Management Tip: 9 Ways to Better Captain Your Ship
Being a manager isn’t always smooth sailing. Learn how to navigate troubled waters with your crew. And in case you were wondering… Yes, there are female skippers, paving the way for many others!
Being a manager of a small team or a large organization is like being at the helm of a small yacht, a large cruise liner, or the Starship Enterprise. But are you Captain James T. Kirk or Captain Bligh? Do you inspire loyalty, or mutiny?
Here are 9 Ways to Better Captain Your Ship
1. Don’t steer without a rudder
An organization that has undefined goals, with no explicit direction, is like a ship drifting without a rudder. Every captain has a clear destination, a map, a route, and a compass. Make sure your team has a good understanding of what you’re all working towards and how you plan on getting there. A team with a shared sense of purpose is more motivated and engaged.
2. Know your crew
A captain is responsible for everyone on board, including the crew, other staff, and any passengers. In addition, a captain must be proficient in every aspect of running a ship and has likely come up through the ranks. As a manager you’re not always required to have hands-on experience in all line functions, but having an appreciation of what it takes to get the job done allows you to more effectively provide your team with the necessary direction, knowledge, skills, and resources, and gives you the ability to recognize a job done well.
Knowing your crew goes beyond knowing their responsibilities. Depending on the size and structure of your team, you may not be able to get to know them all, but at a minimum, get to know your direct reports. Do you understand their strengths, development opportunities, aspirations, and motivators? If so, it will help you to better align them with roles and a career path that benefits both the individual and the organization.
3. Run a tight ship
Running a tight ship means running your area of responsibility in an orderly and disciplined manner. This does not mean having rigid rules or being a micromanager. It means setting clear expectations and being consistent, so that the team knows when something unexpected occurs for which they may want or need more direction.
4. Review your captain’s log
A captain’s log is a daily record of important events in the management, operation, and navigation of a ship, including the weather. While it might not always be necessary for a manager to keep detailed records, it would serve him/her well to keep track of important events and information that can be analyzed when re-assessing strategy and tactics. It can even be as simple as an occasional “lessons learned” session with the team.
5. Ask for “all hands on deck” sparingly
An “all hands on deck” request requires the immediate involvement of all crew members, usually in an emergency. While many factors can lead to an emergency situation, make sure that not every situation is an emergency. Asking everyone to drop what they’re doing causes disruption and distraction. It may result in your team questioning your leadership abilities, and even cause resentment if they need to make last minute accommodations in their personal lives. If it happens too often, ask yourself if you’re doing adequate planning and risk management.
When the need does arise, be sure that your team knows that you’re there to guide and support them, and that, if necessary, you’ll roll up your sleeves alongside them.
6. Respect your deckhands
A deckhand does manual work that does not require special training. Afford your deckhand the same respect as your first-mate. Irrespective of the title or position a team member has, treat everyone respectfully. While some cogs may be larger than others, a good leader recognizes that all the parts are necessary for the operation to run smoothly.
7. Lose the whip!
We’ve all seen cartoons of the bosun cracking a whip to motivate galley slaves. While it’s an extreme example, ask yourself how you are motivating and engaging your team. If they are constantly under the whip and feel their efforts are unappreciated, they will abandon ship at the earliest opportunity. Those who cannot leave immediately, may stay on board, but they will be bitter and resentful and any new crew members you bring on board, will succumb to the toxic morale and will soon be looking to jump ship too.
Also, if you’re standing behind them to beat them, there is no chance you’ll get to “Know your crew” and build a strong and loyal team. Equip them, don’t whip them!
8. Get rid of the plank
In the past, when someone on a ship had committed a crime, they were keelhauled, or forced to walk the plank. As a manager, if you find that it’s time for someone to move on, don’t just throw them overboard or drive them to want to jump ship. Unless it’s for an egregious reason that does not warrant further dialogue, discuss how you might be able to help them transition out of their current role to a new one within or outside the organization.
“I’d prefer to sail in a bad ship with a good captain rather than sail in a good ship with a bad captain”
Mehmet Murat Ildan, contemporary Turkish playwright and novelist
9. Use the deck chairs
Why wait till you’ve reached your destination to use the deck chairs? Create time in your schedule during the voyage to simply relax on the ship’s promenade. Taking a micro-vacation on your own during the day will allow you to clear your mind before going back to strategizing or to facilitating the next meeting. Invite others to join you in taking a breather. Not only will it improve personal and working relationships, but it will also put things into perspective and set the tone that we can enjoy the journey as well.
