Abby is dedicated to inspiring community, moral courage and a new generation of great leaders by leading with FIRE. In her quest for workplace justice, she spent countless hours searching for resources and found none. With that realization, she set out to create the resources that were lacking. Abby now draws from her experience in leadership, as well as the wisdom she learned as a firefighter to coach others how to lead with FIRE in their lives, in the workplace and beyond. The little girls and boys who dream to be just like them depend on us sharing our experiences in hope of improvement. Since January of 2018 when my passion would no longer let me be silent for others, I had an overwhelming need to create a place of transparency and advocacy. Let's celebrate going UP in flames instead of down." -AbbyGo to AbbyBolt.com for more information on this and many other controversial subjects surrounding moral courage in the workplace and what it means to Lead with F.I.R.E.Email email@example.com if you have an experience you would like to share or are in need of a resource. If I can't help, I will point you in the direction of someone who can. Do you believe in the mission of Up In Flames? My goal is to continue this podcast organically and have it sponsored by those it serves instead of corporate sponsors. Not to mention you will get early access to episodes and behind the scenes info, no one else is seeing. Be a part of something great, become a Patron and support the podcast at patreon.com/upinflamespodcastVisit AbbyBolt.com for the full story and background of UIF.#NotMe
Covid19 & Domestic Violence - When Telework Hurts
If you think someone is suffering from domestic violence near your home but does not want to get law enforcement involved, visit the hotline's website or give them a call at 1-800-799-7233. There are also chat or text services you can reach either through the website or by texting LOVEIS to 222522, should you not be able to speak safely.
The hotline is able to help anyone create a safety plan, whether they themselves are a victim/survivor or someone concerned about one.
RAINN's National Sexual Assault Hotline is also available at 1-800-656-HOPE or online.rainn.org 24/7. It's free and confidential for both victim/survivors of sexual violence and their loved ones, and they can also help with brainstorming safety planning.
Ultimately: Look out for others. Whether you're a victim/survivor or a supporter, you're not alone — and help is available. It's really important that we all help survivors and let them know, that even in times like these, there's still hope.
If you've experienced domestic or intimate partner violence, you can call the National Domestic Violence hotline at 1-800-799-7233. Additional resources are available on its website.
If you have experienced sexual abuse, call the free, confidential National Sexual Assault hotline at 1-800-656-HOPE (4673), or access the 24-7 help online by visiting online.rainn.org.
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Diane Demetre - Master Mindset - 3 Steps Method
Diane Demetre is an entrepreneur, speaker, author and Master Mindset Mentor with over forty years experience in leadership, teaching and business. She helps people create extraordinary lives and businesses through her three-step Master Mindset method.
For daily inspiration, join us on facebook.com/MasterMindset.DianeDemetre
Follow us on instagram.com/mastermindset.dianedemetre
For more information, go to mastermindset.com.au
Visit AbbyBolt.com for more.
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Telework Tips for Success During the Corona Virus Social Distancing Movement
Let's talk realistic remote work tips for those of you who normally don't telework or supervise those that do.
With remote work enjoying an upward trend, there are already a plethora of online tools to facilitate a productive quarantine operation.
When remote work advances from perk to necessity it becomes that much more important to establish ground rules for yourself to limit procrastination. Devise a daily routine, keep hours consistent, eliminate any potential distractions and keep communication channels active.
The corona-crisis also submits small-scale considerations. Before the infection achieves pandemic status, US companies would do well to develop contingency plans for in-office output.
Without a clear prognosis, the best organizations can do to protect the health of their employees is to prohibit presenteeism.
I would be happy to work with you one on one, visit AbbyBolt.com to connect.
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Push Play - Prevent Suicide
We can all help prevent suicide. The Lifeline provides 24/7, free and confidential support for people in distress, prevention and crisis resources for you or your loved ones, and best practices for professionals.
Free and confidential. You’ll be connected to a skilled, trained counselor in your area.
You can call the National Suicide Prevention Lifeline 24/7 at 1-800-273-8255.
VETERANS CRISIS LINE – 1-800-273-8255, PRESS 1 OR TEXT 838255
You can reach the Crisis Text Line 24/7 by texting “START” to 741-741.
You can call The Trevor Project, an LGBT crisis intervention and suicide prevention hotline, 24/7 at 1-866-488-7386.
You can call Trans Lifeline at 877-565-8860 if you live in the U.S. Call 877-330-6366 if you live in Canada.
To find local resources in your area, visit To Write Love On Her Arms.
If you are hard of hearing, you can chat with a Lifeline counselor 24/7 by clicking the Chat button on this page, or you can contact the Lifeline via TTY by dialing 800-799-4889.
To speak to a crisis counselor in Spanish, call 1-888-628-9454.
If you are a veteran (or your loved one is a veteran), you can reach the Veterans Crisis Line by calling 1-800-273-8255 and Pressing 1. You can also send a text to 838255.
Head here for a list of crisis centers around the world.
For additional resources, see the American Foundation for Suicide Prevention and SAVE (Suicide Awareness Voices of Education).
You can read the following stories from people who’ve been there:
If You Feel Like You’re ‘Losing’ to Your Mental Illness, This Is Your Reason to StayFor When Your Only Thought Is SuicideThe Difference Between Wanting to Die and Wanting the Pain to StopDear Suicidal YouSAFE CALL NOW – 1-206-459-3020 OR 1-877-230-6060
Safe Call Now is a resource for public safety employees to speak confidentially with officers, former law enforcement officers, public safety professionals and/or mental healthcare providers who are familiar with your line of work. CONFIDENTIAL, comprehensive, 24-hour crisis referral service for all public safety employees, all emergency services personnel and their family members nationwide.
