotte died at the hospital.

            I have never been on the scene of a Line of Duty Death. I do not wish to experience this again. However, as we all are taught when discussing RIT, continue your assigned task. DO NOT STOP YOUR ASSIGNMENT; and the firefighters of the Hopelawn department continued to do their assignments that day. The operations on scene were aided by the Metuchen ladder company and with their assistance as well as those on scene the fire was extinguished. It was later learned that the fire was a fatal and investigations are currently being conducted into the origin of the fire. All that was given was that is was “suspicious.”

            After fire operations concluded the Hopelawn firefighters were told of the events that transpired while they were extinguishing the fire. The emotions from me as well as those on scene were ones of respect and condolences. I felt extremely odd. I was accepted into the Family of the CFD, but how do I show the appropriate feelings for Hopelawn’s firefighters who have received the ultimate sacrifice and not appear fake?

            It is said in Ohio where I work full time that we are a family; but, we have nothing like the family that exists in Colonia. It truly is a family. Everyone has a nickname, the Ed’s, Vinnie’s and Tony’s that ride there at this volunteer department have a role, a purpose and an identity. Yet Mike and I were accepted into this family without question just like we belonged there all along. We were essentially just out of town cousins that were accepted and brought into the fold. Previously I said someone gave up their seat so I could go on a working fire; this is unheard of where I’m from. My family’s motto for riding entry is, “You can have the nozzle, when you pry it from my fingers.” Yet here they gave up that chance so I could “ride-along.”

            I guess the moral of my story is networking in the fire service really does happen at all times when you least expect it. Respect is earned at all times whether its teaching explorers/cadets or riding along with other fire departments. I can never repay the Colonia FD for the experiences I gained while in their presence. I cannot fully express my condolences to the Hopelawn FD for their loss. Most of all I am totally in awe of the family aspect of the fire departments on the east coast. Thank you so much for allowing me to see how your organizations function and giving me access to your firehouse. I am/will be in debt to you for a long time to come.

Keeping in touch with the customer’s needs will become an ongoing fire service challenges. The ability to continually repackage the organization and how we deliver service will directly regulate our survival in a rapidly changing future. Those flexible souls who can continually redefine their jobs ahead of the change curve will grow and prosper. Those who can’t, sadly will become road kill on the employment highway – members who staunchly maintain ‘they hired me to fight fire (only)’ will become ‘sail firefighter’ —occupational road kill that is run over and smushed so flat they can be recreationally sailed like a frisbee.

How then does a department overcome what Chief Brunacini describes as a “110-year history of military management style”? How can an attitude of going the extra mile for the customer be cultivated into the departments of public safety everywhere? And why should “adding value [and] being a more mindful firefighter” through customer service matter to a department and service that people rely on regardless of personal taste, and where there is no competition to be found?

First and foremost the ‘why’. It is true that the fire service today doesn’t have the threat of another company coming in and offering the same services, and yes even if everyone hates the fire department they still will be the first to get a call when a fire occurs and lives and property are in danger. However, when budget cuts or new legislation is presented where a disliked fire department depends on the voice of their tax paying customer a bad reputation and be as damaging as a terminal illness. One prime example of why the department at times will depend on the citizens of the community as much as the citizens depend on them can be found in within the Provo Fire Department (PFD). During the recent economic struggle that effected everyone everywhere PFD found itself between a rock and a hard place in relation to its levels of staffing. They were faced with a situation that if drastic interventions didn’t take place as many as six full time firefighter/paramedics would have to be let go. When the public caught wind of the situation facing their fire department they rallied together signing petitions, organizing demonstrations, and contacting local representative ultimately resulting in saving the jobs of the men and women whose customer service added a noticeable value to the community they served. When the attitude of mutual need between the community and the fire service is realized everyone will benefit to the fullest potential.

How then can this customer service behavior and way of thinking be developed within the ranks of the fire service? In the book Marketing in the Public Sector: A Roadmap for Improved Performance by Nancy Lee and Philip Kotler they provide a list of five ingredients that will lead to success in providing improved customer service to the community.

