John Lovato

Week in Review 1702


Brotherhood Coaching Live Audio continues to be well received by you, the listeners, and so I thank you for listening to these daily journal entries that I broadcast out to the public.

I give you the Week In Review for :  August 5th-11th
The reason you tear others down?

The reason you look for faults?


It’s bruised.

Get over it.

When we are jealous,
We are weak.

Be strong
Keep your ego and in check

Do work
Make shit happen

It’s easy to get wrapped up in life.

Worries about past issues.
Anxious about future encounters.

Some days just focus on today and enjoy those around you.


Click here to listen to whole audio clip“We will take it from here”

Have you picked up where others have left.

The story that started this journey.

Be your departments Captain America

Everyone is waiting for that person

So be that person and lead the way.


Click here to listen to whole audio
Life’s commitment is represented daily.

Your commitment to your fitness, family, faith, and the fire service.

When you get frustrated it is because you experienced a lack of commitment on someone else’s part.

You have two choices.

Accept their level of commitment
Get involved and make it better

Stop getting worked up if you do not plan on committing to making something better.


Click here to listen to whole audioBeware

Of the overly critical

They are the ones looking for fault in others.

Do you do this?
Do you know why you do this?

Bruised Ego

That person is doing something you weren’t picked for or didn’t have the courage to do.

We all have faults.
Stopped looking for faults in others.

Spend that time making yourself better


Click here to listen to whole audioWinning.

When you win a game
Score #1 in a challenge
Or get your way

What do you focus on?

The win?
The effort put in to win?

That satisfaction you feel is from the effort , the journey,not the win, the destination.

Focus on the effort.
If you didn’t win,
Learn a lesson and get back after it.

Repeat often.

All of these episodes and more can be found on the Brotherhood Coaching Facebook Page.  They are also all organized in a post in the Brotherhood Coaching Facebook Group.

– John

P.S.  I’ll be presenting “If not you, then who?” at the Great Florida Fire School this November in Fort Myers.  Get signed up and join me Saturday November 11th from 3-5pm.  Heres the link to sign up.

Copyright © 2017 Brotherhood Coaching, All rights reserved.

Week in Review 1702

Week in Review 1701



View this email in your browser
Brotherhood Coaching Live Audio continues to be well received by you, the listeners, and so I thank you for listening to these daily journal entries that I broadcast out to the public.
I give you the Week In Review for July 29-August 4:

SATURDAY, 29 July 2017:Our perception of what happens influences our behavior,

even if what we believe is not true.

How often have you believed what was not true?

SUNDAY, 30 July 2017:

What are you reading ?

MONDAY, 31 July 2017:

“Our perspective is based on prior experience ”

Those who have had it easy get butt hurt over meaningless occurrences

Those who have had to be resilient to experiences in their life tend to have proper perspective on events that happen.

How often to little things set you off?

WEDNESDAY, 02 August 2017:

You don’t know what you don’t know

Until you know what you don’t know.

Everyone has an opinion
No one seems to realize it’s an opinion and not a fact though.

If you want true insight on something?

Find someone who is successful in what you want

Then do what they do

This is the most efficient way to operate

Keep your emotions in check

When you lose control of your emotions,

You lose control of the situation.

Calm is contagious,
And so is chaos.

What are you most passionate about?

What are you least passionate about?

What we are passionate about is a choice for everyone.
We all have different levels of interest.

Don’t expect everyone to be passionate about what you are passionate about.

You’re wasting energy.

The purpose of a team is to close the gap on areas of weakness.

Everyone brings something to the table.

Find that something.

All of these episodes and more can be found on the Brotherhood Coaching Facebook Page.  They are also all organized in a post in the Brotherhood Coaching Facebook Group.

– John

P.S.  I’ll be presenting “If not you, then who?” at the Great Florida Fire School this November in Fort Myers.  Get signed up and join me Saturday November 11th from 3-5pm.  Heres the link to sign up.

