4 Ways To Create Change in the Fire Service as a Spouse: Using the Bolman & Deal Framework

When we try to create change within the fire service, we’re often met with resistance—not because departments don’t care, but because they don’t have time. Their focus is on calls, staffing, and safety. The fire service never truly stops.

So how can we, as spouses, support a service that’s overworked, underfunded, and often missing the systems to truly sustain those who serve—without sacrificing our own families in the process?

The key lies in shifting from frustration to framework—approaching change with structure, empathy, and understanding. Using Bolman and Deal’s Four Frames of Organizational Leadership, we can create solutions that strengthen both the department and the families behind it.

Understand Before Acting

Perspective-taking is where progress begins. To create meaningful support, we first need to understand the fire service itself—its history, its challenges, and the evolving needs of our growing communities.

Once we grasp those external factors, we can explore what we and our families need internally. Understanding ourselves allows us to communicate clearly and collaborate effectively when advocating for change.

The Four Frames of Change for Fire Service Families

In organizational leadership, Bolman and Deal outline four lenses for understanding how systems work:

• Structural

• Human Resource

• Political

• Symbolic

Here’s how we can use each to build constructive solutions and bridge the gap between departments and families.

1. Structural Frame: Clarity and Systems

Focus: Roles, policies, organization

Challenge: Spouses often encounter unclear communication and outdated procedures.

Reframe: What systems could bring clarity and reduce stress?

Strategy:

• Create a Spouse Welcome Packet with key contacts, resources, and department info.

• Suggest a family orientation day during the academy.

• Develop peer spouse support groups for ongoing connection and education.

Small efforts like these require minimal time or funding—but yield significant results in trust and clarity. My husband's department does a great job of supporting families. They have an annual family day and a spouse conference. Both serve unique purposes in engaging families to help their people in the department.

2. Human Resource Frame: People and Connection

Focus: Morale, growth, and relationships

Challenge: Burnout and isolation impact both firefighters and families.

Reframe: What do firefighters and families need to thrive?

Strategy:

• Offer to help plan wellness workshops or family support events.

• Propose peer mentorship programs for spouses.

• Organize station family gatherings that promote unity and support.

When families take initiative, it lightens the administrative load and builds stronger relationships that ripple through the department culture.

Some departments have built a culture of support by taking the next step and creating entities that drive change, such as the Round Rock Fire Foundation. Foundations are a great example of how departments can establish avenues for change while continuing to enhance the culture of the department and the fire service, ultimately serving the community.

3. Political Frame: Advocacy and Influence

Focus: Resources, leadership, and alliances

Challenge: Budgets, politics, and leadership transitions can slow progress.

Reframe: Who holds influence, and how can our ideas align with their goals?

Strategy:

• Partner with local advocates or community organizations.

• Present programs as retention or liability reduction initiatives.

• Learn about your department’s funding process to identify opportunities for advocacy.

Even if politics isn’t your comfort zone, understanding it helps ensure that decisions include the family perspective—not just operational needs. Sometimes helping those inside and outside the department understand how vital your people really are is just a stepping stone, but one worth taking to create proper support for the whole person in the fire service.

4. Symbolic Frame: Culture and Meaning

Focus: Values, identity, and tradition

Challenge: Tradition can both unite and restrict change.

Reframe: How can new ideas honor fire service values?

Strategy:

• Create family traditions that reflect the same pride and unity found in the fire service.

• Tell stories that connect service, sacrifice, and community.

• Celebrate the symbolism that gives the fire service its heart and purpose.

Symbolism is what drives identity in the fire service—it’s what keeps firefighters connected to their mission. When spouses share that same sense of pride, it bridges the cultural divide and fosters mutual respect.

Building a Bridge, Not a Barrier

As spouses, we hold a unique vantage point: part insider, part community member. Our voices matter—not as critics, but as collaborators.

By applying these frameworks and leading with empathy and understanding, we can help shift the fire service from being merely reactive to being truly relational.

Every idea, every effort, every perspective helps move us closer to our shared goal: getting our partners home safely and keeping our communities strong.

Join the Conversation

What frame do you see the most opportunity for change in? Share your thoughts in our Next Step Connects Community or start the conversation in your department today.

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