The Spinnaker Maritime People & Culture Conference 2022

hr conference

Once a year, maritime HR and crewing professionals from across the world meet in London at the Spinnaker Maritime People & Culture Conference to discuss the timeliest issues for the industry.

Now in its 14th year the event welcomes over 200 delegates from 18 countries globally.

People are very much at the heart of the Conference. In previous years delegates have listened to CEO panels discuss how they manage the age gap (and subsequent ‘culture gap’) between senior staff and younger recruits, or how they are tackling what we shall politely call Maritime’s ‘diversity issue’ is refreshing, encouraging and reassuring. CEOs of shipowners, shipmanagers, P&I clubs – they’re having the same issues as everyone else, and it’s inspiring to hear how they are handling the hottest topics in the industry. It’s also heartening for them to ask ‘What are you doing about it in your companies?’ – and that’s where the Spinnaker Maritime People & Culture Conference is very much an open forum for discussion.

Every session concludes with Q&A’s so that everyone can have their say. That way, it’s not just the speakers who are discussing how they run things, but other maritime HR professionals too. It’s what makes the event different. Whether shore-based or crewing, it’s an essential platform for the ‘people people’ of maritime to have their say. And once discussions have been had, that’s how change starts. You never know just how you might get inspired.

The 2022 Spinnaker Maritime People & Culture Conference takes place in London on the 26th and 27th May.

Topics for discussion include Agile Working, Remuneration, Flexible Working, ESG, Attraction & Retention.

Members of the Maritime HR Association are eligible for a free delegate space. If you are not a member, tickets can be purchased at https://spinnakerconference.eventbrite.co.uk

If you are a supplier, please contact us for details regarding sponsorship packages.

Contact Helen McCaughran at [email protected] or call +44 (0)1702 481 643.

You can also find out more about who is speaking, sponsoring and supporting the Spinnaker Maritime People & Culture Conference by following @spinnakerglobal on Twitter.

Hired: COO, Shipowner

hired

Spinnaker’s Executive Search team are busier than ever with senior-level recruitment, and we’d like to share with you some of our success stories. In this case, we take a look at a recent COO hire for a shipowner based in Europe where we were able to utilise video interviewing in the face of hiring during the height of the pandemic.

The brief

Client – Shipowner, Europe
 A new but very successful shipowner was looking to expand their team by bringing in a Chief Operating Officer.  A newly created role meant discussion and clarification on what their expected deliverables would be.  Advice on job description, person specification and remuneration was given.

Stakeholders

CEO and PE based in Europe.  Private equity backed gave several stakeholders with views and opinions that all needed to be taken into consideration.

Issues

A small but growing organisation, they wanted a skilled and capable person, not only with the correct technical knowledge to manage the day to day operations, but someone who was adept at looking at the longer term. At this stage in an organisation’s life there are inevitably growing pains, so the right person needed to manage those issues at this critical point.  A person who could grow with the business,  so someone with lots of potential to develop further as the company grows. Therefore finding the right ‘level’ of candidate was interesting.  Too senior and the organisation would be too small for them, too junior and they wouldn’t have the right experience yet. Covid restrictions meant interviewing in person was not possible, however, they did not want to delay.

Execution & solution

A mixed shortlist was presented; those with very established backgrounds who would consider a move to a smaller company for the promise of exciting growth plans, and those ready for that next step up.  Those with the potential to grow with the business, who were demonstrating through the process their drive for personal development, and future capability.

Using our extensive network and database and gaining referrals, alongside a social media campaign, 104 people were gathered and reviewed by the Search Team.  8 were shortlisted and presented to the client.  3 were interviewed.  One was selected, offered and accepted, and commenced.

Of course, covid was continuing to present major challenges in interviewing, so video conferencing was used extensively enabling the process to move along.

Outcome

The role was filled by a candidate already based in Europe, so there were no relocation issues.  They had significant operational experience, along with good management experience.  They were ready for the next step in their career so this was an ideal match for both them and the company.

Relationship

We remain the client’s partner of choice for their search and selection requirements.

Want to know more about Spinnaker’s Executive Search offerings? Click here.
 

The Spinnaker interview: Scott Bergeron

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Spinnaker loves people – we’re maritime people experts, after all. One of our long-standing colleagues in the industry throughout his career is Oldendorff’s Director of Business Development & Strategy Scott Bergeron, and we caught up with him to hear his thoughts on decarbonisation, the surprises of shipping, and forks in the road…

Q: Why shipping? 
Ever since…once you get a taste for the sea, it becomes hard to resist. I guess it started when I learned to row a boat before I turned 5.

