Vacancy 26-04
11-19-2025 | 03:02 AM
#301
Line Holder
Joined: Jan 2024
Posts: 860
Likes: 137
I don’t have any agenda about what the missing variable is, but the reported FO hiring numbers and captain upgrade numbers don’t match. Could be exactly what they mean by 2026, it could be what the definition of the word is is - I don’t know.
11-19-2025 | 04:12 AM
#302
On Reserve
Joined: Oct 2021
Posts: 27
Likes: 5
If you feel the need to "set the tone", you have deep inadequacies and shortcomings in your people skills and leadership which are not just an inconvenience to those who have to share a small workspace with you for many hours at a time, but a true threat to safety and efficiency of the operation. Check yourself before you wreck yourself.
If you can't set the tone without setting the tone, you need help. Humans make up their minds about others within the first couple of minutes. Crucially within the first 20-30 seconds. They'll reject you and walk away from you or tell you to get away if you make a bad first impression. They don't have those options when forced to work with someone in small quarters. Be considerate of that fact. This of course applies both ways.
Your eye contact, body language, tone and volume of voice, choice of words, expressions of genuine care or disregard are all subconsciously observed by others and this is what builds their opinions, expectations of you and by you, and what some uneducatedly call setting the tone.
There are a lot of books written on these subjects by experts, read a few and develop these skills. Learn how to read people and adjust your behavior and approach accordingly to get the desired outcome. You can do this without ever having to raise your voice or get forceful.
Those who are good at doing this, do it without ever being seen as doing it. The others never notice it if you have mastered the skill. If you're in need of setting a stage to "set the tone" such as demanding a FPA location meet, listing your expectations, stating you're chill and no drama, stating how you like and what you like and don't like... you're sadly setting a very negative tone and sadly you're the only one not realizing it. Instead don't do any of that and in fact let the first officer choose where to meet. You'll be amazed how much more respect you will get as a result.
Leadership and being standard are different things. You can be 100% standard and a poor failure as a leader. Yes of course if you're not standard you won't be respected as a leader and therefore be a failure as a leader but the point is Leadership is a separate skill to be perfected besides standardizion of one's own operation. Remember, if it's not written in the book (company manuals, notice to crew, ...) it isn't a "standard " or SOP. None of us hold the rank to make SOPs. Only those who write the books do. And even they have to put it in the book first or else they can pound sand too.
The best comment one can hope for is this: "I can't recall the captain ever issuing an order". But yet the operation went flawlessly and the crew were happy and proud of their performance. That's doing it without being noticed doing it. That's what separeates leaders from pretenders. Choose which you want to be. Your crew is never wrong in labeling you as one or the other.
Micro-managing is not leadership. It is the opposite of.
Command is assumed. Everyone knows who is in command. No need to establish the obvious. If you feel the need to assert it and establish it, you have already lost command. You have already failed. Look back and figure out what the failure was. Learn from it and don't repeat it. If you find this too harsh, then I offer these words: There's no failure in life. Only feedback. An oppurtunity to improve.
Leadership is creating self worth and confidence in your crew so they own their own operation and therefore the operation as a whole which is the only way they will give it their best. Encourage them to own the problem, the solution and the outcome. Be proud if they openly offer a better idea or solution than yours. This means you have successfully succeeded as a leader to the highest standard.
If you can't set the tone without setting the tone, you need help. Humans make up their minds about others within the first couple of minutes. Crucially within the first 20-30 seconds. They'll reject you and walk away from you or tell you to get away if you make a bad first impression. They don't have those options when forced to work with someone in small quarters. Be considerate of that fact. This of course applies both ways.
Your eye contact, body language, tone and volume of voice, choice of words, expressions of genuine care or disregard are all subconsciously observed by others and this is what builds their opinions, expectations of you and by you, and what some uneducatedly call setting the tone.
There are a lot of books written on these subjects by experts, read a few and develop these skills. Learn how to read people and adjust your behavior and approach accordingly to get the desired outcome. You can do this without ever having to raise your voice or get forceful.
