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This is the first of two ground‐breaking articles set to challenge the training community with a call to action written by Dr Richard Hale, a leading proponent of action learning. Here he argues that the time has come to shatter the myths that have emerged based upon the propositions of Donald Kirkpatrick some 43 years ago. Learning should be seen as the responsibility of the learner not the trainer. Proving learning should be integral to the process of learning not based on before and after statistics. This is based on Richard Hale’s own learning from action with international organisations through the International Management Centres Association.

The purpose of this paper is to evaluate the accuracy of linear and quasi-steady aerodynamic models of aircraft aerodynamic models when a small unmanned aerial system flies in the presence of strong wind and gust at a high angle of attack and a high sideslip angle.

Compatibility analysis were done to improve the quality of recorded flight test data. A robust method called fuzzy logic modeling is used to set up the aerodynamic models. The reduced frequency is used to represent the unsteadiness of the flow field according to Theodorsen’s theory. The work done by the aerodynamic moments on the motions is used as the criteria of stability.

In portions of flight, aircraft’s stability and control derivatives were unstable and nonlinear functions of airflow angles and angular rates. The roll angle had an important effect on unsteadiness of directional oscillatory damping derivatives. The pilot-induced oscillation and wing rock possibilities were investigated and dismissed so that the lateral directional oscillatory motion was classified as a nonlinear Dutch roll oscillation. Major modeling enhancements or real-time parameter identification are required for the control of a small unmanned aerial system in off-nominal conditions. The robustness tests of all-weather autopilot systems must be done with consideration of sign change.

Oscillatory damping derivatives were reconstructed using flight test data and the inadequacy of engineering level software in predicting this type of instability observed and demonstrated for a flight in the presence of wind shear and external disturbances.

The purpose of this study is to investigate virtual team (VT) member’s perception of trust and commitment when using computer-mediated communication (CMC).

A nonexperimental quantitative research methodology was used to survey full-time employees in education, health care and telecommunications industries. Participants were on VTs using CMC. A factorial, between groups, multivariate analysis of variance was used to examine whether the mean scores of trust and commitment, as dependent variables, significantly differed between VT members across industries, that make up one of the independent variables (type of industry) using different CMC with the CMC methods being the second independent variable.

When the variable of type of industry was held constant, CMC resulted in statistically significant differences in the mean scores of the linear variate of trust and commitment. However, when the variable of CMC was held constant, type of industry did not result in a statistically significant difference in the mean scores of the linear variate of trust and commitment. Additionally, the interaction of the variables CMC and type of industry resulted in a statistically significant difference in the mean scores of the linear variate of trust and commitment.

Findings suggest organizations should adopt best practices to maximize benefits of the visual component of VT communication. This study provides evidence to support a potential relationship between trust and visual CMC. Findings aid organizational leaders in evaluating communication tools, specifically for complex tasks requiring trust among members.

This article reviews mentoring literature and presents the findings emerging from research into the dynamics of mentoring and how similarities and differences between mentor and mentee influence learning for both parties and the organisation. The principal organisations contributing to the research, Scottish Hydro‐Electric and Skipton Building Society, used different approaches to matching mentor and mentee. Theoretical models are developed from the findings that suggest that similarity will support the development of rapport whereas contrasts support learning. However, the importance of personal values should not be ignored.

Any successful organization must have managers who return three times their value. The often‐quoted statistic is used by Hale and Margerison in their case study on GuinnessUDV, part of consumer goods giant Diageo. In an ever‐more competitive and global marketplace, companies must get the very best out of their most talented individuals. This will not happen by osmosis, and it isn’t an issue that can be left to chance. Action Learning aims to combine the best of both worlds in theory and practice, with workshop experience sitting alongside field experience. They are corporate leadership buzzwords and the USA even has university business school degree programs based on action learning.