<?xml version="1.0" encoding="utf-8" standalone="yes"?><rss version="2.0" xmlns:atom="http://www.w3.org/2005/Atom"><channel><title>Reference on Jay Schmidt</title><link>https://jayschmidt.us/reference/</link><description>Recent content in Reference on Jay Schmidt</description><generator>Hugo</generator><language>en-us</language><lastBuildDate>Mon, 17 Aug 2026 12:00:00 -0600</lastBuildDate><atom:link href="https://jayschmidt.us/reference/index.xml" rel="self" type="application/rss+xml"/><item><title>Hazardous Attitudes Self-Assessment</title><link>https://jayschmidt.us/reference/hazardous-attitudes/</link><pubDate>Mon, 17 Aug 2026 12:00:00 -0600</pubDate><guid>https://jayschmidt.us/reference/hazardous-attitudes/</guid><description>&lt;p&gt;This worksheet accompanies &lt;a href="https://jayschmidt.us/blog/hazardous-attitudes/"&gt;When Confidence Becomes Dangerous&lt;/a&gt;. Use it before a high-consequence decision, during an incident, or in a retrospective.&lt;/p&gt;

&lt;h1 id="hazardous-attitudes-self-assessment" class="anchor-link"&gt;&lt;a href="#hazardous-attitudes-self-assessment"&gt;Hazardous Attitudes Self-Assessment&lt;/a&gt;&lt;/h1&gt;

&lt;h2 id="a-decision-check-for-high-pressure-work" class="anchor-link"&gt;&lt;a href="#a-decision-check-for-high-pressure-work"&gt;A decision check for high-pressure work&lt;/a&gt;&lt;/h2&gt;
&lt;p&gt;Adapted from the five hazardous attitudes identified in aviation psychology.
Use this before a high-consequence decision, during an incident, or in a
retrospective. The purpose is not to label people. It is to notice a pattern
early enough to change the next action.&lt;/p&gt;</description></item><item><title>Normalization of Deviance Audit</title><link>https://jayschmidt.us/reference/normalization-of-deviance/</link><pubDate>Mon, 17 Aug 2026 12:00:00 -0600</pubDate><guid>https://jayschmidt.us/reference/normalization-of-deviance/</guid><description>&lt;p&gt;This worksheet accompanies &lt;a href="https://jayschmidt.us/blog/deviancy-normalization/"&gt;The Quiet Collapse of Standards&lt;/a&gt;. Use it in a retrospective, quarterly review, or before a major change.&lt;/p&gt;

&lt;h1 id="normalization-of-deviance-audit" class="anchor-link"&gt;&lt;a href="#normalization-of-deviance-audit"&gt;Normalization of Deviance Audit&lt;/a&gt;&lt;/h1&gt;

&lt;h2 id="find-the-standard-that-quietly-became-optional" class="anchor-link"&gt;&lt;a href="#find-the-standard-that-quietly-became-optional"&gt;Find the standard that quietly became optional&lt;/a&gt;&lt;/h2&gt;
&lt;p&gt;Normalization of deviance begins when a team departs from a standard, sees no
immediate failure, and gradually treats the departure as normal. Use this audit
in a retrospective, quarterly review, or before a major change. Look for drift
in behavior, not villains.&lt;/p&gt;</description></item><item><title>CRM Communication Card</title><link>https://jayschmidt.us/reference/crm-communication/</link><pubDate>Mon, 17 Aug 2026 12:00:00 -0600</pubDate><guid>https://jayschmidt.us/reference/crm-communication/</guid><description>&lt;p&gt;This card accompanies &lt;a href="https://jayschmidt.us/blog/crewresourcemgmt/"&gt;Breaking Down Silos&lt;/a&gt;. Use it in incidents, reviews, planning meetings, and other situations where hierarchy or urgency can silence useful information.&lt;/p&gt;

&lt;h1 id="crm-communication-card" class="anchor-link"&gt;&lt;a href="#crm-communication-card"&gt;CRM Communication Card&lt;/a&gt;&lt;/h1&gt;

&lt;h2 id="a-practical-card-for-teams-under-pressure" class="anchor-link"&gt;&lt;a href="#a-practical-card-for-teams-under-pressure"&gt;A practical card for teams under pressure&lt;/a&gt;&lt;/h2&gt;
&lt;p&gt;Crew Resource Management (CRM) treats communication, coordination, and human
expertise as operational resources. Use these prompts in incidents, reviews,
planning meetings, and other situations where hierarchy or urgency can silence
useful information.&lt;/p&gt;

&lt;h2 id="four-operating-rules" class="anchor-link"&gt;&lt;a href="#four-operating-rules"&gt;Four operating rules&lt;/a&gt;&lt;/h2&gt;

&lt;h3 id="1-anyone-can-speak-up" class="anchor-link"&gt;&lt;a href="#1-anyone-can-speak-up"&gt;1. Anyone can speak up&lt;/a&gt;&lt;/h3&gt;
&lt;p&gt;The person closest to the problem may see it first. Seniority does not determine
whether an observation is worth hearing.&lt;/p&gt;</description></item><item><title>PIOSEE: A Field Reference</title><link>https://jayschmidt.us/reference/piosee/</link><pubDate>Mon, 17 Aug 2026 09:00:00 -0600</pubDate><guid>https://jayschmidt.us/reference/piosee/</guid><description>&lt;figure class="center"&gt;&lt;img src="https://jayschmidt.us/reference/piosee/piosee-cycle.svg"
			alt="The six PIOSEE steps in order, each with the question it asks: Problem, what is actually broken; Information, what do we know and who knows it; Options, what could we do, name more than one; Select, which one, on what evidence, abort when; Execute, who is doing it and reporting back; Evaluate, did it work, now and again later. A dashed return arrow runs from Evaluate back to Information, labelled what you just learned" width="800"&gt;
&lt;/figure&gt;

&lt;p&gt;This is the working reference for PIOSEE, split out of the essay &lt;a href="https://jayschmidt.us/blog/piosee/"&gt;When the System&amp;rsquo;s on Fire&lt;/a&gt; so the mechanics stay usable without the argument wrapped around them. The essay explains why a structured decision cycle helps and tells the story of the outage that convinced me. This page is what you would put on the wall.&lt;/p&gt;</description></item></channel></rss>