New Traditions in Public Safety Is change possible in our culture?

New Traditionsin Public SafetyIs change possible in our culture?

Whats this up to now?

A Different Perspective

First Defining PointWhose presentation is this?

Traditions/CultureWhy do we do what we do?What is our job about?What traditions exist in our workplace?

How we answer these defines the culture

On TraditionsHow do we recognize or find an old tradition?

A HintThey are in the

Thats The Way Weve Always Done It Book

(Thanks Stacy!)

Assessing your Culture

What pronouns do we use?Are we passionate about our work?New EmployeesPubic Safety Mentality

On Public Safety Passion

How do we show our passion?

Passion Simple Organizational Test

When discussing a perceived issue, is it about provement or improvement?

on Public Safety Leadership

Public Safety Team FindingsStatus and EgoUs vs. ThemLow Standards Policy DrivenAmbiguityNever at FaultArtificial Harmony Talk About OthersInvulnerability Never WrongThe Five Dysfunctions of a Team - Lencioni

Leadership Construct #1Our Management does not know what they want until we tell them

Leadership Construct #2Staff gets the Leadership they ask for or deserve

Leadership Construct #3You get what you give If you dont like what youre getting, you better check and change what youre giving.

Core ValueHumor Me

Old Traditions

Our Needed Traditions

Unconditional Respect

Development from Within

Passion Without Negativity

Common Unified Premise(s)

Back to BasicsProactive / Positive (Shift away from Negativity)Solution FocusedIt isnt about provement anymoreWe are the stewards of our attitudeMission OrientedEducation Based Structure Focused on Professional DevelopmentLeadership Team 25% what we do and 75% how we get it done

On the Education Based StructureKnowledge is the only instrument that is not subject to diminishing returns.J.M. Clark

The only things that evolve by themselves in an organization are disorder, friction, and malperformance. Peter Drucker

What is our message with Correction and Discipline?

Policy Specific DisciplinePolicy Enforcement is ChallengingConsistency is a ConcernCorrection Occurs in One AreaProblems Appear in Other AreasComparatives to Other Employees Performance Always Create Noise

DisciplineProgressivePrioritized Offense DrivenUn-BiasedConcentric Circle Model

Concentric Circle ModelFocus on the TargetIndividualTeamDepartmentOutside Depts.ProfessionWhat did I/we do to cause this?Eliminate the background noise

Basis for Effective Discipline

33.3% or One Third TestPole Top 1/3 of Staff at Various LevelsCompare to Actions of Party in QuestionDocument the FindingsSame Actions = Education for Entire TeamDifferent Actions = Opportunity to RemediateEducation Based Model

Education Based ModelDiscipline What definition is applied?Education is best done as a positive vs. a negative (initially)It is far easier to document education than it is to document disciplineIn many cases, we give the employee an eraser

Education Based Model

EBM Key Concept

It is not the event / occurrence that matters, but how the party responds to education / redirection!(Think about Construct #3) Provide the Opportunities and Tools

5 Cardinal SinsDereliction of DutiesDishonestyDestruction of Property / Injury to OthersWanton Irresponsibility (including Customer Service Issues)Failure to Remediate

Three Page Employee ManualPage 1 Do Your Job

Page 2 Be a Reasonable Adult

Page 3 When in Doubt, Refer to Pages 1 & 2

Success in the Workplace

Closing Thought #1Change is Inevitable

Facts are stubborn things;

and whatever may be our wishes, our inclinations, or the dictates of our passion, they cannot alter the state of facts and evidence.

Closing Thought #2

Closing Thought #3 OShaughnessys Corollary

Closing Thought #4 Path of Least Resistance

There is nothing common about common sense

New Traditions in Public Safety

Questions?

New Traditions in Public Safety

Thank you for your attention!

Scott Parker, Deputy DirectorWilliamson County Emergency [email protected](512) 943-1389

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