Nov 7, 2016 | The Chief Stewardess |
How to Write a Good Letter of Recommendation. As a chief stewardess, you may be required to write a recommendation for your departing crew member.
A letter of recommendation also known as a reference letter is a formal document which requires a lot of thought and consideration. Generally speaking, the letter should be 12 point font in an easy to read business font such as:
- Arial
- Time New Roman
- Garamond
Further, the letter should be printed on letterhead and the stamped with the yachts official stamp next to your signature.
How to Write a Good Letter of Recommendation
As a chief stewardess or interior manager, you will/may be required to write a letter of recommendation for your departing interior crew member. This is a very important skill to master as it, as the crew member leaving will rely on it to gain future employment.
You can see online there are many variations in the layout of a good letter of recommendation, but below is a good place to start.
To begin the letter you should always start off by stating the facts, things like:
- Full name of crew member whom you are writing the letter for
- Duration of service on board, including dates
- The position or title held
The second paragraph is designed to highlight their skills, education and positive attributes:
The third paragraph focusses on positive personal attributes such as:
- Is a team player
- Has a bubbly personality
- Has a warm personality and is easy to get along with
Close your letter on a positive note and give your contact details. Always finish with yours sincerely, or yours faithfully.
A letter of service
Now consider the crew member whom you are writing the letter for, had a bad record of service onboard and you had to let them go. Clearly this letter will not be a glowing letter of recommendation, however, you still need to be professional and maintain a balanced outlook on the person.
The crew member may have performed badly for many reasons, this is not for you to analyse as you have already made the decision to let them go, rather you need to focus on their strengths (remember… everyone has both strengths and weaknesses).
The format is as above with an example letter below. The things to remember here is to just state the facts.
This should never be a personal vendetta against the person, however, if you cannot possibly recommend them or write a simple letter of service, then ask the chief officer or the captain to write a letter of service, (its ok to do this we are all human at the end of the day).
Lastly, if you feel so negative about the person then simply write the letter of service, end it in a positive note, i.e., I wish her/him well, but do not include your contact details at the end.
You need to be able to stand by what you write, and if you write merely a letter of service, then chances are that it hasn’t gone well on board, therefore you do not want to “run off with your mouth” with a verbal reference check!
Sample letter of recommendation
[Insert Yacht Letter head]
[Yacht Name]
[Current location]
[Date]
To whom it may concern;
I had the pleasure to employ and work with [insert full name] from [insert date] until [insert date]. She/ he was employed on a permanent basis in the capacity of [insert position].
[Insert yacht name] is a [insert size and type of yacht] which is [insert private or charter yacht], which spends her time between the Mediterranean and the Caribbean seas. [Include more details about the yacht, i.e., busy with children, back to back charters or demanding owner’s etc.].
[Insert name] was an excellent asset to have on-board. She/he holds an advanced diploma in Hotel Management and is clear to see these skills displayed with her/his superb hospitality and people skills. Her true strengths are in managing her time and quality of work.
She joins us with short notice and adapted immediately to the crew and her working environment. [Insert name] has a pleasant personality and is a team player, this made her popular with the crew and guests alike.
We are very sorry to see her/him leave, but I know that [insert name] will compliment any yacht that is fortunate enough to acquire her/his excellent services. {You can also add why she/he is leaving here}
I highly recommend [insert name], and I wish her/him well with future endeavours.
Should you have any further questions regarding [insert name], please do not hesitate to contact me [insert telephone number, email address or both].
Yours sincerely
[Insert your name and position] {Insert yacht stamp and have the Captain sign it}
Sample letter of service
[Insert Yacht Letter head]
[Yacht Name]
[Current location]
[Date]
To whom it may concern;
[Insert name] joined [insert yacht name] from [insert date] until [insert date]. She/ he was employed on a permanent basis in the capacity of [insert position].
