Candidate: Cecilia B
Details
Related Tasks:
CC: Define what being a role model is for leadership and provide training
define collaborative leadership for staff to model.
define mentorship and what that looks like
define role model: responsibility, excellent behavior, professionalism, language and appropriateness of content.
Short videos of being a good role model and bad role model
Inappropriate Conversation
Oftentimes we hear people talking about drinking on the weekend or speeding through neighborhood streets.
Appropriate Conversation
It is important to try to redirect the conversation to something more work appropriate.
Ignoring Something that Needs to be Cleaned
Sometimes we see a mess on deck during our breaks and want to ignore it so that we can enjoy our break.
Cleaning a Mess
When we see a mess on deck, we should take initiative to clean it, even if we are not told to do it. It is important to keep our pool clean and professional.
Showing Up On Time or Late to a Shift
Showing up late for a shift not only makes you look unprofessional, and creates a less than ideal situation, but it sets a bad precedent for lifeguards.
Showing Up Early for a Shift
It is important to arrive fifteen minutes early to a shift to ensure that you are prepared for the shift.
Distraction in the Stand
Oftentimes we see lifeguards talking to their friend or even using their phone or apple watch in the stand.
Redirecting Focus
When we see lifeguards distracted in the stand, it is important to determine the source distraction and redirect the lifeguard toward their duty to scan vigilantly when on duty.
Disrespectful Communication
Sometimes we see employees who think that it is funny or appropriate to be sarcastic or passive aggressive in conversation with their coworkers. We may also see leadership talking down to lifeguards or being condescending. (Video idea: someone asks a question that could be seen as stupid and the headguard or manager responds sarcastically and passive aggressively)
Respectful Communication
It is important to remember that we are all working toward the same purpose: to make the pool a safe and fun place for patrons. In order to do so we must treat our peers with respect through our tone, intent, and demeanor (Video idea: Someone asks a question and the head guard or manager answers it calmly and respectfully)
Mentorship
Mentorship is a large factor in promotion at the pools. If a lifeguard or head guard expresses interest in completing one to you, do not just brush it off. If you don’t have the time or capacity to be their mentor, direct them to another member of leadership who would be a good fit for them, or explain that you could be their mentor later, just not now.
Was the task completed: No
Task evaluation:
CC: Share actionable takeaways from Red Cross Lifeguard Management training to leadership staff through recorded webinar
attend the lifeguard management course.
create a slideshow of important points from the course and course documents and record yourself sharing the slideshow and talking about it.
plan on an 30 minutes.
use zoom and record locally and record screen sharing.
Was the task completed: Yes
Task evaluation:
Related Meetings:
CC: second goal 1st meeting
wants to attend the lifeguard management training
wants to standardize an in service training and templates and pre approved activities. Assistive teaching document. More of a task
improve jr lifeguarding class.
then we talked bout which goal from brainstorm she wants to do the most.
standardizing head guard training and making it accessible to everyone.
Chose new goal and decided that most things CC wanted to work on were empowering staff through better training opportunities.
reviewed her two tasks for her new goal. Reviewed how to accomplish them and came up with next steps.
Attempted to register for the Lifeguard Management course and then accidentally signed up Jeff. Jeff asked Red Cross for refund and pending that return will enroll CC on 4/9.
Action items:
Finish the online course for lifeguarding management.
Share a copy of your notes from the course as a word document and add to the task as a file.
CC: Reviewing the Notes from LGM Training and What is Actionable for the Video
- When looking at promotions to head guard or manager what qualities do we like in that person and what do we not like in that person?
- What are the things that other people do that annoy you? Try to eliminate those tendencies from yourself. What are the opposite of those things? Try to emulate that. (ex. coming on time to shifts vs. late)
- Use skill charts/guides from the Red Cross book at stations during in-services (match the language it uses) in order to prepare for audit
- Have headguards lead training stations with the managers, but are designated to be in the water to demonstrate the skills at the training, because they are the “experts” at lifeguarding
- Assign lifeguards who earn guard of the week or month a section with a headguard or manager at the next week’s inservice: give up to two hours of planning time outside of their regular schedule
- If headguard opts in to prepare an inservice use up to two hours outside of regularly planned shifts to:
- Choose one topic skill based area, incorporating activity, activity, challenge with repetition using the Lifeguard Manual
- Submit plan in writing to a manager or LGI for review
- Make any edits to the plan that are needed
- Lead the inservice
- If we know that someone is not doing well, send them home
- Informing, Educating, Enforcing
- Feet first please rather than no diving →positive rather than negative
- How to deal with an unruly patron:
- Know how to stay calm to defuse the situation, take deep breaths because they are not mad at you, but at the situation
- Restate their frustration so that they feel seen and explain what will happen next
- Don’t overreact
- Find neutral ground and maintain nonthreatening posture
- Focus on behavior, not the individual
- Show respect for the patron
- Be firm and friendly
- Use suspension or dismissal as last resort
- Recognize situation as a learning experience
Next Steps
- Expand the rest of the topics that I want to communicate
- trim or cut items from notes that are not applicable
- write script – put something on the screen and expand with words not written on the screen
- create google slide
Action items:
-
- TrainingPresentation
- PresentationNotes
- Expand the rest of the topics that I want to communicate
-
- trim or cut items from notes that are not applicable
-
- write script – put something on the screen and expand with words not written on the screen
-
- create google slide
CC: Go over presentation and script/notes
Reviewed the slides and the script
Made revisions where necessary
Updated this:
- Introduction: Hello, I am CC Brubaker and I am a headguard at the Deerfield Park District. I recently completed the American Red Cross Lifeguard Management course and am going to share some actionable takeaways with you, so that you do not also have to go through that training.
- Pool parties can get hectic, so use a chaperone-to-kid ratio of 1-7.
Final video:
Action items:
Training Presentation Version Two
- May 6, 3:30-5:30 using Jeff’s laptop and a yeti microphone
Related Updates:
Added CC Lifeguard management video to Humanity Training
Added the video to the Humanity > Training > Onboarding > Head Guards and Managers.
Shared the link and will request that all HG and Managers view video before their onboarding training on May 30, 2025.
Information about the Goal
Cecilia B arrived at their goal through a series of meetings and refinement. Learn how that process happened.
What should we improve?
The candidate chose items in the aquatics program and department to improve. Goals are broad targets that we will work towards. Every meeting and task done will be in service of that goal. Goals should be large enough to encompass many tasks. Goals may not be attainable. Goals are our guiding direction; our North Star.
Cecilia B's brainstormed ideas:
Standardizing head guard training
Improve training through increasing staff agency
Establish a robust community cpr and lifeguarding program
Building a cohesive staff culture and diminishing clique effects
Goal Evaluation:
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