Fostering a culture of vision and leadership in the maritime industry

Good day, everyone,

Fostering a culture of vision and leadership in the maritime industry

Today, I would like to address a topic that we have all been aware of: the challenges faced by the maritime industry in recruiting and retaining talented young individuals.

Let’s delve deeper into it.
The maritime industry is not for the faint-hearted.

It demands dedication and long hours of work. Unlike the gig economy or the allure of social media, which captivates the younger generation, our industry requires a different mindset. Additionally, the physical distance experienced by those working onboard ships can make them feel isolated and disconnected. So, how do we bridge this gap and make our team members feel like they are part of something bigger, even when they are oceans apart?

The answer is by fostering a strong organizational culture.

Talented individuals, due to their creative nature, need to feel that their work has a meaningful impact. But how can we foster such a culture when our work environment can be stressful, both in the office and on board, where we often face complicated situations and relentless changes?

Let’s go back to the basics: vision, mission, values, and strategy.
These elements form the foundation of any organization.

Vision provides an aspirational picture of future success. It gives us something to strive for, a shared goal that brings us together.

Mission defines why our organization exists. It clarifies our purpose and the value we bring to the industry and the world.

Values are the principles and moral beliefs by which we choose to operate. They guide our actions and shape our organizational culture.

Strategy comprises the decisions we make about how and where to bring our vision to life. It sets the path forward.

We often associate vision and leadership with the role of the CEO, but that’s not entirely accurate. “You don’t have to be a CEO in order to be a visionary leader.”

Each one of us can be a visionary leader, regardless of our position.

Whether you are in charge of a small team in the office or leading a team onboard a cargo vessel, you have the power to shape the vision of an organization.

Here are four ways we can all contribute to fostering a culture of vision and leadership:

Embrace “bottom-up” visioning: Don’t rely solely on senior leaders to craft the vision. Your perspective and insights matter. Share your ideas and contribute to the vision-building process.

Empower yourself and your team: Take ownership of the vision and encourage your team members to do the same.

Contribute to senior leaders’ vision work: Offer your support and input to the leaders responsible for shaping the company’s vision. Your unique perspective can provide valuable insights and help refine the vision further.

Translate the company’s vision for your team: As a leader, it is your responsibility to communicate and translate the broader vision into a meaningful purpose for your team.

By embracing these principles of vision and leadership, we can create an environment that attracts and retains talented individuals.
When we work for a company that has a strong culture and a compelling vision, we tend to perform better, feel motivated, and experience a sense of fulfillment.

Each one of you can be a visionary leader, regardless of your position within an organization.


I agree completely in principle with you. Do you have any successful day to day practices in mind that facilitate these goals?

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