Those who are good at doing this, do it without ever being seen as doing it. The others never notice it if you have mastered the skill. If you're in need of setting a stage to "set the tone" such as demanding a FPA location meet, listing your expectations, stating you're chill and no drama, stating how you like and what you like and don't like... you're sadly setting a very negative tone and sadly you're the only one not realizing it. Instead don't do any of that and in fact let the first officer choose where to meet. You'll be amazed how much more respect you will get as a result.
Leadership and being standard are different things. You can be 100% standard and a poor failure as a leader. Yes of course if you're not standard you won't be respected as a leader and therefore be a failure as a leader but the point is Leadership is a separate skill to be perfected besides standardizion of one's own operation. Remember, if it's not written in the book (company manuals, notice to crew, ...) it isn't a "standard " or SOP. None of us hold the rank to make SOPs. Only those who write the books do. And even they have to put it in the book first or else they can pound sand too.
The best comment one can hope for is this: "I can't recall the captain ever issuing an order". But yet the operation went flawlessly and the crew were happy and proud of their performance. That's doing it without being noticed doing it. That's what separeates leaders from pretenders. Choose which you want to be. Your crew is never wrong in labeling you as one or the other.
Micro-managing is not leadership. It is the opposite of.
Command is assumed. Everyone knows who is in command. No need to establish the obvious. If you feel the need to assert it and establish it, you have already lost command. You have already failed. Look back and figure out what the failure was. Learn from it and don't repeat it. If you find this too harsh, then I offer these words: There's no failure in life. Only feedback. An oppurtunity to improve.
Leadership is creating self worth and confidence in your crew so they own their own operation and therefore the operation as a whole which is the only way they will give it their best. Encourage them to own the problem, the solution and the outcome. Be proud if they openly offer a better idea or solution than yours. This means you have successfully succeeded as a leader to the highest standard.
11-19-2025 | 06:00 AM
#304
On Reserve
Joined: Jan 2022
Posts: 65
Likes: 5
Dont be a d1ck.
Now when can some junior FOs become junior CAs so I can get above the G line??
11-19-2025 | 07:20 AM
#307
Gets Weekends Off
Joined: Aug 2015
Posts: 2,527
Likes: 270
From: Guppy Gear Slinger
11-19-2025 | 04:13 PM
#310
Gets Weekends Off
Joined: Feb 2012
Posts: 3,575
Likes: 176
From: 787
If you feel the need to "set the tone", you have deep inadequacies and shortcomings in your people skills and leadership which are not just an inconvenience to those who have to share a small workspace with you for many hours at a time, but a true threat to safety and efficiency of the operation. Check yourself before you wreck yourself.
If you can't set the tone without setting the tone, you need help. Humans make up their minds about others within the first couple of minutes. Crucially within the first 20-30 seconds. They'll reject you and walk away from you or tell you to get away if you make a bad first impression. They don't have those options when forced to work with someone in small quarters. Be considerate of that fact. This of course applies both ways.
Your eye contact, body language, tone and volume of voice, choice of words, expressions of genuine care or disregard are all subconsciously observed by others and this is what builds their opinions, expectations of you and by you, and what some uneducatedly call setting the tone.
There are a lot of books written on these subjects by experts, read a few and develop these skills. Learn how to read people and adjust your behavior and approach accordingly to get the desired outcome. You can do this without ever having to raise your voice or get forceful.
Those who are good at doing this, do it without ever being seen as doing it. The others never notice it if you have mastered the skill. If you're in need of setting a stage to "set the tone" such as demanding a FPA location meet, listing your expectations, stating you're chill and no drama, stating how you like and what you like and don't like... you're sadly setting a very negative tone and sadly you're the only one not realizing it. Instead don't do any of that and in fact let the first officer choose where to meet. You'll be amazed how much more respect you will get as a result.