[Insert yacht name] is a [insert size and type of yacht] which is [insert private or charter yacht], which spends her time between the Mediterranean and the Caribbean seas. [Include more details about the yacht, i.e., busy with children, back to back charters or demanding owner’s etc.].
[Insert name] holds an advanced diploma in Hotel Management, and is clear to see these skills displayed with her/his superb hospitality and people skills. Her true strengths are in managing her time and quality of work.
If the crew member does not hold formal qualifications, then simply state their duties which they performed; i.e.
[Insert name] performed the following duties to a satisfactory/ good level
Housekeeping, service, floral arrangement, laundry etc.
I wish [insert name] all the best with future endeavours.
Yours sincerely
[Insert your name and position] {Insert yacht stamp and have the Captain sign it}
Jun 17, 2015 | The Chief Stewardess |
How to Plan an Efficient Schedule.
You travel on the sea in a floating hotel and you attend to the needs of the passengers and all the while you keep on smiling. That could be a brief description given by one superyacht chief stewardess when she was asked what her job is about, but as an interior manager, you have a lot more on your plate.
That is why you need to take a little time here to focus on what you have to do.
As a superyacht chief stewardess, you will often need to work on several projects at once, therefore efficient planning and organisation are the most important skills that you have. This effective planning will also help you to maintain the elusive work /life balance that so many Yachties dream of.
So let’s look at what you need to do to plan and write an effective schedule.
Start off by looking at your workload. The workload is likely to comprise of a range of tasks and responsibilities that you will need to work through.
These tasks are obviously different for on charter, off charter and during a yard/refit period.
Please refer to the sample schedules in the Stewardess Bible and adapt them to your own needs keeping the following points in mind:
Job/task priorities
- The time required to execute the task to a high standard
- The manpower required and available
- Priorities. When you have a range of your demands on your time you will need to find a way to complete one task at a time (this is a very important point), do not do a job half-heartedly or incomplete.
For me, I always gave my jobs a letter or number A, B, C, D or 1,2,3,4, for example:
- A – tasks, are urgent and need to be handled immediately
- B – tasks, should be given a time deadline and should be completed that day or immediately the next day
- C – tasks, are next in line and could be completed with or without guests on board
- D – tasks, could be done during downtime when there are no guests on board or during a yard period.
You will need to identify which tasks will help you achieve your goals, allocate time accordingly and set deadlines. Make sure your team has the right tools or skills to get the jobs done and make sure the task is completed before moving on to something else.
Planning methods and tools
There are many planning methods and tools which you can you. During my time as a chief stewardess/purser, I used a range of tools to help me, from a simple diary to computer programs which linked all departments (this was generally for D jobs).
I had established standard operational interior procedures on board and trained my team accordingly, so everyone knew the routine.
The knowledge of the routine and training was essential to remain flexible with any surprises that may occur (especially when on charter). The informal notepad and diary worked very well for everyday to-do lists because you can always just cross it off when that job has been completed.
However, when it comes to longer planning then I would recommend using a computer program that works best for you. Also, when you are planning, make sure you include the following:
- Daily jobs
- Weekly jobs
- Periodical jobs
- Training/ education
- Meal breaks/ rest breaks
- Holidays/time off
The above is very important to get right because there is nothing worse than being called off your break early because of poor planning (this leads to very tired and grumpy crew especially on long charters).
Make sure you plan sensibly and logically, further, by incorporating the above points into your planning, you will ensure you have enough crew members to get the work done.<
Meetings
When you conduct your morning and weekly meetings, make sure that you have a clear agenda. Honestly, so much time is wasted in meetings that keep going around in circles, with no positive outcome.
A good idea is to have your desired topics on hand to discuss (written down in front of you).
The idea here is to create a system that flows with effective communication which is bilateral, that is a 2-way system that allows everyone to be heard. The goal of the meeting is to make sure that:
- The purpose is clearly communicated and everyone is taking responsibility for their part.
- Is the meeting helping to coordinate and distribute the tasks?
- Are the right people being allocated to the correct job?
