building robust sea-to-shore talent pipelines

How, and when, companies bring capability from sea to shore matters. A systematic, consistent approach is essential. We have personal experience of moving from sea-to-shore, running assessment centres & talent pipelines and building executive development programs.

Therefore, using six key criteria, we are well-placed to help you build robust, enduring sea-to-shore pipelines:

  • The ability to identify future talent across sea-going populations.

  • Clear processes and support as individuals transition from sea to shore.

  • The knowledge & understanding that those at sea have of opportunities ashore and the processes that support sea to shore transitions.

  • The support (coaching, mentoring, stretch opportunities) that individuals have once they are working in shoreside roles.

  • Configuration of sea-to-shore pipelines to support low number or singleton populations.

  • The active involvement of senior leaders - ashore and at sea - in promoting and personally supporting sea-to-shore transitions.

  • Additional criteria we agree with the client focused on areas of particular interest.

Our initial report assesses each criterion against a four-level maturity scale, providing a snapshot of current capability with supporting detail & recommendations:

Please contact Mark for more information: mark.fortnum@stonefortmarine-talent.com

Previous

home-grown