Remember when most EMS organizations were staffed by underpaid, highly motivated people - who just cared!
How do you think this is being affected by mega-national corporations who care more about their shareholders than the patients receiving care?
"And the third step, so difficult to avoid, is that the growing organization starts hiring people, not necessarily people who care, to grow their ever-industrializing company. And since they are servicing customers who don't care, those employees who don't care can get away with it (for a while)."
ran. As soon as I turned the corner I could see the flashing lights. Note to self: start exercising cuz you can’t even run 4 blocks without needing a defibrillator. As I approached the group of people crowded around my son lying flat on the park wood chips, my heart sank. I could hear him gasping for breath and crying out in pain.
The Huz caught up with me just as the paramedics were putting a brace around our son’s neck and head.
"Am - I - gonna - die...?" Tears leaked out of the corners of his eyes.
The winds of national change blew into Oregon this year, which brought new EMS titles, added the AEMT level and transformed old curricula into educational standards. The Oregon re-licensure requirements were also modified in order to transition current EMS providers to the new education standards. For First Responders and Emergency Medical Responders, the transition starts now. The transition for EMTs, AEMTs, EMT-Intermediates and Paramedics will occur during the 2013–2015 re-licensure cycle
What's the most urgent, important, celebrated element of your organization's work? If it involves the status quo, the thing that got you here, it means the new stuff is going to be treated as a little bit of a sideshow...
Those who send text messages while driving are 23 times more likely to be in a crash. Take the pledge to never text and drive now at itcanwait.com or share this message to spread the word about the dangers of texting & driving.
Everybody thinks they’re a leader – most are far from it. The harsh reality is that we live in a world awash with wannabe leaders. As much as some don’t want to admit it, not everyone can or should become a leader (my take on the born vs.
Learning what doesn't work, is the work of a lifetime, but often we approach it by trying to figure out what does work for us. It's a trial and error process for most - often discouraging, and occasionally rewarding.
For too long, we’ve thought of “hard skills” and “soft skills” as mutually exclusive. Hard skills are supposed to provide the value, and soft skills supposed to be subordinate, inferior, and all about feelings. Some frameworks of leadership reinforce this myth by encouraging positioning leaders as above the group and magically removed from doubt and anxiety.
Gary Walter's insight:
He makes a great point - the interpersonal skills are often hardest and we overcompensate through our technical skills.