SHARE THE LOAD – 1-888-731-3473
A program run by the National Volunteer Fire Council. They have a help line, and have also collected a list of many good resources for people looking for help and support.
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Rockford Fire Deaprtment Failed - Sheena Amble Tells All
Sheena is a warrior. Take a look at the Facebook page she created titled, Facing the Fire: My 46 Page Resignation
"After almost 20 years in the Fire Service I found myself in a place where I had to speak up against the Brotherhood. I’ve dealt with stressful situations my entire career. This was by far the most stressful time and ultimately lead to the most difficult decision I had to make - leaving a career, a profession, that I loved.
Life has an interesting way of keeping something in your life, until you acknowledge it. I was a woman in a male dominated industry - I was not accepting of this for many years. I didn’t want to separate myself. But as a woman in the fire service you are subjected to a world that, still to this day struggles to include and encourage women....my mission is to bring attention where it is needed. To stand up for those who are stuck because they know standing up will have a negative impact on their career. To stand up for women who just want to come to work, do the job, and be included.
Essentially I found myself at the messiest fire scene I had ever been at. My initial size up was these guys were jerks. But my full report showed Harassment. Bullying. Retaliation. Discrimination. Alienation. Failed support resources. No accountability. Resignation."
Read more here.
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Quick Tip Tuesday - 7 Ways Workplace Cliques Harm the Work Environment
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Listen to Her Brotherhood
Every company wants its employees to get along. After all, teamwork is an essential part of a company's success. But sometimes groups of employees form cliques at work. When this happens, it is detrimental to employee morale and can lead to workplace bullying. Cliques cause employees on the outside to feel like they are less important or worthy than those on the inside. And, that’s just bad for business. Here are the top seven reasons why workplace cliques are bad for your company.
They Don't Usually Socialize Outside Their Group
Excessive togetherness is bad for companies because those on the outside become distracted and dissatisfied with the work environment. They may even expend more energy trying to cope with the clique than they do on their actual job. What’s more, cliques can become more about the group than they are about the company. In the end, this impacts the company’s bottom line. And it causes good employees to flee the company when they have had enough.
They Thrive When No One Addresses Their Behavior
It is important to address issues with cliques as soon as they occur. When you see something inappropriate, be sure to address it right away. But try not to overreact. While it is important that there be unity among all workers, you want to be careful not to punish employees for having close friends at work. Be sure you know the difference between a clique and a group of friends before you step in and break them up.
They Ostracize Other Employees
One way to prevent employees from ostracizing others is to assign them to group projects instead of allowing them to choose their own groups. When you allow employees to pick their own groups, you are opening the door to workplace bullying. Conversely, when you select the group, you are ensuring that they include those outside their circle of friends. Pre-selected groups also give employees the opportunity to learn how to work with different types of people.
Another way that workplace cliques can affect employee morale is by making a big deal out of the things they do together. For instance, cliques often laugh and share inside jokes that other employees do not get. These secrets create an unbalanced workforce because some employees are left feeling like outsiders instead of part of the team.
They Often Have Several Types of Bullies
Remember, not all bullies are the same. Some bullies are very covert and manipulative. As a result, this type of bullying is hard to recognize. Be sure you know what constitutes workplace bullying. This will help you identify workplace bullying issues within your company and help you eliminate cliques.
Cliques Often Contain Gossip, Backstabbing, and Rumor-Spreading
Nothing disrupts the work environment more than office rumor mill. As a result, be sure your employees can identify the perils of gossip and rumor-spreading in the workplace. You also should educate your employees on what constitutes workplace bullying and how they should respond when they witness bullying in the workplace....
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A must listen done by a very courageous woman!! Keep up the great work!!
Just a white guy
I haven’t listened to every episode. In fact, I stopped listening within the first 5 minutes of the first episode that I downloaded. What Abby is doing is brave and I admire her passion and drive to do what’s right. Covering rape and other atrocities against women has to happen. I can’t hardly believe that it is a thing. And it is so sad that the kind of people who commit such crimes exist. And if reprisal exists against women who report it than sound the horns. But your gonna lose a huge audience when things like “you know what they do to women who speak out about these things” are said. Although the statement is true, women are not the only ones who can’t speak out. That is a huge problem! But those kind of problems with the federal government affect women and men alike. At risk of sounding insensitive, I just get so tired of hearing about discrimination against women all day every day at work. I absolutely will not voluntarily listen to a podcast that shakes that same fist. I’m over it. In my 20 + years in federal fire management, I honestly have not seen the kind of discrimination against women that I’m told happens so often. I’m not saying it’s not there or that it is not harder for women, or that there aren't sick/perverted men out there, or that women have to feel they have something extra to prove (as we all do) but, straight up discrimination? Nope, in fact the opposite is what I’ve seen. I have been directly involved in centralized seasonal hiring since it started. Women are treated like Vets in the hiring process and nearly every female name on the list gets a job offer and I’ve been directed by supervisors to offer jobs to every female regardless of references or merit. I have many amazing female friends in the fire world and most of them hate this charge. Anyway, I would definitely listen to the podcast if it was more inclusive of all of us negatively affected by poor leadership in the federal government. We should be fighting this fight together! Because you know what happens to ”us” when “we” speak out. I’m sure I would probably agree with most of what is said in this podcast but you lost me at hello.
As as former employee of the Florida Forest Service I can totally relate. Thanks for putting this out there! Will be listening to more episodes