Q: What makes you want to go to work in the morning?
In shipping, anything can happen from one day to the next. Rarely does a day unfold as you expected it to. What could be more exciting?

Scott Bergeron, Director of Business Development & Strategy, Oldendorff Carriers

Q: What is your career highlight? 
I’ve been fortunate enough to have many career highlights.  But one of the more remarkable ones is the arc of my career thus far: starting at the US Merchant Marine Academy where I was indoctrinated into the US flag and Jones Act paradigm, then I became a US Coast Guard inspector involved in reflagging foreign built ships to US flag, then on to working for a successful foreign flag tanker company, before leading the most successful offshore flag and then joining a shipowner where I was able to bring the most modern bulk carrier that the US flag has ever registered. Full circle!

Q: What do you see for the next 5 years?
A very interesting race towards decarbonisation and some unique commercial opportunities for owners and operators that can think strategically.

Q: If you had to buy a ship tomorrow, what would you buy?
One that doesn’t emit GHGs.

Q: What’s the biggest challenge facing the industry today?
Addressing the challenge to decarbonize – this is a global energy issue, but the shipping industry is expected to solve the challenge on our own.

Q: Would you recommend a shipping career?
Absolutely yes.

 A bit about you…

  1. Ketchup or mustard?  Ketchup
  2. Half empty or half full? Half full
  3. Spender or saver? A little of both.
  4. Walk or run? Walking, unfortunately since that ski injury…
  5. What book should everyone read? Founding Brothers by Joseph J. Ellis
  6. Best ever investment? Education
  7. What advice would you give to your 21 year old self? Reach for your goals but realize that forks in the road will come and present opportunities for better goals.

The Spinnaker interview: Guy Platten

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At Spinnaker, we are all about people. Whether it’s placing candidates in jobs, working hard for our clients, or helping members with salary benchmarking, people are our business. Talking to people is what we do. So we caught up with Guy Platten, Secretary General International Chamber of Shipping, to get to the heart of why he ended up in maritime, his predictions for the future of the industry, and whether he’s a glass half empty or glass half full kind of Guy…

Guy Platten, Secretary General, International Chamber of Shipping

Q: Why shipping?

I looked at a number of different careers but the brochure for the Royal Fleet Auxiliary painted an exciting life and on the back page there was a drawing of a cadet walking hand in hand with a beautiful girl on a tropical beach along with pictures of cadets doing adventurous things with the caption ‘It’s not all work’. I suspect this would not be allowed nowadays but it certainly helped make my final decision (I was only 17 at the time!)

Q: What makes you want to go to work in the morning?

Working with great colleagues and knowing that we are making a difference in our industry.

Q: What is your career highlight?

There have been so many highlights but the one that sticks out is carrying out the investigation to an RNLI service call from the Lerwick Lifeboat to a ship called the MV GREEN LILY (at one point in my career I was Inspector of Lifeboats for Scotland) which resulted in the coxswain Hewitt Clarke being awarded the Gold Medal of the RNLI, the highest award for bravery the organisation gives.

This was in 1997 and is still the last Gold Medal to be awarded. Sadly this service also resulted in the loss of a helicopter winchman (the rescue helicopter was assisting the evacuation) but overall the entire crew was saved in horrendous weather conditions. Just interviewing all the people involved and piecing together what happened was such a privilege before writing it all up.

Q: What do you see for the next 5 years?

An exceptionally busy time for the industry as the decarbonisation agenda accelerates. We are going through transformational times, but we must ensure this is a just transition and we bring our people with us on the journey – especially the crews.

Q: If you had to buy a ship tomorrow, what would you buy?

I would shy away from that!

Q: What’s the biggest challenge facing the industry today?

Decarbonisation without a doubt. We call it the 4th Propulsion Revolution.

Q: Would you recommend a shipping career?

Absolutely – I would never have guessed how it would turn out. I clearly remember joining my first ship as a cadet and never thought I would end up doing this job! Incredibly rewarding career with so many paths available to go down.

 A bit about you…

  1. Ketchup or mustard? Mustard
  2. Half empty or half full? Half full
  3. Spender or saver? Saver
  4. Walk or run? Run
  5. What book should everyone read? The Lighthouse Stevensons by Bella Bathurst
  6. Best ever investment? My children
  7. What advice would you give to your 21 year old self? It will all be ok in the end!

