So the person they want in this role has “
- 10 years of cultural program design and delivery experience
- Experience in strategy setting, program, and project management.
Basically they want someone who has sat in a management role for a minimum of ten years doing plenty of ‘blue sky thinking’ , engaging in ‘idea showers’ and identifying ‘pain points’.
If they really want a cultural shift they should identify a Check or Training Captain from one of the other subsidiaries who is well respected by both Management and line pilots and is known for their sensible balanced approach to all things flying, and pay them their normal salary plus $100k to do a 12 month fixed term contract whereby they get their own desk in Flt Ops and jump seat wherever hey want when they want and attend all Network Exec management meetings. They could easily identify all personnel who should be on the bus, and those who should be booted off the bus. When a culture goes this far south it won’t self correct without some restructuring. There are plenty of Trainers who fit this bill and many have previously held Flt Ops management deputy roles and are comfortable in an HQ environment. By appointing yet another master of theory who has never done four early returns or a double BOC, you are simply kicking the can along the road.