recovered wreckage

NASA confirms stunning discovery of Space Shuttle Challenger artifact

Divers off the east coast of Florida have found an artifact underwater that NASA confirms is debris from the space shuttle Challenger. Photo courtesy of NASA

A TV documentary crew has just made a startling discovery linked to one of the American space program's greatest tragedies, one that deeply resonated here in Space City. Divers off the east coast of Florida have found an artifact underwater that NASA confirms is debris from the space shuttle Challenger.

While searching for wreckage of a World War II-era aircraft, documentary divers noticed a large object covered partially by sand on the seafloor, one that was clearly crafted by humans. The team contacted NASA after analyzing the proximity to the Florida Space Coast, the item’s modern construction, and presence of 8-inch square tiles, according to the space agency.

Upon viewing the TV crew's footage, NASA leaders confirmed the object is indeed part of the Challenger, which exploded during launch on January 28, 1986, killing all seven crew members on board — all of whom trained in Houston.

A History Channel documentary depicting the discovery of the Challenger artifact is scheduled to air Tuesday, November 22. While the episode will screen as part of a series about the Bermuda Triangle, the artifact was found well northwest of the area popularly known as the Bermuda Triangle, researchers note.

NASA, meanwhile, is currently considering what additional actions it may take regarding the artifact that will properly honor the legacy of Challenger’s fallen astronauts and their families, the agency notes.

The Challenger disaster is now counted as one of American history's "where were you?" moments. The mission, dubbed STS-51L, was commanded by Francis R. “Dick” Scobee and piloted by Michael J. Smith. The other crew members on board were mission specialists Ronald E. McNair; Ellison S. Onizuka, and Judith A. Resnik; payload specialist Gregory B. Jarvis; and teacher S. Christa McAuliffe.

Space Shuttle Challenger crew 1986The Challenger crew poses ahead of the mission in January, 1986. Photo courtesy of NASA


McAuliffe, a charismatic civilian with a bright smile, became an international celebrity, bringing everyman accessibility to the space program. She was beloved by fans young and old, and quickly became the face of the doomed mission.

Celebrating NASA's 25th shuttle mission, the spacecraft waited overnight on Launch Pad 39B at NASA’s Kennedy Space Center in Florida. A sudden coastal cold front brought freezing temperatures, causing ice to form on the shuttle. Launch managers cleared the mission for launch at 11:38 am on January 28, despite concerns raised by some shuttle program employees.

A mere 73 seconds after liftoff, major malfunction caused the explosion that killed the seven crew members, a moment captured on live TV and watched by millions.

Later, a NASA investigation revealed that the unexpectedly cold temperatures affected the integrity of O-ring seals in the solid rocket booster segment joints, sparking the explosion.

Challenger's loss, and later Columbia with its seven astronauts – which broke up on reentry in February 2003 over the western United States – greatly influenced NASA’s culture regarding safety. The agency went on to create an Office of Safety and Mission Assurance, developed new risk assessment procedures, and established an environment in which everyone can raise safety concerns.

NASA also created the Apollo Challenger Columbia Lessons Learned Program to share these lessons within the agency and with other government, public, commercial, and international audiences.

“While it has been nearly 37 years since seven daring and brave explorers lost their lives aboard Challenger, this tragedy will forever be seared in the collective memory of our country,” said NASA Administrator Bill Nelson in a statement. “For millions around the globe, myself included, January 28, 1986, still feels like yesterday. This discovery gives us an opportunity to pause once again, to uplift the legacies of the seven pioneers we lost, and to reflect on how this tragedy changed us. At NASA, the core value of safety is – and must forever remain – our top priority, especially as our missions explore more of the cosmos than ever before.”

By law, all space shuttle artifacts are the property of the U.S. government. Members of the public who believe they have encountered any space shuttle artifacts should contact NASA at ksc-public-inquiries@mail.nasa.gov to arrange for return of the items.

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This article originally ran on CultureMap.

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Not everyone's brains work in the same way. Rather than ignoring that, here are an expert's tips for tapping into your workforce's cognitive diversity to the benefit of your business. Photo via Getty Images

Everyone thinks and processes information in their own unique way. Cognitive diversity refers to these differing styles, perspectives, and problem-solving approaches among individuals in a group. Cognitive diversity, in today’s evolving workplace, is recognized as a valuable asset. Teams that are cognitively diverse can enhance their innovation, creativity and overall performance. The challenge comes with group dynamics when there may be communication barriers, conflicts and biases.

Effective strategies to consider for managing cognitive diversity in the workplace are as follows.

Communicate and take action

Business leaders who recognize and embrace the value of diverse perspectives and cognitive styles are better able to manage any challenges that may arise within the organization. Leaders and managers should communicate the importance of cognitive diversity to their team and encourage employees to share their unique viewpoints and approaches. This also means managers should be aware of their own biases and avoid making assumptions about people in order to create a more inclusive environment.

When a company uses hiring practices that embrace cognitive diversity, brings forth varying perspectives and ways of problem solving. Identifying those who may think differently than others or who may challenge the status quo is many times identifying those who will become the company’s best innovators. Embracing a diverse group of thinkers will help foster a culture of inclusivity, open-mindedness, and innovation.

Encourage collaboration

Collaboration is key to the success of any team. When working together, different cognitive styles can complement each other’s strengths and compensate for any weaknesses. Studies show cognitive diversity within groups can accelerate learning and performance when faced with challenges. In order to get through some of businesses’ most complex situations, there needs to be different perspectives and viewpoints.

For the most innovative thoughts to be heard, people must have the space to raise their hand and speak up, but also, people must actively listen to what the person has to say. Managers should work to create opportunities for collaboration, whether it is building cross-functional teams or other group projects and encourage employees to openly communicate and give feedback to improve the outcome.

Provide training and development

Training and development opportunities focused on cognitive diversity can help employees understand their own communication styles and the communication styles of others. By educating and applying, taking action steps after training will help reduce biases and misunderstandings. Additionally, these trainings can increase empathy, which does not come natural for some, and respect among team members.

Businesses should also evaluate their current company training programs to make certain they are inclusive of different learning styles, such as using infographics for visual learners or having hands-on demonstrations. Another consideration is to incorporate self-paced learning into training and development plans. No matter the type of training, solicit feedback, and take it under consideration to continuously improve how teams can develop their skills. Feedback that is thoughtfully considered and implemented leads to more engaged employees overall.

Manage conflicts

Conflicts are inevitable; however, organizations should set clear expectations and policies for performance and behavior. Unfortunately, conflict can be exacerbated in a diverse environment. Managers should be primed with knowledge on how to resolve conflicts and help facilitate constructive conversations among both parties. Also, managers should know when to reach out for help from their supervisor or human resources.

For business leaders to successfully manage cognitive diversity in the workplace, they must intentionally work to develop a culture that embraces the differences in others. Savvy business leaders will enlist the help of their HR team or outside council, such as a professional employer organization, to ensure their strategies and policies for managing a cognitively diverse workplace are inclusive.

Most importantly, when the company culture embodies a diverse, equitable, and inclusive workplace, the employees tend to have the same values, especially when the expectations are clearly set. As a result, the business will become a more innovative and engaging environment where employees know how to leverage their own strengths and the strengths of others, no matter their cognitive style.

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Fernanda Anzek is managing director of HR services with Insperity, a Houston-based provider of human resources and business performance solutions.

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