Leadership and being standard are different things. You can be 100% standard and a poor failure as a leader. Yes of course if you're not standard you won't be respected as a leader and therefore be a failure as a leader but the point is Leadership is a separate skill to be perfected besides standardizion of one's own operation. Remember, if it's not written in the book (company manuals, notice to crew, ...) it isn't a "standard " or SOP. None of us hold the rank to make SOPs. Only those who write the books do. And even they have to put it in the book first or else they can pound sand too.
The best comment one can hope for is this: "I can't recall the captain ever issuing an order". But yet the operation went flawlessly and the crew were happy and proud of their performance. That's doing it without being noticed doing it. That's what separeates leaders from pretenders. Choose which you want to be. Your crew is never wrong in labeling you as one or the other.
Micro-managing is not leadership. It is the opposite of.
Command is assumed. Everyone knows who is in command. No need to establish the obvious. If you feel the need to assert it and establish it, you have already lost command. You have already failed. Look back and figure out what the failure was. Learn from it and don't repeat it. If you find this too harsh, then I offer these words: There's no failure in life. Only feedback. An oppurtunity to improve.
Leadership is creating self worth and confidence in your crew so they own their own operation and therefore the operation as a whole which is the only way they will give it their best. Encourage them to own the problem, the solution and the outcome. Be proud if they openly offer a better idea or solution than yours. This means you have successfully succeeded as a leader to the highest standard.
If you can't set the tone without setting the tone, you need help. Humans make up their minds about others within the first couple of minutes. Crucially within the first 20-30 seconds. They'll reject you and walk away from you or tell you to get away if you make a bad first impression. They don't have those options when forced to work with someone in small quarters. Be considerate of that fact. This of course applies both ways.
Your eye contact, body language, tone and volume of voice, choice of words, expressions of genuine care or disregard are all subconsciously observed by others and this is what builds their opinions, expectations of you and by you, and what some uneducatedly call setting the tone.
There are a lot of books written on these subjects by experts, read a few and develop these skills. Learn how to read people and adjust your behavior and approach accordingly to get the desired outcome. You can do this without ever having to raise your voice or get forceful.
Those who are good at doing this, do it without ever being seen as doing it. The others never notice it if you have mastered the skill. If you're in need of setting a stage to "set the tone" such as demanding a FPA location meet, listing your expectations, stating you're chill and no drama, stating how you like and what you like and don't like... you're sadly setting a very negative tone and sadly you're the only one not realizing it. Instead don't do any of that and in fact let the first officer choose where to meet. You'll be amazed how much more respect you will get as a result.
Leadership and being standard are different things. You can be 100% standard and a poor failure as a leader. Yes of course if you're not standard you won't be respected as a leader and therefore be a failure as a leader but the point is Leadership is a separate skill to be perfected besides standardizion of one's own operation. Remember, if it's not written in the book (company manuals, notice to crew, ...) it isn't a "standard " or SOP. None of us hold the rank to make SOPs. Only those who write the books do. And even they have to put it in the book first or else they can pound sand too.
The best comment one can hope for is this: "I can't recall the captain ever issuing an order". But yet the operation went flawlessly and the crew were happy and proud of their performance. That's doing it without being noticed doing it. That's what separeates leaders from pretenders. Choose which you want to be. Your crew is never wrong in labeling you as one or the other.
Micro-managing is not leadership. It is the opposite of.
Command is assumed. Everyone knows who is in command. No need to establish the obvious. If you feel the need to assert it and establish it, you have already lost command. You have already failed. Look back and figure out what the failure was. Learn from it and don't repeat it. If you find this too harsh, then I offer these words: There's no failure in life. Only feedback. An oppurtunity to improve.
Leadership is creating self worth and confidence in your crew so they own their own operation and therefore the operation as a whole which is the only way they will give it their best. Encourage them to own the problem, the solution and the outcome. Be proud if they openly offer a better idea or solution than yours. This means you have successfully succeeded as a leader to the highest standard.
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