The aviation industry thrives on precision, collaboration, and safety, particularly within the AOA.
Every movement in the AOA, from taxiing planes to ground crews operating equipment, requires undivided focus and clear communication. Surprisingly, one key to enhanced safety might lie in a small but powerful part of the brain known as the Reticular Activating System (RAS).
By understanding how the RAS influences attention and mindset, we can foster a mental environment that significantly improves safety in the AOA.
What is the Reticular Activating System (RAS)?
RAS is a network of neurons in the brainstem that plays a pivotal role in filtering information and regulating attention. Think of it as your brain’s gatekeeper, deciding which sensory inputs deserve your focus while filtering out less critical stimuli.
In high-stakes environments like the AOA, the RAS becomes your ally, ensuring that essential details, like flagging instructions, radio calls or changes in weather, catch your attention amidst the surrounding noise.
A 2017 study in Frontiers in Human Neuroscience found that the RAS plays a central role in sustaining alertness and responsiveness, showing the importance of recognizing that our brains are always scanning. And what it notices is shaped by how we feel and what we expect. Mindset isn’t just personal, it’s cultural and affects teams, so we train our crews to expect excellence, but to stay aware and not afraid.
The hidden impact of mental strain
Mental health challenges can subtly erode a worker’s ability to perform tasks safely and effectively. Stress, anxiety and burnout don’t just affect mood. They also impair focus, reaction times and hinder communication.
The 2017 Frontiers in Human Neuroscience article examined the relationship between work-related rumination and heart rate variability (HRV), a physiological marker of stress. The study found that individuals who frequently ruminated about work during their off-hours exhibited lower HRV, indicating higher stress levels and reduced capacity for recovery. This persistent stress response can have long-term implications for both mental and physical health.
In short, whatever is happening at work to your team members who have things going on at home (who doesn’t?) can lead to poor RAS signaling and function, leading to mistakes on the job, which can ultimately lead to incidents and lost productivity.
The link between mindset and the RAS
The RAS responds to external stimuli, but what you do with that information is wholly influenced by your internal mindset.
A positive, alert mindset can prime the RAS to focus on critical safety cues, while a distracted or negative mindset may cause the brain to miss essential information. For example, an optimistic and focused mindset enhances awareness of hazards and supports effective communication. A distracted or fearful mindset increases the chance of missing critical cues or making mistakes.
Emotional state and focus work hand-in-hand to determine what the brain prioritizes. When someone steps onto a live airfield, they bring their whole self with them. That means, what they carry as far as stress, focus and even their level of confidence in their work and how they interact with their peers. Using the RAS as a model for how we perceive our teams’ interactions in the AOA has greatly helped us effectively train attention, awareness and mindset. That’s where safety begins.
The power of a safety-oriented mindset in the AOA
A well-trained RAS supports situational awareness, which is a crucial element for safety in the AOA. When your mindset is focused on vigilance and preparedness, your RAS heightens your ability to detect potential hazards like an oncoming fleet or bad weather reported on the radar.
Mindset also affects how you interact with your team. A positive and open mindset fosters better communication, reduces misinterpretation of instructions and ensures smoother operations. Ultimately, the way we communicate on the airfield mirrors the way we value each other. When people feel respected and supported, they listen better, speak up more quickly and act with more purpose.
Using RAS to improve safety
The AOA is a high-pressure environment, and stress can cloud judgment. By cultivating a growth mindset, you can train your RAS to filter out stress-inducing distractions and focus on solutions instead of problems.
Set daily intentions
Begin each shift by consciously reminding yourself of safety priorities. Affirmations like, “I will stay vigilant and prioritize clear communication,” can program your RAS to focus on these goals throughout the day.
Leading by example
Culture starts at the top. If leaders never acknowledge stress, burnout, or overwhelm, it sends an unspoken message that everyone else should bottle it up too. But when supervisors and managers are willing to show up honestly—to say, “I’ve had a rough week” or “I’ve been feeling off lately”—they model a kind of strength that builds trust.
