"The shock waves that went through BALPA and the industry IMO damaged the
CRM implementation process in the UK and elsewhere not only by creating an
illusory career threat but also, and more
profoundly, by associating in many minds the terms "CRM" and "personality".
We continue to struggle to make our pilot constituency aware that CRM
assessment is NOT about personality, it is about SKILLS: ordinary,
practicable, workable skills."
BRAVO RICK !!!!!
You have succinctly summarized one of the biggest barriers we have in CRM
development. A survey I conducted with Navy researchers at a major
airline in late 1996 confirmed that pilots perceive the definition of CRM
and human factors to be primarily personality not skill. Operators also
perceive CRM and human factors to be one in the same. A literature search
reveals a pretty clear path to the source of personality-centered CRM. I
do not know if we can totally overcome the misperceptions because they are
so pervasive. The mere mention of the word CRM elicits a defensive
posture from pilot groups which makes it quite difficult to build
skill-based programs.
Personality is a critically important issue for human performance
(particularly for selection). However, to make attitude questionaires and
personality the focal point of CRM programs has proven to be inappropriate.
The first step in reversing the destructive inertia built over the past
10-15 years is to develop: 1. A clear definition for CRM, 2. A clear set of
desired skills, 3. A clearly stated purpose for CRM programs. CRM has
become this amorphous, all encompasing, buzz word that includes all aspects
of human performance.
There were some interesting discussions in February 1997 about this
problem.
http://www.caar.db.erau.edu/crm-devel/Feb_97/0001.html
Best Regards,
Vince Mancuso