Copyright © 2017 Brotherhood Coaching, All rights reserved.

Want to change how you receive these emails?
You can update your preferences or unsubscribe from this list.

Email Marketing Powered by MailChimp


Week in Review 1701

Positive VS Negative

I want to talk about positive versus negative, and the first part is going to be the feedback.  Positive feedback goes a lot further than your negative feedback a lot of the time. I’ve gotten some really nice private messages from people, comments, posts, etc. It feels really good and I appreciate that because what you don’t see are some of the negative feedback that I get for some of the stuff I do. I’m not going to share that because when it comes down to it, negative feedback, that’s a reflection on the person giving it, not the person receiving it. I’m not really going to dive in on the deep part of that, but understand that that’s the reflection on the person giving it and their perspective of it, really not you as an individual if you’re the one getting the negative feedback.  The positive feedback I’ve gotten completely outweighs some of the negative stuff that gets brought up or is opinionated.
I’m also going to talk about positive versus negative with teaching. I seem to have pretty good results when I’m teaching at the Fire Academy and then at my station with training. Something to remember is not everyone knows what you know.
I was very fortunate growing up around fire service. I’ve been affiliated with the fire department since I was 16 years old. I cannot expect someone day one to know what I know after the years I’ve put in, and neither can you. It’s really not fair to the individual. You have to understand what level they’re at and go from there. Everyone’s going to be different and you need to pinpoint their base level and help them get better.
As long as people are improving and getting better, it’s good. If someone can’t force a door prop right away or their first fire the best, they need improvement. They don’t need to be ridiculed, bashed, anything like that. The minute you start yelling is the minute you have just lost control over the situation. Have I done it? Yes I have. I’m human. I’m just a man. I tell my wife that sometimes when I get in trouble. I’m Just a man honey.
Understand that at the end of the day ask yourself, “What is my goal?” If my goal is for this individual to get better, then is what I’m doing going to help that by yelling at them? Probably not.  We yell when we are incapable of handling a situation. So you got to ask yourself, “How can you be better?”
If your point is to make someone feel bad and shut down, yell, because that’s what you’ll start getting. People tend to shut down, stop listening, and depending on their past experiences, aren’t going to respond as well as oppose to your coaching and motivating and pushing them towards that right direction. It’s instinctual. People talk about the … I might get the wording wrong, but that 2,000 year old mind. You hear that as basically our brains have not evolved enough to what goes on if that makes sense. We go instinct. The fight or flight response, and that’s why a lot of times we respond the way we do. If you can remove the emotion out of it, you tend to respond a little bit better, but at the end of the day, positive feedback goes a lot further than your negative feedback.  If you continually give negative feedback, then that’s on you.
Be a positive influence as oppose to a negative one.
if you liked this post, I recently published a book called “Fix Your Firehouse:  7 strategies that produce a winning team”.  Its gotten great reviews on amazon

Positive VS Negative

What is Brotherhood?

I want to talk about…. what is brotherhood?  Plain and simple. Brotherhood is treating others like family. In a family, sometimes you’re there to prepare people and make them better. Sometimes you’ve got to be hard on them. Sometimes you just need to be there for them. I think a lot of that gets lost. Sometimes people think it’s not their job. We’re just co-workers and I think that’s the wrong attitude because not everyone grows up the same.

Some of you might have grown up with a construction background while others didn’t. Some of you might have grown up in a background with computers while others didn’t. We all have different strengths and weaknesses. I hear a lot of guys saying it’s not my job to turn him into a man. Yes, it is. That’s the difference. That’s this profession. We are a family. Everyone comes in with a basic knowledge from the academy, very basic. It’s up to the crews to develop them further.

Too often we think everyone should be a certain skill level right when they walk in the door but most of us, it took us 10, 15, 20 years to know what we know now. That new guy walking in doesn’t know. I think we’re too hard on them not realizing they just don’t know better yet and that’s part of building that environment and culture in your department of that family atmosphere and taking care of each other. You never know when you’re going to fall on hard times.


