b'meonrewritesandadvisingI would challenge our members Coworker appreciation. Who on new approaches. Quickly,does not like to be recognized, theystartedtoownsectionsto look ahead and dedicate hear thank you, or be asked their ofourtraining.Ourimple- opinion?Duringourregional mentationwentfromonetime to train for the future. meetings and at MariTrends, we personconductingmostofheard ideas from members on the program to each coworkerThe next generation of leadershiphow they have worked to rec-owning an aspect of training.ognize their team. These ranged Thisultimatelyhasgivenusand licensed mariners needs to from group events for staff, like amorecompleteandbetterbe developed with our support. dinners or other outings, one on implemented program. It hasone lunches with owners, pur-also opened the door for com- chasing a gift for each coworker munication between all of ourat the holidays like a turkey, to coworkers, helping us to more effectively identify maintenance proj- offering specialized training opportunities such as attending a PVA Re-ects and guest service improvements. gion Meeting or MariTrends. There is no one-size-fits-all way to show appreciation to our workforce today. To find the right thing for your Creating programs that allow you to promote from within. One ofteam or team member, it may be as simple as asking what their needs are the most financially and time-consuming tasks for all operators is train- and finding a creative way to support them.ing staff. We spend most of our time focused on training a coworker for a specific role, task, or job that is immediately in front of them. I wouldThe challenge of developing and maintaining our workforce is not tem-challenge our members to look ahead and dedicate time to train for theporary or unique to our industry. It is predicted that we will be facing future. The next generation of leadership and licensed mariners needs toone or more aspects of this battle for a while. Many of the steps that our be developed with our support. Our company has chosen to develop ourcompany has taken to lessen the impacts of the workforce strain were next generation of captains by looking internally and by providing specif- ideas garnished from each of you. The more we share success between ic operator training to one Senior Deckhand a year. With this program wemembers, the stronger we will be able to make each of our businesses.have not recruited a captain from outside of Valdez since the early 2000s.I look forward to stealing more ideas in the future!About the Author COLLEEN STEPHENSPRESIDENTSTAN STEPHENS GLACIER & WILDLIFE CRUISESColleen Stephens is the president of her familys business, Stan Stephens Glacier & Wildlife Cruises. Since 1971 Stan Stephens Cruises has traveled the waters of Alaskas Prince WilliamSound,currentlyoperatingtwo,149-passenger catamarans.Colleenscareerinthemaritimeindustry beganattheexperiencedageofsevenassheworked alongside her parents and sisters. Today, she is responsible for the companys safety program development and training, coworker hiring, marketing, and community outreach. Stan Stephens Cruises, under Colleens direction, not only strives to operate safely and with exceptional customer service, but they also dedicate time to working with local organizations and agencies that focus on protecting Prince William Sound and its wildlife resources. FOGHORN 10'