Rethinking Aviation: Prioritizing People in the Skies

just like many sectors, aviation faced a slew of hurdles after the pandemic. As employees returned, they were met with fresh technologies, updated protocols, and new team members—all of which strained an already overworked workforce. This situation posed notable challenges for security, operations, and leadership.

Charlie Kneen from Solvd Together shares insights on how the aviation landscape is evolving and advocates for a reset focused on human growth to tackle these issues effectively.

I still vividly recall the unusual quietness in the skies during those early pandemic days. For aviation, it was more than just grounded flights; it signaled a major transformation that we’re still figuring out today. While planes are back in the air, there’s much happening beneath the surface as the industry adapts.

At Solvd Together, we engage with high-pressure industries like aviation—one of the most intricate fields out there. The pandemic didn’t merely halt operations; it revealed vulnerabilities in how this sector trains and leads its workforce. As employees resumed their roles, it became clear that technology alone wouldn’t solve these problems nor would simply adding compliance modules to outdated training systems.

A genuine culture shift is essential for building resilience within aviation—this begins with rethinking how we develop our people.

The COM-B Model: A Framework for Change

The COM-B model created by Susan Michie at University College London serves as a solid foundation for effective change management. To adopt new behaviors successfully, individuals need capability (skills), chance (environment), and motivation (drive). If any one element is missing, failure is likely. The NHS has successfully applied this model to enhance healthcare professionals’ behaviors regarding infection control—a testament to its effectiveness.

Aviation post-pandemic saw numerous mandates for new practices but lacked adequate support systems to make them stick.

You can teach someone about a new protocol all day long; though,if they’re working under chaotic conditions without proper guidance or support from leadership—it won’t be effective. Moreover, if training feels irrelevant or lacks personal significance to them—their motivation will dwindle.

Cultural Gaps in Aviation Security training

A common pitfall in training programs is focusing too heavily on content rather than context. Real change occurs when individuals grasp their roles within larger systems and recognize how their actions impact meaningful outcomes.Human-centered design principles in learning foster accountability and trust—especially crucial given aviation’s high stakes where safety matters immensely.
However,
airport environments can often feel sterile when it comes to security procedures; e-learning isn’t feasible due to lack of tech access at checkpoints while staff can’t frequently check phones during busy hours.
The introduction of advanced security tech has only added complexity while passenger behavior seems increasingly unruly—just ask ryanair about their recent decision to take legal action against disruptive travelers!

The key lies in understanding context through observation or ethnography—the study of diverse cultures—to truly grasp what’s happening on ground level.
airport security teams face constant pressure balancing efficient passenger flow with strict adherence to procedures—a task no one enjoys! Long lines are frustrating but some passengers arrive stressed out which can lead them into confrontations with officers just doing their jobs.
we’ve heard stories about staff being verbally abused or even physically threatened simply because they followed protocols correctly! Unfortunately,
under stress some managers have reacted poorly by undermining officers’ authority just so lines move faster—which highlights why adopting human-centered approaches alongside models like COM-B could help improve such situations significantly!

This brings us back around: do security personnel possess adequate skills? do they have time and space needed during peak hours? And importantly—do they understand why these interactions matter? Are responses instinctive habits or do they reflect deeper values tied into ensuring every passenger feels safe? p >

the crux here lies within conventional compliance-focused training methods that prioritize passing tests over fostering adaptive thinking necessary outside exam rooms! If enhancing passenger experiences while supporting our teams truly matters—we must go beyond mere checkbox exercises! p >

Rethinking Leadership Styles strong > h3 >

One pressing challenge today involves redefining what effective leadership looks like within this sector .Traditional hierarchies based solely upon authority often struggle against complexities arising from emotional demands placed upon modern workforces. p >

The best leaders aren’t those barking orders ; rather ,they build trust ,stay calm amidst chaos ,and show genuine care towards others . p >

Leaders across all levels benefit greatly by reflecting upon personal styles ,blind spots,and impacts made upon colleagues . By utilizing behavioral science techniques along coaching methodologies,we create spaces conducive towards honest conversations promoting growth empathy confidence ! p > p h2 >