TRAINING NOTEBOOK❘ByBrian Zaitz
“Who is riding the seat?” This common question is routine language at firehouses across the nation. Riding the seat is a term that has been around for ages, far longer than I have been in the fire service. The term is associated with the company officer or acting officer, as the officer traditionally “rides” in the right seat or passenger seat of the apparatus. Recently, I have begun to think about this phrase and how it translates into today’s ever-changing fire service and the generations coming into the service and how they may view the position or perceive that terminology.
Today, more than ever, people take words literally. There is little deviance in a message, and its content is taken to the most real aspect. For example, what was once firehouse bantering among the crew can know be taken out of context or misconstrued. We must choose our words wisely, understand their impact, and recognize our changing work environment. With that, we likely should review common phrases such as “riding the seat,” as riding implies comfort and ease, and anyone who has spent a tour as the company officer knows that the position is anything but an easy ride.
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当我们看这句话和今天的消防服务时，至关重要的是，我们了解与谁合作，驱动它们的原因以及它们的核心价值观。尽管有许多世代的名称和群体，但三个组成了当前的消防劳动力：婴儿潮一代，Xers和千禧一代。随着婴儿潮一代开始退休和退出服务，Xers Generation担任高级领导角色，千禧一代进入服务，现在是时候仔细研究我们是谁，为什么“坐在座位上”一词可能没有更长的时间是合适的，我们还需要改变什么。
The Millennial generation is traditionally thought of as those members of the workforce born between 1982 and 1994. This generation grew up in an era of technology and connectivity from smartphones, social media, and data at their fingertips. This has led them away from traditional trade jobs such as carpentry and labor and into technology driven jobs. Many see this generation as narcissistic; often referred to as the ME generation, they are often seen as lacking motivation and lazy. They are ready to lead the workforce and believe their education and “dedication/contribution” should dictate their success; they often undervalue experience and time on the job. This generation values community, personal life, and family. As it relates to their work, they believe in positive reinforcement and adding value. They are not driven by money but rather personal time and job success. This is a reason many departments are seeing a rise in mandatory overtime and workers requesting schedules that afford more consecutive days off rather than pay raises or bonuses.
Although many might be ready to write this generation off and see gloom and doom for the future, it is important to look at their strengths. With our technology and social media-driven society, these members are fluent in the language and can aid us in connecting with our community. Likewise, they want to succeed; with positive reinforcement and clear direction, these employees can be driven and molded into the firefighters, fire officers, and chief officers the fire service needs. However, the current leaders must invest time and energy.
Xers Generation是1965年至1982年之间出生的工人，由于离婚率很高，单亲家庭或双重工作父母，通常被称为“失落的一代”。由于这种家庭风格，这一代非常独立，可以组织时间和任务以及价值完成。这一代人不太可能通过信任前进。相反，雇主/老板将必须赚取和维持信任。这一代重视努力和奉献精神；由于大学毕业生的数量很高，他们通常被称为“受过教育”的一代。这些员工了解平衡；他们重视公平的治疗，经验和教育以及工作时间。他们可以成为一些最好的员工和领导者；但是，他们也想受到挑战，如果他们发现自己没有未来的组织，他们将寻求新的机会来受到挑战。
As stated above, this generation is moving from the firefighter into the senior position, company officer, or chief officer. They have experience with real incidents, have likely seen a major change in the fire service, and often have weathered a “storm” or two within their own organization. This generation is key to maintaining the traditions and culture of the organization and must be called on to “guide” the new employees and cultivate the future of the fire service.
婴儿潮一代出生的那些员工之间1946 and 1964. They grew up in an era with the threat of nuclear war, civil right protests, and illicit drug use as normal daily activities. Today’s generation practices for tornadoes and earthquakes; this generation went to school and practiced for nuclear fallout. Technology for this generation included vinyl records and eight-tracks, phones were still mounted to the wall, and households had one television. This generation values experience and time on the job. Many of these employees have worked in trade unions or some form of manual labor; they understand and value an “honest eight” hours of work. They value their employer and understand the relationship between their job and quality of life.
是的，这一代人正在从消防部门退休，但他们不得离开消防部门。我坚信退休人员在车站停下来并分享他们的回忆。将这些当前员工和退休人员与我们的最新员工联系起来，将灌输组织的基础根源，并再次将文化带回家，显示组织的起点及其发展到现状。这些成员的价值是无价的，不能打折。即使他们可能不再处于薪水状态，或者可能开始计算退休的日子，但必须将其作为消防服务未来的文化延续。
为什么这很重要？它与原始问题有何关系？了解人们是领导力最关键的功能之一。随着我们的服务的发展，面孔/价值变化，我们必须理解和适应。由于与上述短语有关，我知道许多人可能会认为这个术语是“消防传统”，而且我们已经每天都在失去太多。我同意;但是，我们还必须确保那些担任公司官员角色的个人了解责任。我们必须确保他们通过培训，教育和适当的经验为职位做好充分的准备，以便不仅通过测试，而且更重要的是在该职位上有效和安全。他们必须知道，公司官员的职位只是乘车。这确实是通过领导才能“驱动”。
我是现实主义者。我非常怀疑明年我将走进车站，听到：“谁在高水平领导并对这位船员负责？”我知道它将保留，“谁坐在座位上？”作为现任公司和首席官员，我们应归功于下一代和消防部门，以灌输“座位”的含义。花点时间了解您的命令中的人们，灌输使您的组织伟大的价值观，使其比您发现的更好，然后将所有内容传递。
Brian Zaitzis a 20-year veteran of the fire service and assistant chief of operations and training at the Kirkwood (MO) Fire Department. He is a safety officer for Missouri Task Force 1. He is also second vice president for the International Society of Fire Service Instructors as well as a member of the Missouri Fire Safety and Education Commission. He has several credentials and degrees including Executive Fire Officer, Chief Fire Officer, Chief Training Officer, and a master’s degree in human resource development.
