The Domain II: HR workshop (Part 2) replay is live, and as usual you can review the presentation, and download the accompanying PDF on the full post here: https://www.skool.com/pilotmasterylab/classroom/a1f837dd?md=b6f40a35031e41838c0a02a6bc517c5f

Every manager I know who lost somebody they wanted to keep had goodwill. Goodwill was never what was missing. What was missing was a compensation structure they could defend with aviation data, a recognition practice specific enough that a professional actually believed it, and a duty policy that said out loud where the line was before anybody got tired. I lived this half of Domain II from the chair. One year as assistant chief pilot, three years as chief pilot, and since July, the Aviation Manager seat. Staffing and hiring were Leg 1, and that is the visible half of human resources. This half is quieter and more expensive. It is a crew member you have mentored for three years standing in your doorway with an offer letter in her hand, and about twenty minutes to keep her or lose her gracefully. Here is the belief I want to argue with the day before a session. --> Join the Session here, Wednesday Sept 9 at 11AM EST | https://www.skool.com/live/bgkPTDBSjk5 Most of us were taught that retention in a flight department comes down to a number we do not control. The regional is offering more, it has a training pipeline and a career track, and if money is the reason, the conversation is already over. That story is comfortable, and it is wrong often enough to be expensive. When a crew member tells you they are leaving for the money, most of the time they are telling you the foundation does not feel solid. Base salary sits at the physiological level of Maslow's hierarchy: food, shelter, security. Fix the foundation before you try to build anything on top of it. And underneath that belief sits a fear I understand completely. Nobody wants to walk into a CFO's office carrying a feeling. So we do not walk in at all, and the number gets set by whoever last forwarded a survey link. The Domain II Expedition, Leg 2: Keep the Team Wednesday, September 9 · 11AM ET · live in the community. Three waypoints, and the domain closes: retention and attraction, recognition, regulatory compliance. This is also where the weight sits. The two heaviest sub-objectives in Domain II are both in this session. The domain is 19 percent of the CAM exam, 28 questions, and a disproportionate share of them live in this one hour.

To kick things off, please comment below introducing yourself. Let us know... #1 - Who are you, where are you from and who do you work with? #2 - What do you want to get out of being in this community? #3 - For fun what do you like to do? #4 - Drop a photo of your office space or where you like to do work from. I'll go first... #1 - I'm Jean 👋 A professional pilot who has spent my life mastering the craft. I now work as a chief pilot for a large company in Canada, that operates business jets globally. I am a husband and father of 3, and my passion has been to pursue the Golden Rule, and serve those around me (including my beloved family) with all my skill and passion. #2 - In line with #1, my heart and passion is to give back and pursue the Golden Rule in every way possible. Here on Skool, it means giving back to this awesome community through what I've learned in my 20+ years of professional experience #3 - I'm a creative at heart. When not working you'll find me drafting a kid's story, pictures to go with it, a video for YouTube or perhaps hanging out with my famjam and our community! #4 - see below!

"You're a good man, Charlie Brown." That was my chief pilot's version of a pep talk. I was young, low time, and convinced I was one mistake away from being found out. I met Jim Bennett again this summer, at a job fair, almost 15 years later. He probably doesn't remember saying it. I never forgot it. And the power of his words live on in my work. Here's what I've learned since: the voices you let speak into your life get power whether you hand it to them consciously or not. Walk with the wise and you become wise. Walk with the cynical and you inherit the cynicism, usually without noticing. Jim built people up on purpose. His standards were high, absolutely - but his character was the foundation that enabled many careers to grow. Twenty years into this career, I've gotten more deliberate about who gets that access. The job you take, the crew you fly with, the person you have coffee with at 5am. Those are all the same decision, made repeatedly, and they shape you through the trust you allow them in enoucraging or holding you accountable. If you want to grow, make them count. Who said something to you early on that you're still carrying? Or perhaps a recent encouragement or act of accountability that was shared in confidence? Reach out to them, and let them know! Some of them have no idea. PS: For me - my wife, my dad, my best friend - and a few aviation mentors along the way!

Every flight ends with a debrief. Not to assign blame, but because the crews who review honestly are the ones who fly better next time. So here's the practice: every week, we debrief the week. Three steps, right in the comments: 1. What went sideways? One thing that didn't go the way you planned. Big or small. 2. What's the hidden gift in it? One honest thing you can be grateful for inside that moment. (This is the hard part. It's also where the growth is.) 3. Ask the question: "How can I grow from this?" Write your first answer, even if it's rough. I'll go first (in the comments!) The best debriefs happen out loud, so each week this fall, we'll bring these into our coffee chat and dig in together. Humility, gratitude, and growth travel closer together than most people think. Let's prove it.