- If things arise in the meetings are you as the interior manager following up on concerns, or loose ends?
- Are you as the chief stewardess, meeting and maintain training goals, offering support and increasing teamwork?
These are all points which you should take into consideration when planning.
Some pitfalls to watch out for. When planning your schedule, there is no one size fits all. You have to maintain a flexible attitude and adapt your system to work with what you have, i.e. the team, the vessel, the geographical locations and the guests’ demands.
As the chief stewardess on board, you will have an overview of what is going on, so learn to delegate (you can’t do everything yourself). If you have a weaker team member then make it a priority to train the stewardess/steward so that they are as strong as the others.
Remember to concentrate on the task at hand and ask yourself the following:
What is the best uses of my time right now?”
Don’t get distracted by the “white noise”, (the drunk guest, the sick deckhand or the disgruntle stewardesses). The chef is waiting for you to serve dinner, the captain may be waiting for you to turn in your accounts for the month or 1 million other things that require your attention before the drama does…
My point here is to set the priorities straight.
Remember, you are the interior manager and we know that you have a lot to do. The job description of a superyacht chief stewardess is really broad and you will find that different super yachts may have other duties and responsibilities added to this job description, but remember as the saying goes,
“You are only as strong as your weakest team member”.
You can’t do it all yourself, so remember to:
- Invest in your team with training and educational courses or material
- Plan your time well
- Delegate tasks
And you should be able to maintain your work/life to a standard that you are happy with.
The Stewardess Bible on Sale Now!
May 1, 2015 | The Chief Stewardess, The Superyacht Stewardess |
The Mediterranean season is in full swing and for many superyacht stewardesses, this means long hours, difficult guests and draining colleagues.
It’s right about this time that the stewardess is not looking out to sea or enjoying the beautiful sunshine, but rather at the mountain high pile of towels in the laundry, dirty cabins and running from one of the yacht to the other, making sure that the guests have everything that they need and want.
Everyone desires a meaningful and fulfilling professional life. When you’re happy with your work, you feel more content, purposeful, and complete.
When you’re unhappy at work, the days seem long, you miss home, friends and family, and the daily stresses and negativity can build up and up until there is little room to conceal your feelings any more.
This can lead to poor decision making, a change in your personality, poor work performance and depression. The work of a superyacht stewardess can be mundane and boring, so it is right about this time that you may be asking yourself “What am I Doing Here”?
Whatever your motivation or trigger is that has led you to the point of resignation, ask yourself the following questions before you throw in the towel.
Questions to Ask Yourself If You want to Leave the Yachting Industry
1. Why am I unhappy with this job?
Understand where your unhappiness comes from — is it specific to the type of work you do, who you work for, or is there a personality clash on board? This is a great starting point for understanding your unhappiness and a great place to make a change.
2. Do I need a job change or a life change?
Ask yourself: Is my unhappiness about my job, or life in general? Unhappiness in one part of life can have a cascading effect on the rest of what we do. Before taking action, make sure your focus is to resolve the primary cause of your discontent.
3. What are your professional goals?
What do you want to achieve professionally, and when? Are you currently on the path to achieve those goals? If not, what do you need to do or change about your current job and career path to get there?
4. What’s been missing for you professionally?
What are you lacking in your professional life? Recognition, compensation or advancement? When you know what’s missing, you can make plans to fill in the gaps, in your current position or elsewhere.
5. Where do you see yourself in 5 years? 10? 20?
Envisioning your future self is a great way to keep the bigger picture in mind. A simple envisioning exercise: close your eyes, clear the mind with a few minutes of breath awareness, meditation, and then look ahead five, 10 or 20 years.
- Where are you working?
- What have you achieved?
- What does the rest of your life look like?
When you open your eyes, jot down what you saw. You can then take action to align your present life with the future.
6. What do you feel you were put on this earth to do?
This question is hard for many people but warrants deep thought if you’re considering a career change.
- What do you feel in your heart you’re meant to do?