At Alder, we’ve learned that vulnerability isn’t weakness, it’s leadership. When a foreman shares that he’s been using deep breathing techniques to stay calm in high-stress situations, or when a manager mentions taking a mental health day to reset, it makes those behaviors acceptable for the rest of the team.
This isn’t about oversharing. It’s about being real. When a leader gives permission—through action, not just words—for others to take care of their mental health, people feel safer. They’re more likely to speak up before something spirals. They’re more likely to check in on a coworker. And they’re more likely to stay on the team.
Leadership also means noticing. If someone’s showing up late, more withdrawn than usual, or losing focus, a quick “Hey, everything okay?” can be more powerful than you think. Even if they don’t open up right away, they’ll remember that someone noticed. That’s the kind of quiet leadership that changes culture over time.
Here are a few simple ways leaders can lead on mental health:
- Name it: Say out loud when you’re stressed or taking steps to manage your well-being.
- Normalize breaks: Take yours and encourage others to take theirs too.
- Offer support, not solutions: You don’t have to fix it. Just be someone who listens without judgment.
- Know where to point people: Keep a list of free and low-cost resources handy (some are listed below).
- Strong leaders don’t just protect performance—they protect people. And that starts with making mental health part of everyday leadership.
Providing resources and support
Encouraging open dialogue is a critical first step, but we can’t stop there. Leaders also need to ensure their teams have access to real tools and support systems that are inclusive, culturally competent and accessible across languages, literacy levels and lived experiences.
For many workers, especially in the trades, therapy can feel out of reach. It might seem too expensive, too time-consuming or just too unfamiliar. That’s why employers should make the process easier to navigate and less intimidating.
Share anonymous, judgment-free support options
Here are a few to get you started:
- 988 Suicide & Crisis Lifeline: Available 24/7 for anyone in crisis or emotional distress. Free, confidential, and now available via phone or text
- Crisis Text Line: Text HOME to 741741 to connect with a crisis counselor
- Therapy for Black Men, Latinx Therapy, and The Trevor Project (for LGBTQ+ youth) all offer culturally informed mental health support
- SAMHSA’s National Helpline (1-800-662-HELP): Offers free, confidential help in English and Spanish
Make Employee Assistance Programs (EAPs) visible and approachable
If your company offers one, talk about it. Many workers don’t use EAPs simply because they don’t know they exist or don’t trust that they’re private. Explain how it works, emphasize confidentiality, and share stories (when possible) of employees who’ve benefited.
- Post physical and digital resources where people will actually see them. Bulletin boards, text blasts, QR codes in break areas—meet people where they already are. Make sure any resources are translated into the primary languages of your workforce and reflect the diversity of your team.
- Offer time and space to use those resources. It’s not enough to suggest calling a hotline “on your own time.” If someone is in crisis, they may need to step away mid-shift. Empower managers to support those decisions with compassion and flexibility.
More tips for driving a healthy work culture
Here are a few ways to embed mental health into your company’s culture:
- Train the trainers. Invest in leadership and peer-support training, especially for front-line supervisors. Teach them how to recognize signs of distress, how to check in without crossing personal boundaries, and how to direct people to the right support. Programs like Mental Health First Aid or Construction Working Minds can be great resources.
- Build mental health into your safety talks. Start toolbox talks with a quick mental health check-in or a reminder that stress impacts focus just like fatigue or dehydration does. If we’re going to prioritize safety, that has to include psychological safety too.
- Model respect and watch the language. Cultural shifts happen through language. Leaders should call out harmful jokes or stigmatizing comments—not with shame, but with clarity. Create a norm where kindness, encouragement, and respect are the default.
- Recognize the whole person, not just the role. Celebrating personal milestones, encouraging time off, and recognizing effort beyond output all signal that your workplace values people for who they are, not just what they do.
- Keep checking in. Whether it’s a weekly crew huddle or a quick walkaround conversation, regular check-ins help normalize the idea that mental health is an everyday part of the job.
Final thought
Mental health isn’t just a wellness issue—it’s a safety issue, a retention issue, and a leadership opportunity. By creating space, sharing resources and leading with empathy, we create environments where they want to come back tomorrow!