1. Support employees to deliver great service
2. Ensure that infrastructures and systems help, not hinder, service delivery
3. Consider or enhance customer relationship management systems
4. Discover the benefits of Total Quality Management
5. Monitor and track customer expectations and satisfaction levels

For the sake of this article we will be focusing on what could be considered the foundation of these five points, point number one, ‘Support employees to deliver great service.’ A recent article written in Fire Chief magazine by Bruce Evans titled It’s Time to Embrace 360 Customer Service provided statistics compiled from studied within the private sector. These facts stated that for every compliant received there are 26 customers with problems who haven’t complained to your organization. Six of those will have very serious problems with your organization’s service delivery. The average unhappy customer tells up to 10 other people about the poor service they experienced. Thirteen of those customers who have a problem with an organization’s service will go on to tell more than 20 people. Compare this to a person who experiences good service and will tell between three to five other people about their experience. If a complaint is resolved, 50-70% will change their opinion of the organization, and if the complaint is solved swiftly 95% will return to do business with an organization. These figures can easily and effectively be applied to the services both received and perceived by the public, and they prove the need for every member of the department to be dedicated to providing the best customer service at every opportunity that presents itself.

This attitude needs to be approached from two angles, the new firefighter, and the veteran firefighter.

For the new firefighter it starts from the interview. Bruce Nordstrom of the national retail store Nordstroms was quoted as saying, “We can hire nice people and teach them to sell, but we can’t hire salespeople and teach them to be nice”. Individuals who demonstrate as early as their interviews with the department the need and value of customer service are needed and should be valued by the department lucky enough to hire them.

For the veteran firefighter whose career has been formed and molded by their individual habits and ideals, new perspectives can sometimes be a challenge to accept. The excuse that is all too frequent is ‘when you’ve seen what I’ve seen…’ This doesn’t change the need for change only the way in which it should be approached. As discussed in earlier entries the value of incentives and disincentives can be a great motivator for change in attitude and behavior. Setting up ways to notice publically within the department those individuals who make extra efforts to go above and beyond can create a contagious feeling throughout the department. At the same time setting policy and disciplinary measures for those who choose not to provide adequate customer service and portray the department in a negative way within the community can also be a strong motivator for positive change.

Customer service is the fire service. We do not fight fires, bandage wounds, or extricate trapped victims. We serve customers, and we do that not only by fighting fires, bandaging wounds and extricating trapped victims, but also by going above and beyond to make sure that our individual actions add value to our communities.

Nutrition is a funny science.  It’s the only field where people can scientifically prove opposing theories and still be right.

I have noticed that as people improve their health, they become epowered to pursue the life of their dreams – the life they came here to live.

So, listen to your Bio-individuality – tweek your diet so that it works with you, pay attention to how you feel.  Our bodies are machines, if you put diesel fuel in a car that requires regular gasoline, there will be a problem.  It is the same as if you put twinkies in your machine, it won’t run as well as if you are putting in fresh fruit and vegetables.

With that said, here’s an amazing recipe.  Enjoy and listen to your body, it’s the only one you have.

Quinoa Pilaf

Prep Time: 3 minutes

Cooking Time: 30-40 minutes

Yield: 4 servings

 Ingredients:

1 cup quinoa

2 1/4 cups water or stock

1/2 cup dried cranberries

1/2 cup walnut pieces

1/4 cup chopped fresh parsley

pinch of salt

Directions:

1.   Rinse quinoa in fine mesh strainer until water runs clear.

2.   Boil the water and add quinoa and salt, cover and reduce heat.

3.   After 15 minutes add cranberries and walnuts to top; do not stir.

4.   Cook 5 minutes more, until all the liquid is absorbed.

5.   Remove from heat, add parsley and fluff with fork, cover and let sit for 3-5 minutes and serve.

 Be Well.. and Be You…

Jo

www.wellnessbyjo.com

jo@wellnessbyjo.com

Looking back 16 years ago we had no idea how to approach the task of becoming a career firefighter. However, it is now very clear that, if we had the information and experience that the Becoming a Firefighter Workshop provides we would have been significantly more prepared and definitely got hired sooner. The combination of the instructors, the material they present and the partnership with Las Positas College is will provide you with the essential tools to negotiate the extremely competitive hiring process. Here, you will learn how to negotiate the possible pitfalls that candidates experience and learn strategies to utilize producing the best possible experience. At the conclusion of the workshop you will have a basic understanding of the “do’s and don’ts” of the process. In addition you will have a clearer understanding of what to do next.

Over the last 3 years we have successfully assisted over 450 candidates through this program. Many have gone on and achieved the coveted job of Firefighter using the strategies and information they obtained here. This program is guaranteed to provide you with answers to many of your questions. If becoming a firefighter is truly what you dream of doing, then this event is one you can not miss

2012 Becoming A Firefighter Workshop Flyer v1

What does this have to do with the fire service? Unfortunately, too much. An aspect of this career that is so unique and amazing is the fact that going to work is like going to your home away from home, your second family so to speak. How many careers get to work each day with their ‘brothers’ and not just their ‘co-workers’?  How many professions are the workers on the front lines willing to die for the person in the jump seat next to them? Few, if any. Why then are there bullies among our brothers?

I understand emotions under stress can lead to unpleasant encounters and feelings. I get that this job is full of opinionated, A-type personalities. There is nothing wrong with that. People get upset, families argue, but when it goes beyond resolving a problem then it becomes the problem.

I know this is not a problem just for me, just in my station, my department or my city. This is a growing epidemic everywhere across the county and has no place in the job we call a brotherhood.

The Point: The fire station needs to be a place where brothers come together to serve others, resolve their issues respectfully, and leave the gossiping, backbiting, and bullying to the halls of the local junior high.

Whether you’ve been on the job for an hour, or for 30 years make the decision to be a brother and not a bully.

It is a piece on the “Firefighter Code of Ethics,” and here are the opening comments:

News of firefighter misconduct seems to make it into headlines nearly every day.

Instead of sitting idly by and complaining that any wrongdoing, large or small, gives all responders a black eye, a group of veteran firefighters decided to do something.

The Cumberland Valley Volunteer Firemen’s Association (CVVFA) with the assistance of National Society of Executive Fire Officers has created a National Firefighter Code of Ethics.

http://www.firehouse.com/news/10617345/group-creates-national-firefighter-code-of-ethics

Please take the time to read it, including the items under the list that comprise the Firefighter Code of Ethics.

Besides being the right thing to do, these items will not only assist you with getting hired, but staying hired and free from discipline. Learn from the good and also the not-so-good that other firefighters are doing so you can be the best you can be, and more importantly, you can be the most positive role model you can be – and someone your department and community is always proud to say they hired (unfortunately that is not the case for everyone hired).

Lastly, most oral interview boards will ask some type of question(s) relating to ethical issues you may face (stealing, alcohol, drug use, cheating, etc.). Besides having to have an answer on how you will address the issue in an ethical manner with nothing but integrity and respect, candidates that tend to score higher usually are able to tie in real-life situations from their experience or from experiences they have read about or heard about. Being able to paraphrase from a document such as this can help increase your scores if you properly show how the ethical issue you are asked about is inappropriate and is giving the fire service a black eye. It’s one thing to say something is inappropriate, illegal, unethical, or whatever similar term you’re thinking about – it’s another to back it up with facts and real-life situations.

For those of you who are wondering why this was even written because you are thinking that these issues would never occur because firefighters don’t do these things – please wake up, smell the coffee, and accept the fact that we are human, like everyone else. Firefighters put their pants on the same way as everyone else does, and unfortunately we have members that do inappropriate and/or unethical things at times, just like every other profession and that we all need to do what we can to preserve our reputation to ensure we continue to be a respected and credible profession, and one that is taken seriously.