N2 People Skills

Sunday, January 9, 2011

Superyacht Crew Diversity- Are you sure you're getting the Best from it?

 Super Yacht Crew Diversity
Unleash Innovation and Productivity.

When Super Yacht owners change, refit, and upgrade their Yacht's and equipment, many miss an inexpensive way to upgrade the Yacht's user experience (their own). 

  It is easy to identify the inherent obstacles and barriers associated with differences.
The harder part is to make the most of that diversity, develop it to move past great, to inimitable.

Two things must be remembered:
  • It is difficult to address differences without resorting to stereotypes. In the purest form, there is no such thing as a stereotype. No person is exactly like another person, and no individual is a clone of another member of a group.
  • As diversity of a Yacht crew grows, so does the complexity of communication and the necessity to spend greater effort developing improved communication skills.
Awareness and discussion create appreciation and understanding. Understanding of personality type and diversity means not just tolerating differences among individuals or teams, but supporting and nurturing them. Diversity  developed produces variety in ideas, perspectives, talents, skills and knowledge, all desirable attributes in a high performing crew. That team becomes far more flexible, adaptable and innovative to meet owner and guest needs within the nonlinear environment aboard a Super Yacht.

Diversity will produce better solutions to problems,  higher levels of awareness, and result in higher levels of service, safety and security. Providing training and development to create a supporting and nurturing environment enhances efficiency of crew by exposing members to new issues, ideas, information and personalty type. Diversity creates opportunities for character development by teaching tolerance and respect for people, and by encouraging concern for equity. Cultural and personality type diverse crew that value and nurture people from all backgrounds, are worthy of active participation. Such a crew will flourish, perpetuate, raise longevity, development, and unleash innovation and productivity.

Making the most of diversity in a crew requires the commitment of all involved. Changing existing attitudes and assumptions maybe required, and this is not always easy. It is most often behaviors that have to change rather than attitudes. All members must be committed to what they are doing and address issues related to cultural or personality type difference.

There is always resistance to disturbing the status quo, but this is no excuse for avoiding change.

Many people believe in the old golden rule of: “treat others as you want to be treated”, but an unspoken assumption is that, “how you want to be treated, is how others want to be treated”. We all have the propensity to consider we are outside of the system and to blame someone or something else for the problems we may experience.
When you change your vantage point you discover new insights and new leverage points, and begin to ask “what if” questions:

What if respect looks different from another point of view; does it mean saying hello in the morning, or leaving someone alone, asking questions, or relying on title, rank and assumed personal mastery?

While we may share similar values, how we show those values through behavior may be vastly different. How do we know what different cultures and personality type need ? Instead of using the old golden rule, we use: "treat others as they would prefer to be treated."

Moving the frame of reference from "our way is the best way" to "let's find the best of a variety of ways" helps manage diverse environment more effectively.

Growth may have it's place to make things bigger (and sometimes slower), but (human factor)  development makes the system better able to do what it was intended to do.