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What are the best ways to promote a culture of preparedness and resilience in resource management training?

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Resource management is a crucial skill for emergency managers, who need to plan, coordinate, and allocate resources effectively during disasters. However, resource management is not only about logistics and operations; it also involves creating a culture of preparedness and resilience among the staff, partners, and communities involved in the emergency response. In this article, we will explore some of the best ways to promote this culture in resource management training and education.

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1 Why is culture important?

A culture of preparedness and resilience is a set of values, beliefs, and behaviors that support the readiness and adaptability of an organization or a community in the face of emergencies. A strong culture can enhance the performance, collaboration, and innovation of the resource management team, as well as the trust and engagement of the stakeholders and beneficiaries. A weak culture, on the other hand, can lead to confusion, conflict, and inefficiency in the resource management process.

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Jeremy Dewberry

Safety and Security Consultant, Operations and Firearms Instructor
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Culture refers to strong beliefs ingrained in the group and corresponding behaviors driven by those beliefs. Those beliefs and behaviors bring the individuals together to express and achieve common goals. This is why preparedness and resiliency must be achieved through culture an nothing less. This requires everyone to be educated, trained, equipped, empowered and expected to know and follow protocols. Anything less than 100% buy in, understanding, and agreement leaves room for errors but also provides the opportunity for growth and development of resources. It is also through growth and development of resources that you will find areas where support is needed to build and strengthen the culture.

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Andrew Vigueira

Retired Emergency Response Professional and Instructor
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The culture should have at its core a dedication by all of the importance of protection of life. Another key component of culture is an acknowledgement of the potential harm than could come from a lack of safe operation and readiness . Resources include all people that interact within the system to enable the organization to accomplish it's mission. The role of each must be understood and carried out responsibility and competently. The entire organization must have confidence that when adverse events occur, the planning, training, and preparation will produce the best possible outcome.

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2 How to assess the current culture?

Before designing and implementing any resource management training and education program, it is important to assess the current culture of the organization or the community. This can be done by using various methods, such as surveys, interviews, focus groups, observation, or self-assessment tools. The assessment should aim to identify the strengths and weaknesses of the existing culture, as well as the gaps and opportunities for improvement. The assessment should also involve the input and feedback of the staff, partners, and beneficiaries, to ensure that their perspectives and needs are considered.

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Andrew Vigueira

Retired Emergency Response Professional and Instructor
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A good way to assess the culture is to honestly look at your written procedures compared to the actions of those within the organization. Ask "Are we doing what we say we are going to do" If you discover significant deviation from your established policies or procedures, your culture is likely to produce negative outcomes.

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3 How to develop a vision and goals?

Based on the assessment, the next step is to develop a vision and goals for the desired culture of preparedness and resilience. The vision should be a clear and compelling statement that describes the ideal state of the resource management team, organization, or community in terms of their readiness and adaptability. The goals should be specific, measurable, achievable, relevant, and time-bound objectives that support the vision. The vision and goals should be aligned with the mission and values of the organization or the community, and communicated widely and consistently.

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Andrew Vigueira

Retired Emergency Response Professional and Instructor
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After you have evaluated the present status of your culture, determine what your goals for change are. Establish goals that are measurable and can be evaluated on a recurring basis. The changes should be presented along with the benefits they will provide to the organization. This will increase the likelihood of buy in and acceptance.

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4 How to design and deliver training and education?

The design and delivery of resource management training and education should be based on the vision and goals, as well as the assessment results. The training and education should be tailored to the needs and preferences of the target audience, using appropriate methods, materials, and formats. The training and education should also be interactive, engaging, and experiential, allowing the participants to learn from each other and from real-life scenarios. The training and education should cover both the technical and the behavioral aspects of resource management, such as planning, coordination, allocation, monitoring, evaluation, communication, collaboration, problem-solving, decision-making, innovation, and learning.

