The Amazing Life of Pilots Part 1

I'm not so sure if I really understand some of the things we - as pilots - do to ourselves.

A majority of the disdain that pilots, and specifically Airline pilots have is with their leaders and management figures. This disdain can carry over into a pilot's union leaders as well. This disdain can also carry over into other pilots at the same company that a pilot works at. This disdain also transfers over to pilots at other companies. But it's a different type of disdain and anger.

The golden rule does not exist in the professional pilot community. Now, clearly there are exceptions. When like minded pilots gather or work together then clearly they will treat each other in an equitable manner. Also, for the most part, when two pilots who tend to hate each other outside of the cockpit are working together behind that closed cockpit door - standardization and professionalism is the scene. They act and work in harmonious rhythm, protecting each other from violation and ultimately providing a safe avenue for transportation.

There are different levels of hatred and anger as well. I haven't yet perfected a system for recognizing and organizing these levels - but perhaps over my approaching 16 hour overnight in Killeen Texas I can develop one.

Anyway - continuing. . .

Pilot's are a very possessive breed. We are possessive of our women, all of them. Possessive of our meals and drinks, all of them. Possessive of our careers, and possessive of the flying our company is doing.

In the regional industry it is a regular occurrence for Regional A to lose flying to Regional B. Losing probably isn't the right term, but it's the best term that explains the situation. These two companies both provide lift for another company - Mainline A. Mainline A is tired of paying a certain price for Regional A's services, and send out an request for proposal - an RFP. This RFP essentially is the start of a bidding war. Companies that want to provide lift for Mainline A will bid for the flying that is within the RFP.

Now, some companies have certain standards that they like to meet. Such as, never bidding on flying that will not make money. Other companies simply strive for market share, no matter what the cost, and ultimately no matter what that means for the future if they bid low, win the contract, and operate the contract only to find out that they can't do it at the price they bid. Well, now they're stuck and ultimately in poor financial shape.

So how does this all tie into pilots? Pilots at Regional A, who were flying the rights for Mainline A are not being put into a competitive position with the pilots of Regional B who are bidding for the flying that Regional A's pilots are currently flying.

This tension builds until ultimately the contract is awarded. Clearly if the contract is awarded to company A, the tensions will subside. If the contract is awarded to Company B, the tensions build. . .and they build fast.

Take this situation, add in about 4 Mainline companies, and about 20-25 regionals. The situation is compounded on an almost dream like scale. The competition is ready to gnaw off the legs of those who are currently doing flying for the Mainline partner who requested new bids. While the current contract holder is making ways to bid on the new contract, while reducing their internal costs so that they can provide a competitive bid so that they can hopefully secure their future with the mainline partner in question.

Now you through pilots into the mix. Like I said, we're a very possessive bunch. We protect our wives like it's no body's business. We make sure the girls in the back are taken care of and now drunk passenger is causing any problems. We make sure our coffees are hot, or we send them back. We make sure the plane is ready for service, or we don't go. We live a standardized life, and grow accustom to certain things - such as our professional growth and career stability.

The first sign of career instability or anything that would negatively impact one's professional growth the whole show starts to slow down. We get angry, tensions build, we want answers, we begin to doubt our management teams, we begin to doubt our union leaders, and we ultimately begin to doubt our futures.

Throw in multiple pilot groups, and we begin to doubt each other. We begin to accuse each other for problems that none of us control or even contribute to.

This type of behavior further erodes any attempts and any successful attempts of the past to unify the profession under the same guidelines or goals. It's a ridiculous and vicious cycle that not many people are able to get over and beyond.

This pretty much concludes Part 1 of the Amazing Life of Pilots. Part 2 will focus on some other silly topic that makes us look like little children. Stay tune!