A significant problem is that there are many views of what CRM is, or is not. Few if any posts in this thread have chosen to define CRM. Thus what has or has not been taught or achieved cannot be judged objectively.
Many examples of CRM training appear to indicate poor subject selection (single focus), weak instruction, or have little follow up; we have yet (in this forum) to hear from the successes in the industry.
Helmreich provides a useful view of what CRM is – “the application of human factors”, although his other contributions have added complexity with ideas on evolution, TEM, etc.
The original idea – even if this can be identified, together with a sociological approach, now detracts from evolving need (safety and efficiency). Past focus has been on the human/human interface, whereas human factors involve a wide range of activities – SHELL model. The industry must pay more attention to other HF aspects.
How many CRM programs cover the S, H, & E aspects (automation, procedures, weather), or indeed consider the central ‘L’ which governs all interactions – individual human behaviour, thinking, acting, applying what has been (or should have been) considered.
CRM has an important role in safety. However, it is not the cure-all solution as some would promote, it’s just a small but necessary contribution, in combination with perhaps the more effective (efficient / reliable / controllable) inputs from technology and organisational control. Yet the effectiveness of these also depend on human involvement – application of human factors. Thus perhaps everyone requires some training / review of resource management, particularly that of individual performance.