It doesn’t mean you turn a blind eye to stuff. You’ve got to deal with things. You can’t avoid conflict but I think that’s the part that’s lost too often is not trying to take care of people and give them the tools necessary so they can even help themselves.


Something I’ve seen lately, a couple new guys we’ve had coming in, they probably lacked a strong father figure growing up. You can tell that with just some of the regular handy skills around the station while others had that. It’s always about sharing, sharing what we’ve got, helping people out to be a little bit better and putting that extra effort out there. If you’re coming in doing the bare minimum, you can’t expect to get very good results from it or be complaining about administration if you come in and just get by. I think too many people also put in the minimum and they expect different results to go on. Right now, my agency, we have, our number one chief is retiring end of January and our number two chief’s retiring end of February so our city manager say he’s going to look outside for a chief. I’ve heard people state, nothing’s going to change. That’s unfortunate because those are the same people that do the same thing every day and they don’t understand that they can change what their doing to get the results they want to see.


I can speak at my station and actually, the guy that relieves me, we do things differently than most of the others do. That’s just with training every day, clear expectations, and working with each other. Not everyone does that. That’s not saying that the rest don’t but a lot of them aren’t as clear on everything that they want to get done, doing riding assignments and practicing game plays for when you get the big fire. I’m looking forward to see what this outside chief might bring. Anything is possible. You can change anything you want but you have to do something different.


The brotherhood’s there. It’s always been and always will be for the guys that give it. You’ve got to give the effort to receive the effort. If you don’t take care of your people, they’re not going to want to take care of you.

What is Brotherhood?

Succession Training at Every Level

Lets talk succession training. It always seems to be a hot topic when a bunch of firefighters get together. There is either a lack thereof or something that they always want to see happen within their departments.

I see as there’s two types of succession training. There’s formal and informal. Formal is going to be at department programs, maybe some larger agencies might be common. Even smaller ones are starting to get it.  You got to go through this program. It’s 40 hours, one day, two days. Sometimes it’s mandatory, sometimes you’re just there to learn. That’s the formal part. I think that’s what everyone wants is a formal part. What we don’t realize is we all have an informal succession training going on with all our departments. We don’t have a formal succession training in my agency. We’re working on that though. The informal is what we have right now and what lot of places do.

What’s the informal? Informal is you lead by example. If you’re the engineer it’s the firefighter’s seeing what you do. If you’re the captain, it’s the engineer watching what the captain does. It’s the captain watch what the BC does. The battalion chief watching what the division chief’s do, to the deputy chief to the fire chief. People may not like that as a training plan, but that is one that exists no matter where you are. It is what you’re leading by example with, your actions.

The other part of informal would be when it’s up to the individual to go out and get their own training. That can do well with self-motivated people, but you’re not going to get everyone. How do you seek it yourself? It could be books, learning from other people, getting an insight from some of the greatest minds out there and learning what they had. If you’re not out there obtaining the information than all you know is what either your parents taught you or a few officers that you had taught you.

Conferences, it’s another way. You get around a bunch of people and pick their brains on what’s the best practices. Maybe their agency had a formal program and there’s just someone there to share with you.

Something I came across, which I guess would be informal, is intent-based leadership, which is talked about it in the book “turn the ship around”. I use it in my firehouse. I really didn’t start realizing that it was actually succession training until recently. I had it occur before where I was using something called the ladder of leadership on it. There’s more explained in the book or in the class I did about it which can be found at I had to work with an individual on his acting officer and I realized by following that template we already did a bunch of development that was required in his task book.

Recently I’m working with another guy. When I started looking at the book about everything you have to complete for signing him off I realized that, once again, a lot of that development we’ve already done. Maybe some of the paperwork and formal computer work we haven’t, but a lot of daily actions of putting on trainings, being a leader around the station is already in the works. That’s kind of why I want to do this about succession training is it’s a simple program that intent-based leadership and utilizing their ladder of leadership to guide you through it to where you can actually start the process to this way.

