Dejene Yimam’s Post

🛳For all of us who have spent time sailing the high seas, leadership isn’t just a skill—it’s a necessity. Leading a diverse crew through challenging situations show the importance of decisiveness, clear communication, and maintaining morale under pressure. Whether it’s making critical operational decisions or simply keeping the team motivated during tough times, our experiences at sea have taught us to balance authority with empathy, ensuring everyone feels valued and heard. One of the greatest gifts the maritime industry offers is the opportunity to work with people from all over the world. Our ships become floating microcosms of global culture, bringing together professionals with different backgrounds, languages, and perspectives. It’s a reminder that when we embrace inclusivity and collaboration, we can overcome any challenge. Life at sea is anything but predictable. We’ve all faced turbulent weather, mechanical failures, and countless other obstacles. These challenges test our resilience and adaptability every single day. They teach us to stay calm under pressure, think on our feet, and develop creative solutions on the fly. The ability to remain steadfast and positive in the face of adversity is something we carry with us in all aspects of life. ⚓

FEELING SPECIAL... If there is one lesson we can learn from the current chaotic times as far as team engagement is concerned, it is that we need to work on a better talent model to foster retention. May I suggest that "feeling special" is more important than financial compensation in promoting genuine and sustainable engagement. As such, leaders should focus on key points such as: 1- Never dismiss ideas shared by team members, and promote such sharing at all times and with everyone! 98% of great ideas don't originate in the boardroom! 2- Never block the development of your team members, be it through job flexibility, training, promotion, etc. People crave learning and development more than immediate financial reward. 3- Never pass up the chance to share warranted praise to point-out and promote positive behavior. I have had the chance to work with supervisors and leaders who demonstrated these behaviors with their managed teams, and feel that in today's environment where "meaning" carries more weight than "benefits", it is time to refocus on the human-side of engagement. Bertrand Petyt CLIA in Europe CLIA | Cruise Lines International Association Seatrade Cruise Skål International Official World Travel & Tourism Council 1BusinessWorld Ausonia Cruise Holdings Accor Royal Caribbean Group Norwegian Cruise Line Holdings Ltd. Carnival Corporation BSM Cruise Services COLUMBIA cruise services V.Group #wearecruise Real Leaders Orient Express

To achieve big you need to be with the right people at the right time and right place

I took a short morning flight recently from Liverpool to Belfast. Instead of looking after those of us that were flying that morning, the cabin crew scoffed cheese sandwiches and gossiped til we landed. There was one particular cabin crew member who seemed like the ring leader encouraging this behaviour. I flew with the same airline the day before and the cabin crew were amazing. So same organisation yet radically different employee behaviour. I post a lot about weak or toxic leaders but I also want to flag that toxic employees also exist. Don't let bad apples rot the bowl. Be quick to act when you have made the wrong hire and it's evident. Protect your culture with the same passion you put in to build it. Seek out the employees who are gems, reward your gems always, retain your gems. #hiring #culturematters

What Mindset is Steering Your Boat? Last week I worked with a team who spent a lot of time trying to define who was captain of the ship, pilot of the plane, in the driver's seat? I think you know why I was brought in. What became very clear was their idea of leading and winning, which was only possible for one. How often are we headed in the wrong direction due to our own mindset? Setting a team up for competition over collaboration drives them further apart, is a productivity killer, and pushes employees to look for other career options. A captain will only succeed with a great first mate, deck crew, engine crew, and everyone else necessary for the voyage. The clearer this message is expressed, the more others are listened to and are given opportunities to create, the project will be a success. How does workplace labeling and hierarchy play into the collaboration, communication, ideation, and emotional intelligence within your organization? If it's getting in the way let's discuss the possibilities so your ship doesn't sink. No life jackets required. #teamdevelopment #keynotespeaker #hr #executivecoach #corporateretreats #professionaldevelopment #teambuilding #mindset