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Andrew Vigueira

Retired Emergency Response Professional and Instructor
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Changing a culture is a challenge. Most people are resistant to change. If one can see and accept the values associated with the change and understand the risk/benefit outcomes, change is more likely to occur. Using case histories of past events and negative or positive outcomes can be effective in making change occur. Leadership must set examples by words and actions if there is hope for the new culture to take root. When it is done effectively, nurtured and maintained,a positive change in culture can bring great rewards to any organization.

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Cassidy Gallagher

U.S. Army Veteran
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I believe that developing a program is often seen as a job instead of the result of the analysis of the work completed for a purpose… at said job. Developing a program for educating and training your workers must always be inherently developed by your team. Every member of your team brings a valuable perspective to what must be taught, how, and why. From YOUR analysis, do your workers understand each aspect of their responsibilities? The weakest member of each task group will be of most value in the development of educational resources and lesson plans because they know how they need to progress to be of better value to your team. Utilize your weakest workers, they will make your training stronger.

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5 How to monitor and evaluate the impact?

The impact of resource management training and education should be monitored and evaluated regularly, using both quantitative and qualitative indicators and methods. The monitoring and evaluation should measure the changes in the knowledge, skills, attitudes, and behaviors of the participants, as well as the outcomes and impacts of their resource management actions. The monitoring and evaluation should also capture the feedback and suggestions of the participants, as well as the challenges and lessons learned from the training and education. The monitoring and evaluation should be used to inform and improve the design and delivery of the training and education, as well as to report and celebrate the achievements and successes.

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Andrew Vigueira

Retired Emergency Response Professional and Instructor
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If the culture change is made successfully, there should be measurable outcomes. Improvement in production and efficiency can be seen in work output and quality. A reduction in incidents or near misses should be seen. Better preparedness should be able to be seen in drill evaluations. Improvement in actual emergency response can save lives and assure business continuity. Improvement in culture,if accepted by the organization, should increase job satisfaction and employee retention.

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6 How to sustain and scale up the culture?

The culture of preparedness and resilience is not a one-time event, but a continuous process that requires ongoing commitment and support. To sustain and scale up the culture, it is important to create and maintain a supportive environment that fosters the values, beliefs, and behaviors of the resource management team, organization, or community. This can be done by providing regular opportunities for learning, sharing, and feedback, as well as by recognizing and rewarding the efforts and achievements of the staff, partners, and beneficiaries. It is also important to leverage the existing networks and platforms, as well as to create new ones, that can facilitate the exchange of best practices, resources, and experiences among the resource management practitioners and stakeholders.

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Khairilmizal Samsudin

Emergency & Disaster Management Specialist
(已编辑)
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Sustainable culture of preparedness and resilience involves 1. **Create a supportive environment that fosters the values, beliefs, and behaviors of the resource management team, organization, or community.** 2. **Leverage the existing networks and platforms, as well as to create new ones, that can facilitate the exchange of best practices, resources, and experiences among the resource management practitioners and stakeholders.** 3. **Develop and implement a comprehensive training program that covers all aspects of resilience and preparedness in resource management.** 4. **Make training a continuous process, not a one-time event.** 5. **Measure and evaluate the effectiveness of the training program.**

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What are the best ways to promote a culture of preparedness and resilience in resource management training?

1

2

3

4

5

6

7

1 Why is culture important?

2 How to assess the current culture?

3 How to develop a vision and goals?

4 How to design and deliver training and education?

5 How to monitor and evaluate the impact?

6 How to sustain and scale up the culture?

7 Here’s what else to consider

Emergency Management

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What are the best ways to promote a culture of preparedness and resilience in resource management training?

1

2

3

4

5

6

7

1 Why is culture important?

2 How to assess the current culture?

3 How to develop a vision and goals?

4 How to design and deliver training and education?

5 How to monitor and evaluate the impact?

6 How to sustain and scale up the culture?

7 Here’s what else to consider

Emergency Management

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