There are a number of strategies available to an aviation company or a regulator to improve safety performance and compliance with policies or rules. 

Most companies and or regulators use the following, sometimes in combination;
• Education and training
• Counseling
• Limitation place on, and or suspension of privileges
• Cancellation of privileges or termination of employment
• Prosecution
Clearly, these are well established and in the case of education, training, and counseling generally have a positive effect. 

Variation, suspension or cancellation and termination, may be used as a punitive measure or as part of a remedial action to ensure that the matter in question does not reoccur.  Generally, these methods are used when there is evidence of a trend of poor safety compliance, or the matter is of such significance that the person must be stood down until matters are resolved. 

A company’s use of indiscriminate termination, whilst acknowledging that it is sometimes necessary, is generally a poor strategy because it;
• Fails to recognize that the person is a result of a system which may have failed in some way. E.g. Selection, induction, training, checking.
• May send a negative message to staff who should be encouraged to report errors and incidents so as to improve the system.
• May simply pass on an inherent problem to another employee.

Obviously, a company or a regulator often uses a combination of strategies dependent upon the predicating circumstances, the individual, the culture (or desired culture) of the company, and the sophistication and effectiveness of the management systems and particularly the Safety Management System (SMS).

Earlier this year, I attended an Executive Coaching seminar, and listened to one of the foremost experts in executive performance coaching, Sir John Whitmore.  During his address he mentioned that in the UK, driving instructors eventually will be required by legislation, to have coaching skills, because studies have shown that many young drivers do not understand that being a driver, does not mean that you simply operate the controls and aim the vehicle.  The study indicated that good and safe performance is reliant upon the driver having the values and a self image of a safe and proficient driver. 

I found this address enlightening and I started to relate some of what was said to the aviation industry.

In the aviation context, a safe pilot always possessed something we called “airmanship”.  Its an old term, but one which I think means that the pilot is not simply a driver of an airframe, but has personal values and a self image which epitomizes the attributes of a safe and efficient aviator, with the resultant behaviors.  Likewise, an aircraft engineer is not simply a “mechanic”, but one who is technically competent, careful, has attention to detail, is concerned about safety, and has pride in his/her work, etc.

In the past, much of this was learnt at the end of the day’s flying in the bar of the local aero-club, flying school or hanger.  Unfortunately, these days, the use of the term is not well understood, and taught, and as a consequence many young pilots become drivers or airframes; initially at least.  This is the period of their flying career; they are at most risk of;
• Getting themselves in a serious safety situation
• Violating the company policies or the legislation
• Being influenced by individuals or a company culture which is detrimental to safety.

So how can the aviation industry use the techniques of executive coaching?  There are three areas of potential;
• Coaching during training.  This is especially important for professional categories of licenses or ratings.
• Coaching for greater performance – Executive coaching can be used for all participants in the industry but especially those in decision making roles.
• Remedial or transformational coaching – coaching as part of a strategy to address safety issues or non – conformance.

This discussion started with strategies that a company or a regulator can use to address safety under-performance or regulatory non-compliance.  The underlying issue is why people do these things.  Often it is ignorance – we’ve all been there; but sometimes it is because our value set is misaligned with those required for aviation, or because our ability to adhere to these values is weak.  This is the area where executive coaching techniques can be used as another tool in the company’s or regulator’s tool box to improve safety and compliance.

See my web-page about Executive Performance Coaching.