Are you treating yourself and other EMS personnel as professionals? This is a very important aspect of this question. Too often people see themselves as “just EMS” or compare EMS to others in the medical profession rather than see themselves and the industry as a crucial aspect of healthcare. It starts with how you see […]

There’s two ways of looking at this. The traditional way of thinking about this is in order to improve myself I have to fix my weaknesses. That’s like deciding to become left handed when you are right handed. It’s a lot of energy and effort for very little improvement. Another way of looking at it […]

Having less drama, improving communication, and having more cooperation are the results of a culture which is either there by default or by design.What (or who) are you focusing on? The 20% who are highly engaged or the 10- 20% who are actively disengaged (drama, poor listeners, uncooperative)Shift to a coaching mindset to bring out […]

Be sure that when you are getting feedback that you are in a calm/peaceful state of mind. If your mind is revved up (lots of insecure or worried thinking) any feedback will seem negative or offensiveTake some time to think about a time when you received feedback that was helpful / constructive or didn’t occur […]

Having 100% coverage is a great goal, what if you had the problem of an abundance of people and imagine a future when you are getting 150% coverage and asking yourself “what do I do with all of these people who want to participate?”It’s possible people just aren’t excited to walk through your doors. What if […]

People resist change that they have no say in. Are they not feeling valued?Get curious as to why they are resisting vs labeling them or thinking “that’s just who they are”Interview them and listen to learn vs. Knowing it all Co-create a future where they have input. Help them see the context or purpose for the […]

Is this really your biggest challenge? Ongoing conversation around chores. What if chores are a symptom of a bigger issue? If you have an elite team or world class organization the chores conversation disappears.What if Lazy doesn’t exist? Perhaps it’s a conclusion that you’ve drawn, where else is this happening?Be clear about expectations & having […]

This question assumes you know what others think.Is there a bigger conversation to be had around accountability & keeping your word? Do people acknowledge when/if they mess up? (blame culture? Psychological safety) How does the organization react to errors? People blame others mostly because they are afraid of the consequences. Is a mistake a development […]

There tends to be a negativity bias in how most people connect. Frankly it’s much easier to complain about things vs. talk about what’s new & exciting, likely because there’s not much new & exciting for most people. Optimism is viewed as pollyanna or weakRobert Fritz once said “In the absence of a great dream pettiness […]

Plan on them leaving. If you know how to grow a great employee you are not afraid or worried when someone leaves. Structure for developing peopleDevelop a bench of capable people, invest in their leadership development. Think about what they are getting out of being with the organization?Think about the kind of organization you’d like […]