自满还是积极脱离接触：关于糟糕的态度怎么办？

您是否曾经和一个人对此的观点或态度对此话题如此糟糕，以至于您只是在听他们的话？作为领导者，我们经常负责将人们的观点和/或绩效调整为组织的期望。实现这一目标通常涉及必须与对消防服务的价值观和兴趣可能与我们自己的价值观和兴趣的人进行“艰难”的对话。如果您渴望的标准是他们所工作的群体或文化的少数文化，则尤其如此；简而言之，当团队中支持他们的自满情绪时，这要困难得多。

I've struggled throughout the years to understand how someone could have such a poor attitude about a job that is so easy to love? But nevertheless, every year organizations including the fire service find only about 33% of their members are actively engaged in the job (Gallup Polling). What's even worse, another third of our organizations have members considered "actively disengaged"--which means they are actively working against the grain and health of the culture. It's not hard to figure out who is who, just spend ten minutes listening to the conversation at the firehouse kitchen table.

当我是一个新的消防官面对面with such an attitude. Unfortunately, my best intentions of having a conversation to motivate the employee to care more, do more, and be more ended up alienating him from wanting any of those things. No matter what option or help I presented the employee, they refused to acknowledge that they could change their mind about how they felt. But in looking back, I could have done a lot of things better for him--I could have been better.

那我会做什么？

它始于创造更健康的文化。这涉及关注正确的事情，而不是什么。这并不是要对不健康的行为视而不见，而是要了解健康或持久变化并非一夜之间出现。您不能决定某人在第二天以相同的体重出现时会减掉20磅，并生气。乔科（Jocko）称这是牺牲了短期的牺牲，以朝着更大的局面。伟大的领导人似乎已经弄清楚了如何在不牺牲更好地追求错误的情况下平衡耐心。我试图过早地创造太多的变化和前进动力，而没有建立买入的关系，而对于大多数人来说，它是压倒性的。

What are the benefits of creating a healthy culture?

领导consultant Patrick Lencioni offers that "People in a healthy organization, beginning with their leaders, learn from one another, identify critical issues, and recover quickly from mistakes. Without politics and confusion getting in their way, they cycle through problems and rally around solutions much faster than their dysfunctional and political rivals do. Moreover, they create environments in which employees do the same" (2012, The Advantage).

不难想象您组织中的健康状况。当您出现工作时，您是否有强大的高级成员指导和指导新员工？作为主管，您是否会花时间梦想要为您的转变而挑战和乐趣的事情，例如在获得的结构中进行培训？或者，您在开车上班时感到畏缩，想知道是否有人会不必问您实际检查卡车，然后是您作为主管的情况，必须提供100％的动力来完成工作？

The thing about healthy organizations is that health begets more health. It happens this way because our culture passes down the expectations from the generation of one worker to the next. The junior member is learning while he's mentored by the senior guy, that one day he'll be expected to the do the same. If you are wondering how healthy your team or organization is, spend five minutes at the kitchen table at shift change, and see what kind of things dominate the talk over coffee.

Every organization has a heartbeat. Regardless of your position in your agency, each day you show up to work and choose to be a pacemaker, generating activity on your team that will benefit the community you serve, the people you work with, and the organization you belong to. Consistent and intentional actions that reflect the core value of service to others move teams and organizations forward. Healthy teams and organizations have an inherent ability to resist the viruses of selfish, complacent, and unmotivated people. Time to go do work.

#Leaderswanted

作者生物：本杰明·马丁（Benjamin Martin）已有16年的时间公共安全，目前是弗吉尼亚州一个大型大都会消防局的中尉。他是国际领导力的国际演讲者，包括他的娱乐性和独特的情感智力和组织文化。本杰明（Benjamin）为消防工程，消防杂志，消防部门培训网络（FDTN），国际消防服务188金宝搏是正规吗教练协会（ISFSI），FirefighterTooltoolbox和Firefighterwife撰写了领导力文章。

本杰明（Benjamin）在弗吉尼亚消防官学院（Virginia Fire Academy）工作了多年，也是大都会里士满公共安全学院的创始成员。他拥有消防科学学士学位和公共管理硕士学位。他目前正在研究组织心理学的学习和领导博士学位。本杰明还是领导培训的所有者和运营商www.EmbraceTheResistance.com。

如果您有兴趣了解更多信息，我会谈论我的FDIC班级中学到的许多经验教训，即陶醉的领导力：战略性地思考与情感上的反应。更多信息可以在我的网站上找到www.EmbraceTheResistance.com。