By Mike Domitrz, CSP, CPAE
In the corridors of every EMS agency, beyond the sirens and the split-second decisions, a quieter crisis is unfolding: the erosion of trust, engagement and connection. Ask any paramedic or supervisor, and you’ll hear familiar stories: recruits lost to burnout, communication breakdowns that escalate into costly mistakes, leaders struggling to keep morale high as demands mount and resources thin.
This isn’t just an EMS issue. Organizations everywhere face culture challenges, but in emergency services, the stakes are higher. When leadership falters, the consequences are measured not only in budgets and turnover but in lives.
What’s the missing ingredient? At its core, it’s respect: not as a poster or a buzzword, but as a lived, daily practice. Respect is the connective tissue that binds teams, sustains resilience and turns good agencies into great ones.
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Recognizing subtle disrespect
Disrespect rarely arrives with a siren. It slips in quietly: through dismissive comments, siloed decision-making or leaders too busy to listen. These behaviors set the tone, often unintentionally, and create a culture where disengagement becomes the norm.
Daily choices for respect
The solution isn’t a breakroom slogan. It’s a commitment to consistent action. In my work, I emphasize daily choices for respect: simple shifts in language, behavior and follow-through. For EMS leaders, this means:
- Offering clarity instead of ambiguity
- Asking for input rather than dictating outcomes
- Modeling vulnerability in the face of uncertainty
Practical applications for EMS leaders
Practical strategies make the difference. Begin each shift with a check-in: not just on tasks, but on how team members are feeling. Ask what respect looks like to them, and act on that feedback. Recognize that how a leader responds to mistakes sets the tone for learning — or blame. Small actions, done consistently, create trust that holds under pressure.
Why respect matters now
Respect isn’t a “feel-good” bonus. It’s a leadership strategy. It reduces turnover, strengthens retention and builds the psychological safety that allows teams to collaborate seamlessly in high-stakes situations. In EMS, that collaboration doesn’t just save resources: it saves lives.
As agencies look to the future, the challenge isn’t simply recruiting talent or adopting new technologies. It’s ensuring the culture can keep those teams engaged, resilient and ready for anything.
In the end, respect isn’t optional. It’s the edge that sets the best agencies apart.
ABOUT THE AUTHOR
Mike Domitrz is a Hall-of-Fame speaker and founder of The Center for Respect.