- What work would bring you deep happiness and meaning to your life?
This may be something you can do outside of your current job – as a hobby or part-time interest. Or it might be worth pursuing wholeheartedly as a career.
Undertaking self-exploration work will allow you to understand what you need to be more fulfilled professionally. If you have financial obligations and other considerations that preclude making a significant job change, look for ways to incorporate what you learned about yourself in other areas of life.
Take action. Move towards the activities, interests, and people that resonate with you, and fulfilment will follow.
Apr 25, 2015 | The Chief Stewardess |
How to Manage Superyacht Crew Uniform
A lot of companies provide their staff with uniform workwear, especially if they have to perform some physical tasks or be in constant contact with the guest and this is so true with superyacht crew.
Uniforms can make work personnel look more professional and it helps businesses appear more established and trustworthy. However, having all your crew wear uniform can be costly if not managed properly.
The establishment of specific applications such as a uniform inventory management program in superyachts can help reduce and even eliminate misuse and wastage of uniforms. It may even enhance the overall efficiency of work operations.
The basic stock control system
A superyacht should have a uniform and even linen inventory management system in place. Large establishments use the bar code system in keeping their inventory updated and this can also be used in huge yachts, especially if the owner maintains more than one boat.
However, even if this type of system is quite effective, it can be very labour intensive because the success of the program relies on workers scanning every uniform on an individual basis. Unless this entire task is completed, you can never have a reliable inventory file.
It also requires a sizable amount of money because the boat owner has to purchase scanning equipment in order to track the uniforms effectively.
Super Yacht Crew Uniform:
Changing crew what to do with the old uniform. There are large establishments which designate a uniform manager who takes care of the purchase, distribution, and handing out of uniforms. On a superyacht, this is usually managed by the chief stewardess or the chief housekeeper on a mega yacht.
For the purpose of this chapter, I will refer to the manager as the chief stewardess. The chief stewardess, in effect, takes care of the image of the yacht by making sure the crew wear the right uniforms and that these work clothes are maintained and are kept neat and clean at all times.
The chief stewardess, should conduct uniform inspections and check new uniforms when they arrive. She also tracks the number of uniforms needed and places the order for them.
She is in charge of stocking for future distribution. Most of the time, she also takes care of laundering, repair, and other maintenance jobs in connection with uniforms.
The Old Uniform
This is where a little common sense and good judgement comes into play and it is a bit of a no-brainer.
- If the uniform is in good condition keep in and return it to the uniform stores.
- If it is worn, then use it for downtime.
- If it is really worn then cut it up for rags.
Choose a Uniform Supplier
Whenever there is a need for new uniforms, the chief stewardess will buy them. She meets with clothing manufacturers and tailors to check for swatches and customize uniforms to the yacht’s specific standards.
This may include considerations regarding employee comfort when working at different temperatures and textile performance under strain. Especially when onboard a boat. There are many uniform suppliers that can offer their services.
Please refer to the Yachting Pages for a full list of uniform suppliers in your area.
How to Store Uniform with Limited Space
The smart use of space onboard is sometimes ignored in the boating industry. Making sure that you have enough space for storage can have a huge impact on a yacht’s efficiency. Making sure that you have ample room for uniform storage inside the boat can lead to a harmonious and productive staff.
Modern boat manufacturers make use of furniture to provide extra space. Most furniture inside super yachts serves more than one function. Sofas can be used for seating and storage as well. Deck benches can also act as stowage for shoes, towels, and a lot more. As with all stowage, make sure your inventories are kept up to date.
Case Study
How many uniforms should I order?
This is a question that I get asked A LOT, and to be honest, it really depends on so many variables, for example, the uniform requirements of a 30 m sailing yacht will be a lot different to that of a 120 m mega yacht.
Other factors to consider are as follows:
- Is the yacht private or charter?
- How often does the crew change?
- How often do you change the style of the uniform?
- How much storage do you have specifically for the uniform?
