Crew Resource Management, at one time known as Cockpit Resource Management, or now just known as CRM, was and is the operations excellence process that the aviation industry adopted about 45 years ago. It was after a series of accidents marked by insufficient or inadequate communication, breakdowns in decision making, and misapplications of leadership that CRM implementation became an enterprise revolution, providing needed support to operations in high-consequence environments and in some instances, time-critical situations.
At its core, CRM does not ignore hierarchical structures – the captain is the still the final authority in the airplane. Just the same, the CRM process requires the leader and the team to pursue all available resources to create effective outcomes. And CRM extends beyond the cockpit now as it also involves the flight attendants, air traffic controllers, maintenance personnel, first responders, and others who contribute to safe operations. CRM also accepts that human error is inevitable and creates structure to mitigate that.
To create this structure, CRM teaches the soft skills of flying and teamwork. Navy and Marine Corps Aviation use(d) the acronym “SADCLAM” to itemize the fundamental elements of CRM (odd name, but true). “SADCLAM” stands for Situational Awareness, Assertiveness, Decision Making, Communication, Leadership, Adaptability/Flexibility, and Mission Analysis. Annual CRM analyses of Naval Aviators include feedback on all of these elements oftentimes during challenging situations, usually in the simulator.
In posts to come, I will discuss three incidents – Eastern Airlines Flight 401, United Airlines Flight 173, and the Tenerife Accident – that defined the pre-CRM era of flying and how each of those incidents contributed to the creation and integration of CRM. I will also discuss incidents like Air France Flight 447 to show how even decades later, breakdowns in CRM can still occur.
So how does your organization communicate? How does it make effective decisions, even in time-critical situations? And how does your organization cultivate leadership? Is it time for your organization to do a little SADCLAMming?
More to follow…
