In the fire service, the importance of culture cannot be overstated. It shapes employee behavior, influences decision-making, and in the end, it determines the success of an entire department or an individual crew. Next January, I will share the concept of Un-Re-Newing your culture at the TEEX Leadership Symposium. This strategy is designed to identify and correct the negative aspects, improve existing practices, and to ultimately introduce a new positive change. I believe this model is appropriate to use at any level of the organization. The first step is to evaluate any existing cultural elements that may be detrimental to your success. This 'Un' phase involves identifying and addressing the negative items in place today. We will discuss things that are Un-healthy, Un-trusting, or possibly even Un-believable. Your people will tell you what the ‘Un’s’ are if you ask them. We need to acknowledge these detrimental aspects in order to begin a new culture built on trust. The next phase centers around the ideas of Re-viewing, Re-establishing, Re-evaluating, and Re-storing the things we found as ‘Un’s’. We will talk about ways to identify areas of improvement and Re-establish relationships that may have eroded over time. This involves more than just a policy Re-view; it is about Re-storing faith in the mission. The final step in the Un-Re-New process is to intentionally make things new. This may involve implementing New commitments, creating additional policies, and establishing innovative processes that align with the desired cultural shift. Re-moving reminders of a past culture that may be Un-comfortable for employees is also important for success. In the presentation, I will share ideas for adding New things to the culture to help move everyone forward. In the Pedernales Fire Department, like most others, one of the goals we strive for is excellence. The Un-Re-New model offers a structured and effective roadmap for a cultural transformation that points us towards that goal. By addressing negative aspects (Un), Re-evaluating existing practices (Re), and implementing positive changes (New), a leader can foster an environment that promotes collaboration, trust, and innovation. Healthy leaders will look for ways to continually evaluate their culture using this model. Embracing this approach empowers those leaders and teams to find ways to move from an Un-wanted culture and instead move forward towards a healthier future. Your culture is worth fighting for! I believe that investing in a positive culture will lead to improvements in employee satisfaction, retention, and overall organizational resilience. We must recognize that cultural change is an achievable goal and take the necessary steps to make it happen.
This is a condensed version of the article by the same name that was originally published on firerescue1. 
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