For example, let’s look at a 50 Motor yacht
- The uniform style stayed the same for a few years.
- The crew changes on average every 2 years.
- The owners are on board a moderate amount of time.
I understand that many other people would issue much more uniform, however, I think it is important to consider the crew’s living space, therefore if you pack the crew cabins with uniform then ultimately the uniform will get squashed and pushed around to accommodate personal belongings.
In the end, you will find that giving crew too much uniform will just make extra work for the stewardesses.
Note: The on charter uniform will vary with ties, epaulettes etc. per the yachts uniform design.
For a general overview, I would issue the following:
On Charter:
- 4 Polo shirts
- 4 Shorts/skorts
- 1 Pullover
- 1 Day shoe
- 1 Night shoe 3
- Nightshirts
- 2 Night trousers/skirts
- 1 Spray jacket
Off Charter:
- 3 T-shirts
- 3 Shorts
- 3 trousers
- 1 Shoe
- 1 Gilet
- 1 Fleece
- 1 Spray jacket
Concerning the engineers and the chefs. It is important that they have the same uniform as everyone else, as well as their technical uniforms. I would lessen the amount of general wear to 2 pieces each IE shorts, polos, T-shirts and issue them with the specific technical uniform that they require.
Super Yacht Crew Uniform
Below are just a few uniform suppliers to get you started, however, there are many places that you may visit to find that perfect crew uniform.
For a comprehensive listing start by visiting The Yachting Pages,
In addition to the above, if you would like your uniform business listed here, please email admin@stewardessbible.com and we will list it on this page free of charge.
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Country
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Uniform Supplier
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Web Address
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| France |
|
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| Antibes: |
Dolphin WearSea Design |
www.dolphinwear.comwww.sea-design.com |
| Italy |
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| Rome:Varese: |
Just Uniforms Crew – JIT ItaliaFloating LifeStyle |
www.uniformcrew.itwww.floatinglifestyle.com |
| Spain |
|
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| Mallorca: |
Deckers Ocean Attire |
www.uniforms4yachts.com |
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Mallorca Clothing Company |
www.mallorcaclothing.com |
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Wave Uniforms |
www.waveuniforms.com |
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| USA |
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| Ft Lauderdale: |
Haute Yacht Wear |
www.hauteyachtwear.com |
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Smallwoods |
www.smallwoods.com |
| |
Antibes Yacht Wear |
www.antibesyachtwear.com |
| |
World of Yachting |
www.worldofyachting.com |
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Apr 9, 2015 | The Chief Stewardess |
While “want to be yachties” are walking the docks and putting their best smile forward in interviews, you as the Chief stewardess/interior manager, also bear some responsibility for the success of the process…
I mean at the end of the day this new crew member is going to be living with you 24 hours a day, 7 days a week, so it is important to get it right.
The Interview Process: Selecting the “Right” Stewardess
So let’s start at the beginning… Depending on how your yacht operates, more than likely the Captain has had a role in the process and with your assistance, have managed to narrow the harrowing list of potential stewardesses down to the top 4 candidates.
Get your facts straight:
Before you even put the word out there about the position available, you need to establish the facts:
- What position are you looking to fill?
- What is the salary, insurance, vacation package, etc.?
- What are the details of the yacht, i.e., size, age?
- What is the cruising program?
- An overview of the owners and crew. Do not go into great detail here is this is a sensitive area due to privacy issues etc.
- What they will be wearing
- What times they are expected to work
- What is expected of the candidate as a team member on board XXX
How to select the short list:
When selecting the short list of candidates, you will need to look at the stewardesses/stewards who possess the critical criteria for the job. You don’t need to worry so much about the non-critical criteria, because you as a “super stewardess” can instruct the candidate and your team at a later date.
Critical criteria is quite a simple concept… can they do the job? Make sure they reach at least 60 to 80% of the skills, traits and abilities that you are looking for.
