So consider yourself a professional if you act like one. Train like the career guys, read and research like them, and when you work with them; treat them like a peer and I bet they treat you the same way. Because when you have 8 firefighters on a fully evolved structure fire and mutual aid is requested, I could care less what type of firefighters come, just as long as they are “professional”.

So consider yourself a professional if you act like one. Train like the career guys, read and research like them, and when you work with them; treat them like a peer and I bet they treat you the same way. Because when you have 8 firefighters on a fully evolved structure fire and mutual aid is requested, I could care less what type of firefighters come, just as long as they are “professional”.

So consider yourself a professional if you act like one. Train like the career guys, read and research like them, and when you work with them; treat them like a peer and I bet they treat you the same way. Because when you have 8 firefighters on a fully evolved structure fire and mutual aid is requested, I could care less what type of firefighters come, just as long as they are “professional”.

As I've said many times before, (http://tigerschmittendorf.com/by-definition/) “The survival and success of the volunteer fire service relies on our ability to create MORE opportunities for MORE people to volunteer LESS time.” In fact, you could substitute the term 'fire service' with virtually any other volunteer organization.

The job that once took 10 volunteers 10 hours a week to accomplish might now take 20 people who only have 5 hours a week to give you.

And I agree with FireDaily in that real success will come only with our ability to create speciailists — to allow our volunteers to be good at a few things…instead of poor at a lot.

So, to answer your question of “Who Needs Volunteers?” — I'm convinced that there are only two types of volunteer fire departments. Those who have a recruitment problem – and those who don't have a recruitment problem yet.

The only remaining question is: Whadayou gonna do about it?

As I’ve often said, (http://tigerschmittendorf.com/by-definition/) the survival and success of the volunteer fire service depends on our ability to create MORE opportunities for MORE people to volunteer LESS time. (You could substitute the words “fire service” for virtually any other volunteer organization)

The job that used to take 10 people 10 hours a week to complete, might now require 20 people who only have 5 hours a week to give you.

And I agree with FireDaily in that we live in a world of individuals — with individual tastes and talents. Our success will come only from our ability to create specialists – to allow our volunteers to be good at a few things…instead of poor at a lot.

Nicely done

I have found success in this approach: find out what drives each of your people, then use that power to get the most from them. For example, if FF Louie is big on technical rescue, then assign him to lead a company drill on technical rescue. He may not be the best teacher, but you'll get a great refresher class, and Louie will feel empowered and recognized for his talent.
It's a win-win approach that I've found can be applied in every day life with any person, and any organization.

I have found success in this approach: find out what drives each of your people, then use that power to get the most from them. For example, if FF Louie is big on technical rescue, then assign him to lead a company drill on technical rescue. He may not be the best teacher, but you'll get a great refresher class, and Louie will feel empowered and recognized for his talent.
It's a win-win approach that I've found can be applied in every day life with any person, and any organization.

It's costly to train someone whether they are paid or volunteer, so having a high turnover rate in the end may cost you more than just hiring someone full time.