How to manage staff remotely

working remotely

Now that hybrid and remote working patterns are going to be the long-term solution for many, we’re hearing from clients that their businesses want to provide more formal support for their managers.

While we have faced significant challenges during the pandemic and adapted to these pretty quickly, as we start to emerge into the ‘new normal’, more and more workers are opting for a hybrid option (spending some time in the office and some time working remotely) rather than going back into the office full time.

A recent poll by a Spinnaker consultant on LinkedIn showed that just 11% of his network surveyed would want a full return to the office – and this brings its own set of challenges for managers.

Good managers want to get the best of their people no matter where they’re working, but at the moment they’re stretched and are seeking practical, time efficient solutions that will enable them to support their teams as these working environments continue to shift and change.

How often should you check in with your staff? How flexible are you expected to be? How can you ensure remote work is outcome focused? What tech and resources do you have in place? How will you know you’re getting it right?

Here at Spinnaker, we provide support for leaders to help answer these questions, giving practical content and guidance on clarifying expectations with staff, and helping build confidence and competence in the world of remote working.

Our Remote Working ‘Stackables’ are designed to be an accessible solution for managers with busy diaries.  These are one-topic focused sessions that are 60-90 minutes in length, interactive and practical. The sessions work as standalone items or collectively (in any order). Ideally suited to groups of 10 managers, the five topics covered are: Managing Performance, Aligning and Managing Expectations, Boundaries, Keeping Connected, and Personal Style.

Sarah Hutley, Reward Manager at Spinnaker said “Some managers have adjusted fantastically to the virtual working world, others have found it tough. The problem is, as HR professionals we don’t always know which managers need the support. This is an efficient and targeted way to make sure all of your managers are equipped to handle quality conversations within their teams, and ultimately ensure the success of these new hybrid working models.”

If you’d like to know more, please contact Sarah at [email protected]

More states join IMO call to designate seafarers as key workers

sailors

Forty five IMO Member States and one Associate Member* have now designated seafarers as key workers, which is a key step in resolving the ongoing crew change crisis. In a circular letter (4204/add.35) issued on Monday, IMO Secretary-General Kitack Lim calls on Member States that have not yet done so to take action as a matter of urgency.

Key worker designation for seafarers is essential to exempt these professionals from specific COVID-related travel restrictions, allowing them to travel between their country of residence and ships, and to be repatriated at the end of their contracts. This is critical to resolve the crew change crisis, which currently leaves hundreds of thousands of seafarers trapped at sea or stuck at home and unable to join ships. It could even play a key role in granting them priority access to safe vaccination.

The plight of stranded seafarers is highlighted in an IMO video featuring seafarers who describe the challenges they have faced due to the pandemic, and the impacts of the ongoing crew change crisis on their physical and mental health.

Resolutions urging Governments to designate seafarers as key workers have been adopted by IMO, the United Nations General Assembly and the International Labour Organization (ILO).

The Member States who have designated are: Azerbaijan, Bahamas, Bangladesh, Barbados, Belgium, Brazil, Canada, Chile, Cyprus, Denmark, France, Gabon, Georgia, Germany, Ghana, Greece, Indonesia, Iran (Islamic Republic of), Jamaica, Japan, Kenya, Kiribati, Liberia, Marshall Islands, Moldova, Montenegro, Myanmar, Netherlands, New Zealand, Nigeria, Norway, Panama, Philippines, Republic of Korea, Romania, Saudi Arabia, Singapore, South Africa, Spain, Sweden, Thailand, United Arab Emirates, United Kingdom, United States, Yemen. *Associate Member: Hong Kong (China)

Hiring continues during the pandemic

virtual hiring

Since the COVID-19 pandemic became part of our lives, here at Spinnaker we have been constantly reviewing how we operate internally, but also trying to find new ways of working with our clients. We’re really pleased that recent hires have taken place outside of the traditional recruitment process which normally sees a face to face meeting as an absolute prerequisite.

New vacancies during lockdown

Obviously, COVID-19 has impacted recruitment but we are pleasantly surprised that forward-thinking businesses are continuing the hiring process. We’re taking on new vacancies, which is ideal as we’ve started 100% virtual hiring, that is, where neither the candidate nor client have met in person and where the entire recruitment process was handled completely over video calls.

We knew that it was possible for hiring to continue when we had two candidates start new roles in mid-March and early April from home. These were recruitment processes that we had started pre-lockdown for a marine insurer and shipmanagement company, and if we’re honest we were unsure if they would be starting as normal on their projected start dates. But sure enough, they have both started as new employees from home, with full training provided from their respective companies, again all over video call – and are doing well.