For example, you may be interviewing for a strong second stewardess, the critical criteria will be:
- 3 years’ experience on a vessel 50m and over
- Good communication skills
- Excellent leadership skills
- A good understanding of superyacht operational procedures.
- Excellent personal presentation
What to look for in potential candidates:
Now that you have the short list ready and you are about to spend your precious time and their time on an interview, make sure that you prepare for the interview in advance… “Don’t just wing it”.
- Will they fit in with the crew and with the organisational structure?
- Do they have a pleasant personality
- Do you have a good feeling about them? (Trust your intuition here… it will not fail you).
- Are they suitable for the position?
This is where you get to find out who they are. This is a little more difficult to gauge as you will need to find out as much about the person as possible in a very short time. Further, the candidate may unintentionally lie about who they really are. They may be nervous, therefore, not show their true colours.
To find out as much as you can about the candidate, adopt the 80%, the 20 % rule. You listen for 20% and let them do most of the talking.
- Listen carefully
- Watch their body language
- Take notes
Remember that skills can be taught, but a person that is not a right fit for the team can be professionally and emotionally costly.
Look for transferable skills:
This is something that I think gets grossly overlooked in the superyacht industry. Obvious industries that are relevant to the superyacht interior department are:
- Customer service
- Hospitality, hotels, airlines, cruise ships etc.
- Health care industry such as nursing, aged care worker, home help
- Beauty industry
During the interview process the candidate will have a chance to effectively demonstrate their skills, for example:
- You may be interviewing a junior stewardess, but you need to know if they can do it. Test their hospitality knowledge by asking some simple customer service questions, wine knowledge, types of service and cocktail knowledge.
Facilitate open communications:
Excellent communication skill is a must in the superyacht industry. Break the ice, by asking about their morning (something completely off topic). Keep the questions on track by asking open questions, which will provide valuable insight into their personal characteristics.
If you need to ask personal questions (which you will need to), try to keep it as respectful as possible. For example, do you have tattoos, are you in a relationship etc.
Next step is to try to gauge their communication patterns. In my opinion, it is hard to teach someone tone, speed, and sense. This takes a lot of time and patience on your behalf.
For example:
- The candidate consistently uses inappropriate language. You really don’t want a stewardess who just does not shut up and is clearly annoying the guests, but she doesn’t see or can’t read their non-verbal signals.
Look and Act professionally in the interview:
Obviously, it is just as important that you look your best for the interview, remember that you are representing the yacht. Other tips to remember here are:
- Be on time,
- Conduct the interview away from noise and distractions
- Do not patronise the candidate, I think everyone can learn something from the other person.
- Do not get involved in any drama. If the candidate is wrong for whatever reason, concluded the interview in a timely manner, thank them for their time and move on.
The interview questions:
This obviously is a topic that can vary enormously, so I will write down just a few of my favourite interview questions.
- Did you have a good morning? (Icebreaker question)
- Can you tell me a little bit about yourself? (Standard “getting to know you” question)
- Tell me about your greatest achievement? (This looks for what the candidate values)
- Have you ever felt overwhelmed in a job? (This looks at what the individual finds hard, and how they potentially solve the problem)
- What prompted you to apply for this job (This looks at motivation, money, travel, career progression)
- What are your greatest strengths, list 3 (This examines what they can bring to the yacht, it doesn’t have to be professional skills it can be anything).
- What motivate you professionally? (What do they actually want from the job)
- What do you look for in a leader? (Can they be truthful with you their boss)
- When you work with a team, describe the role that you are most likely to play on the team. (Are they a leader or a follower)
The above article was a combination of over 15 years in a management role. The questions changed over time as did my interviewing style. The important thing here is to remain flexible and honour your current position responsibility.
Finally, my biggest tip here is to follow your gut feeling, your intuition. I say this because the yachting industry is not a regular industry. This new candidate will also become your housemate and it is just really important to like the person as well as the person being able to do their job properly.
Mar 31, 2015 | The Chief Stewardess |
The Superyacht Stewardess & Conflict Management.