The guys hit the ground running. There’s not a lot of guess work to it. If you’re doing that every day then everyone’s evolving. While I don’t know how this works at a higher level where you’re not around your crew all the time. Let’s say coming from a deputy chief’s spot, I think it’s a work in progress. If any of you are in those positions and you start utilizing it, I think it’s a step in the right direction.

Once you get the ladder leadership all it is is using your words to get people to solve their own problems and make those decisions. What they’re doing is they’re coming to you, instead of coming to you saying, “Hey, this is the issue we got,” they’re going to say, “Hey, this is the issue we got. This is what I think we should do. This is what I want to do.” That keeps everything so there’s not one decision makers. You got everyone involved with that.

I wanted to share with you the formal-informal succession planning with intent-based leadership.

Start Today!

Succession Training at Every Level

Good Vs Great….Where do you fall in?

The Good vs Great Mindset frustrates many.
What it is, most of you guys can relate to this, we have something called minimum standards in the fire service and most people meet minimum standards. They’re a one-year firefighter their whole career, that’s their choice. There’s others that want to master the craft and keep going on and challenging themselves and learning more. I want to call them the great. You have the good, which is minimum, you might not agree with me on that’s good, but let’s just call it that. Good to great. The good don’t understand the great, and the great don’t understand the good. How many times did you sit there and be like, why doesn’t this guy want to learn more about this job, he can make it easier. Meanwhile, that guy’s going, why are you doing so much, you can just get by with minimal amount of work.
That’s the big struggle we have in the fire service, the good don’t understand the great and the great don’t understand the good. Let’s understand that the department sets the standards, the members meet it or they don’t. You can try and make people better but don’t get frustrated because they don’t want to be where you’re at. On the flip side the good shouldn’t get frustrated because there’s guys out there trying to be better. That’s a challenge we all have. Understanding human behavior and human culture, helps you deal with it.  When I do something and I’ve got someone  making negative comments because I train every day or I take my guys to our training field on our assigned day. That’s their perspective of the situation. By us going out there we make life easier for ourselves later.
But that kind of also deals with mindset and helping you guys understand when you’re going against these people they’re going to talk about you. If you do anything, people are going to talk about you. I would suggest give them something to talk about, no matter what you do. If you don’t want people to talk about you, don’t do anything. That’s probably the only way. Otherwise, get over it, it’s their perspective, their opinion, doesn’t mean it reflects anything on you.
Its your choice to be good enough or to strive to be great.

Good Vs Great….Where do you fall in?


Learn to overcome the learned helplessness mindset
We have built a society where problems are solved by others
We continue to think that we need others to solve our own problems
So we wait….and wait…..and wait for this unknown person to come make all our problems go away.
Meanwhile we do nothing but complain.
Problems are solved by work being done by those involved.
You are the one you have been waiting for.
You will be the one to save yourself from the problems you are having.
It takes WORK.
You have to do the work.
I recently went to my supervisor on coordinating a much needed officer development school for my department.
The first step was putting out a survey to determine the needs of the department.
Responses are coming in and this one made me think:
What have you tried so far that hasn’t worked for you?
-Voiceing opinion and suggestions
If you could have one question answered about the challenge you are having, what would it be?
-The correct person leading officer development not a relative newby
After reading the above questions and answers, what can you tell about the respondent?
Now I have only had a white shirt and gold badge for 2 years.  I’ve been a leader long before this though.
Voicing opinions and suggestions is nothing more than “talk” not action.  Action gets you the results you want.
The correct person leading officer development though?  Sure it would be great if an officer with over 25 years on the job decided to coordinate an officer development program for us, but they didn’t.   No one else is doing it.  No one asked me either.  I saw a need and volunteered to address it.
We make up stories in our heads on how things are suppose to be instead of how they are.  The only way to make them how you want is to do the work to make them that way.
No one is coming to save you.
You must save yourself.