"It's Not My Job" (...Cringe...) During my nearly decade-long tenure as a Rescue Swimmer and Helicopter Aircrewman in the Navy, I learned invaluable lessons about teamwork, sacrifice, and the Rescue Swimmer's credo "So Others May Live." I flew with HSL-44 out of Mayport, FL. Our unit wasn't just a team; we were a family. Imperfect, seemingly dysfunctional at times, but bound together by a shared mission to save lives. Transitioning from military service to civilian life, I've encountered the phrase "It's not my job" more times than I care to count. I couldn't believe how something so obviously counterproductive and damaging could be so widely accepted by certain leaders and teams alike. Where I had come from, people with such an attitude simply didn't make it; they failed, and those of us left were united in our mission. Reflecting on my experiences, I've come to realize just how toxic and destructive this mindset can be within any organization. When individuals prioritize their own tasks over the collective goals of the team, communication breaks down, collaboration suffers, and morale plummets. In contrast, the Rescue Swimmer ethos of "So Others May Live" fosters a spirit of selflessness and camaraderie. A place where above and beyond wasn't some elevated ideal, but rather a cultural norm. Bringing this mindset into the corporate world can transform a company's culture and trajectory. When every employee embraces the idea that their job is a commitment to the team's success, remarkable things can happen. Collaboration flourishes, creativity thrives, and challenges become opportunities for growth. To combat the toxicity of "It's not my job," leaders must foster a culture where teamwork is celebrated. By promoting open communication, recognizing collective achievements, and providing opportunities for cross-functional collaboration, companies can build stronger, more resilient teams. Most importantly, this builds an environment where people are not afraid to fail. Whether in the Navy or the corporate world, the message remains the same: Team is family. Embracing this mentality will help to ensure the success of the organization by building a winning team where every member of the team plays a vital role in the greater mission. Let's break down barriers and build stronger teams together. 💪 #Teamwork #Leadership #CorporateCulture #SoOthersMayLive

Actions Speak Louder than Words: Lessons in Leadership from an Airline Passenger Late last year, I traveled to Atlanta to speak at a HR conference; typically, I travel with American Airlines. On returning to Dallas, I was seated on the American Airlines flight, waiting for all my fellow travelers to board. A gentleman wearing complete Delta Airlines attire and luggage accessories with the Delta logo sat beside me. We gave each other a warm nod as our greeting. Atlanta is a Delta hub, so I was curious about him traveling by American Airlines instead of Delta. I asked him about his choice of airline. He said he is choosing to travel by American because he can give that one seat to a potential Delta customer & help with their travel. His one seat may not make a considerable difference, but it will undoubtedly help one person's travel plan -one seat at a time. Not only did his answer and attitude blow me away, but I loved how he showed up unapologetically brave and proud of who he worked for and the difference his choice is making for his company. I got to think about his perspective and wanted to share my insights and learnings from this conversation. --Our perspective matters, regardless of what others think or say. --His value proposition for his company through action was more profound, and it truly inspired me to pause and think about my work & how my actions speak instead of words. --Even though he did not mention this, his travel with a competitor's airline came across as "I am not afraid to shop in my competitor's store if needed," and there is no ego or hesitation. I want to acknowledge American Airlines's openness here, & I loved the role modeling of respect and treating everyone fairly and equally. I noticed this firsthand from the attendants. I started thinking about how to apply what I had learned to leadership. 1. As leaders, how are we allowing people to show up and share their perspectives authentically without any hesitation or fear of ramifications, especially if they may not be popular or widely accepted? 2. As a leader, there is always an opportunity to look for actions from people instead of just words or promises made by people. Actions DO speak louder than words. 3. As leaders, bringing relevant people from outside your "brand" and having them experience yours would be a great experiment. You can learn about your gaps quickly; if you are open, it will give you firsthand, unfiltered perspectives that help guide your vision. A bolder version is to invite people from other departments who typically have criticisms about your brand. 4. There are many ways for leaders to embrace diversity, & the best way is to role model through actions. As leaders, invite diverse thoughts and perspectives from people inside and outside your group, especially from people with different perspectives. This will create a rich environment for creativity & innovation to thrive. #leadershipinsights #AmericanAirlines #DeltaAirlines

Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishment toward organizational objectives. It is the fuel that allows common people to attain uncommon results. https://lnkd.in/dWw-Vn_b

Are you sharing what you are grateful for? Shout out to Air New Zealand who flew me home from Wellington today. When the captain was doing his announcement he thanked the flight attendants for looking after the passengers and flight crew during our trip, and during our landing announcement the crew team leader thanked the flight attendants for their great work. I see a lot being posted about gratefulness as being a positive habit to build - but how often do you think about what you might be grateful to your colleagues or staff for - and do you thank them for it? This is a small act of workplace kindness to see and publically acknowledge the work that our colleagues or staff are doing - when we are busy it is easy to overlook or forget it. But small actions like these have big ripples in staff well-being and sense of connection to their workplace. How do you show that you are grateful to those you work with? Terri Gasparich and Vikki Paealiki Kia Ora, I am Christina a psychologist and founder of The Kindness Workshop NZ. I am creating a kind world through developing kind leaders and training organisations to get their values off their walls and into daily actions. I provide 🌱Leadership Development Coaching for new Team Leaders in Health and Social services. 🌻In person workshops for teams that want to create a culture of kindness 🌵 Well-being support for those who struggle with workplace stress and burnout.

Leadership can rarely be found in the size and strength and brand of the official car we drive. Very rarely in the size and compass location of our office. Almost never in the size of our annual bonus. It will always be in our attitude, flexibility of our ego and interpersonal skills