For many in the hospitality or service industry for that matter would have heard the expression “the customer is always right”, and I guess for many this is true. But what about dealing with conflict that may occur with your colleagues or that guest is just stepping too far over the line (yes there is a line!).
This article will examine boundaries and how to handle conflict in a manner that won’t break your spirit or destroy your belief system.
The Superyacht Stewardess & Conflict Management.
“Conflict usually occurs when two or more individuals demonstrate differing needs and can occur between employees, management and customers”.
Sadly, conflict for many of us is unavoidable and is a part of life; how it is resolved can make the difference between positive and negative outcomes for all parties involved.
Given that there is a very high turnover of professional crew from season to season, I believe that conflict resolution is an important element for senior officers and departmental heads to master.
Furthermore, I believe that is equally as important for individuals to take personal responsibility and accountability for their actions in the conflict.
Conflict within the crew:
We are shaped by family, culture and experiences, which can at times create a polarizing effect with colleagues. Each conflict is unique and can have its own dimensions and behaviors to the conflict situation.
This, in turn, can affect work performance and have a negative impact on the individual who is already under the pressures of the hospitality industry.
Due to the very nature of working at sea, there are limited resources to ‘de-stress’, lack of personal space, cramped crew accommodations, and long work shifts can result in poor work performance, demotivation and even depression.
Conflict may occur for many reasons, some may include:
- Poor communication processing.
- Exhaustion and stress due to the nature of the work.
- Personality clashes.
- Poor interdepartmental cooperation
- A poor internal culture created by a senior crew (i.e. Captain, Chief Engineer, Chief Officer).
- Hierarchical dominance and lack of respect for fellow colleagues.
- Sexual social difference and behaviours.
In my experience, conflict within the crew usually occurred due to a combination of two or more of the above points. Professional superyacht crew, in general, is usually very nice open-minded people, therefore it is unusual that conflict will arise due to one reason only.
Furthermore, (and this point is specifically in relation to the interior department, that consists predominantly of women), in my experience I found that avoidance of the initial irritation led to an escalation in the conflict, which required more energy and resources to mediate.
The difference in the genders on board also results in the difference in behaviour. For example, conflict on deck seemed to be resolved faster and with greater ease than that of the interior department.
However, a conflict between genders took much longer and seemed to linger on and on. This difference in gender behaviour can be researched independently, however my hypothesis for this is that many women working in a male-dominated industry (for various reasons) feel highly stressed, which alters their psychological state, and can affect their sensitivity and affect how they communicate effectively.
More about The Super Yacht Stewardess & Conflict Management is in my new book:
The Stewardess Bible: Achieving Excellence in Service – Module One.
Stewardess Bible
Conflict with a Guest Case Study
When a Situation Conflicts with your values.
In this case study I will use an example where the conflict occurred against my inner values and belief system. We were half way through a very busy 2 week charter, yes, I know all charters are busy, however we were travelling with another yacht, in and around the St Tropez area .
Everything was going well until one day it was our turn to host the cocktail party. The conflict occurred when one of our guests was showing off to another guest , he was a hunter and was boasting that he had shot over 5000 birds (of some kind) one of his hunting trips.
The next statement he made was even more damaging. He went on to say that he had shot and killed a black rhinoceros on his last African safari. He was bursting with pride. As my stomach was turning I looked over and saw the horror and absolute devastation on the South African deckhands face as he was tiding up the sundeck.
My first instinct was to protect the deckhand from hearing any more of what this guest had to say and he was removed from that area to work in another. Secondly, I had to check my own behavior and body language. The thing about conflict with your inner values is that they are your values.
I don’t know if what the guest said is true or not and that is exactly the point. People say things for different reasons. Killing an endangered species is illegal, and killing anything for fun just makes me feel sick, however hunting is not illegal and the feeling sick part becomes my problem.
How would you handle such a situation?
Thank you for reading my article: The Super Yacht Stewardess & Conflict Management.
