I have always viewed CRM as a "force multiplier," that is to say it acts
to energize and synergize elements that already exist in the individual --
and multiplies them into a "whole that is greater than the sum of its
parts." (A statement that makes Newton roll over in his grave, but one
that I strongly believe true) I'm a pilot, not a mathametician, but if I take
off my shoes I can count to twenty, and this kind of simple math tells me
that the "magic pill" exists in training INDIVIDUALS to a level of
competence and capability that allows the force multiplier to have a
greater effect. This was the thesis of the airmanship model (for those
that missed the discussion last fall, the model is the result of 5 years of
historical research into what good aviators DO and what they KNOW.
For more info see "Redefining Airmanship" McGraw-Hill, 1997) which
suggested that there are specific components of expertise that can and
should be trained and educated BEFORE formal team training -- furtherer,
that individuals can -- and should -- take care of this on their own if they
are provided the roadmap and resources to do so. As CRM folks, what
can we do?
At a minimum we must teach the structure of expertise and provide
resources to help the individual self-assess and self-develop towards an
shared definition of professional competency. I know its "not in our job
description" to make up for what has been missed by earlier training
programs, but this is where the money is to be made. We can fine tune
the "multiplier" all we want - but if we want a real bang for the buck, we
need to work on the other side of the equation. Back to teaching history .
.
Tony Kern
----------------------[Reply - Original Message]----------------------
Sent by:Jetjoc2 <Jetjoc2_at_aol.com>
Dear Dave,
I have just finished reading you letter to the group and wanted to reply
with
my two cents worth.
I began developing our company CRM program years ago when the
cockpit culture
was such that an interactive progam was badly needed.
The program was and is taught on a yearly basis to our pilots when they
come
through for annual company recurrent and to the new hires when they
come
aboard in initial.
This has worked..at least for now..I do however, see a need for the
continuing
education of flight crews throughout the remaining 11 months before they
come
back to recurrent.
I believe that a good facilitaor in a CRM / Human Factors program should
stive
to keep the information coming on a regular basis, not so much as in a
classroom setting, but as in getting the information out to the crews in
memos, newsletters, etc. Also having an "open door" type of info line the
crews can make use of..
Is there a "Magic Morning After Pill" ? I'am not sure that is the answer.
To
be effective in our flight decks we need to have as much " real life "
exposure as posssible. In the sim.in recurrent, etc. No matter how we do
so,
the important thing, I believe, is to keep the info consistant, informative,
and interesting. I also think we need to show our crews that this stuff is
still a very important no option part of their professional flight deck life..
Let me know what you think..
Regards,
Bill
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