The virtual hiring timeline

But our first fully ‘virtual hire’ for Navigate PR has had an interesting trajectory. “We started initial discussions about the role – a Copywriter in London – in the middle part of February,” says David Tubb, the Spinnaker Recruitment Director who oversaw this hire. “We got the green light to recruit on 20 March – three days before lockdown.”

“I’d originally planned to meet candidates face to face, but because of lockdown this changed quickly to WhatsApp video calls.” The process progressed to virtual interviews with the client. Once it was narrowed down to a particular candidate, Alexander, a final virtual call was set to really lay out the position, and the business’ intentions. “Alexander got his personality over incredibly well virtually, and that really sold him to the client.”­

Adjusting to virtual hires

We are sure that this trend will continue and become the norm as we continue to live through lockdown which is looking to be in place through the coming months. But does it take adjusting to? “The client did find it strange as they’d never done this before,” says Tubb. “I reassured him that even when meeting someone for interview face to face, you still don’t fully know the person you’re hiring. This put his mind at ease and he agreed it was a good process given the circumstances.”

We’re also aware that some candidates are hesitant about moving during these turbulent times. This was certainly the case here initially. “Alexander was concerned it would be a risk,” says Tubb. “But we discussed the security of the company, and how he was keen to make a move. Bill Lines from Navigate was open about the company and how he saw the role fitting into their remote set-up, and Alexander was honest and efficient. The communication between us all was seamless. I handled the offer, the contract went back and forth, and the references were collected.”

The candidate remarked of the process “It’s been a unique process changing roles in this current climate, but Spinnaker and Navigate have done a fantastic job making the move possible. Once both parties get used to it, having an interview over video call doesn’t feel any different. If anything, it’s more relaxed given that you are in your own surroundings.”

Alexander will start in early May, six weeks after the interview request. These kinds of hires will become how we operate at Spinnaker as lockdown continues to ensure everybody’s safety. Thanks to WhatsApp, Skype and Teams, we are fully able to continue recruiting as we would normally.

Problem solved

As David Tubb described the virtual hiring process: “There were three parties involved in this transaction. The candidate never met the client in person, the recruiter, me, never met the candidate in person, but both client and candidate are happy. Problem solved.”

Connecting with yourself and others while working remotely

working remotely

We are working through unprecedented levels of uncertainty, facing unexpected business challenges and under pressure to work more flexibly than ever before. How are you and your teams responding – are you simply ‘coping’ and do you even know what your new potential is, let alone how to reach it?

Staying motivated

In this time of change, we are going to learn a lot about ourselves.  We will be challenged and tested.  Some of it will feel uncomfortable and difficult. So taking some time to take stock and reflect is crucial for our own mental health and well-being.  Staying motivated and resilient in this changing environment is going to require some changes to our own behaviours. Basically, to embrace this new world on the right footing we are going to need to make a concerted effort.

Adapting to new ways of working

Understanding your own preferred ways of working remotely and how they may need to adapt to suit new ways of the working world could be key. Increased self-awareness can deliver benefits across:

  • Individuals – if people know what their natural strengths are, they can apply them in the right situations. If they are aware of their weaknesses and recognise their emotions, they can acknowledge these and manage how they react in certain scenarios.
  • Teams – raising awareness of why employees approach their work in the way they do, as well as why others may differ (and what this means for the overall team performance) helps pave the way for stronger working relationships and less conflict. Ultimately, self-aware teams are more engaged, more productive and better able to perform as a cohesive unit. And this can only be a good thing for your changing business.
  • Leaders – all successful organisations need great leaders (across all levels), now more than ever. Self-awareness allows leaders to understand their core personalities, preferences and strengths and the impact of those on their leadership style. Knowing when to adapt their style to get the best out of others and/or achieve the business goals will drive motivation, performance and productivity within the business.

Tailored to you

Self-awareness can be quickly and easily achieved through personality profiling tool Facet5. Completion of a simple online questionnaire which you can take while you’re working remotely generates a 17 page report, shared by fully accredited practitioners during a confidential one to one feedback session. This session is tailored to you; a great opportunity to reflect on live business issues and assess ways to tackle them.  A small investment could make a huge difference to your future. Fund yourself or ask your employer to include this as part of your ongoing development. Get in touch via email or on +44 (0) 1702 481660 to find out more.