by Capt. Michalis Fragkias
Shipping is one of the most dynamic and demanding sectors of the global economy. The success of shipping companies does not depend only on the vessels they own or their technology, but largely on their human resources. Within this context, the concepts of mentoring and coaching gain particular importance, as they contribute to professional development, knowledge transfer, and improved performance of personnel both ashore and primarily at sea.
Mentoring and coaching are two important soft skills that play a key role in personal and professional development. They are complementary processes aimed at developing human capital.
Although they may seem similar, they have distinct characteristics that make them unique. They represent two different approaches to personal and professional development.
Mentoring is a supportive and developmental relationship in which an experienced individual, the mentor, shares knowledge, skills, and experience with a less experienced person. In shipping, this could mean a captain guiding a junior officer or a senior office executive supporting a new manager.
Coaching, on the other hand, is a more structured and goal-oriented process focused on improving skills and achieving specific objectives. A coach does not necessarily provide knowledge or solutions but helps individuals discover their own potential through specialized tools.
Shipping presents unique challenges that make mentoring and coaching essential:
- Multicultural crews: Different cultures require effective communication and understanding.
- Isolation at sea: Crews work in isolated conditions for extended periods.
- High level of responsibility: The safety of the vessel, cargo, and crew depends on the decisions of personnel.
- Continuous regulatory changes: Ongoing training and adaptation to new regulations and procedures are critical.
In this environment, knowledge transfer from experienced seafarers to younger ones is vital.
Mentoring is the provision of advice, guidance, and support to selected individuals with less experience and knowledge so they can develop and advance professionally.
Mentors are experienced individuals who inspire trust. They resemble parental figures who focus on the individual’s skills for personal growth.
Mentors provide advice on personal development plans and guidance on how to acquire the necessary knowledge to perform a job or take on a new role.
I believe that the most important difference between these two processes lies in the phrase “selected individuals.” A relevant example is the “Parable of the Sower” from the Gospel of Matthew:
“A farmer went out to sow his seed. As he was scattering the seed, some fell along the path and the birds came and ate it up; some fell on rocky places, where it sprang up quickly but withered because it had no root; some fell among thorns, which choked the plants; but some fell on good soil, where it produced a crop.”
The mentor carefully chooses the fertile ground, the person in whom the seeds will be sown. Rarely, if ever, does the mentor sow in barren ground. And most of the time, the mentor is right and takes satisfaction in seeing the results: the seeds growing and producing abundant fruit.
I have personal experience of this. I had the privilege of working alongside a captain for nearly five years on three different cargo ships of Stavros Livanos’ company. (For more about this captain, I refer to my article “Implementation of COLREGS in 1969,” posted on LinkedIn on 09/06/2025.) At that time, there were several cadets on board, and I often wondered why he chose to share certain insights only with me, in his own unique way—insights that shaped a significant part of who I later became. It took many years for me to realize that this was the essence and great value of mentoring.
The mentor guides and supports the right direction by strengthening existing skills, encouraging efforts to achieve even difficult goals, proposing new ideas, better practices, and helping solve problems.
The primary objective of mentoring is to transmit knowledge, advice, and wisdom. This may include sharing specialized professional experience, leadership skills, and elements of personal development.
This relationship is long-term and aims to help the mentee achieve personal goals and advance professionally. Mentoring is usually informal and may occur in professional, academic, or even personal contexts.
Coaching is a dynamic tool for human resource development that has gained increasing application in recent years in demanding sectors such as commercial shipping. In an environment characterized by high complexity, multicultural crews, strict regulations, and intense pressure for safety and efficiency, coaching can act as a catalyst for improving both individual and organizational performance.
Coaching is a more complex process focused on performance and continuous improvement. It is delivered by qualified and experienced coaches. A critical success factor is the selection and training of coaches. In shipping, it is particularly beneficial for coaches to understand the maritime environment so they can appreciate the profession’s specific challenges.
It is important to understand what coaching means within the maritime context. It is a structured support process in which a coach helps shipping office personnel or crew members develop skills and achieve specific professional goals. Unlike training, which focuses on knowledge transfer, coaching emphasizes improving behavior, decision-making, and leadership.
Coaching is goal-oriented and results-driven, helping individuals or teams define and achieve specific expectations. Compared to mentoring, coaching is shorter in duration and focuses on enhancing effectiveness.
Through coaching, individuals and teams unlock their potential to maximize performance. It helps develop communication skills, time management, and teamwork. Coaching also supports personnel in managing stress, conflict, and work pressure.
By recognizing their importance and applying best practices, organizations and individuals can develop their capabilities and evolve in an ever-changing world.
Coaching can be effectively applied in commercial shipping as a powerful tool for human resource development and for enhancing safety and performance. However, it requires a strategic approach, leadership commitment, and adaptation to the specific conditions of the maritime environment. When properly implemented, coaching contributes to creating more capable and aware crews, strengthening the overall competitiveness of shipping companies.
Mentoring and coaching are fundamental tools for development in an industry where experience, knowledge, and decision-making determine safety, success, and flawless operation.
Their integration into shipping practices is not merely an option but a strategic necessity. Through well-designed programs, companies can ensure sustainability, competitiveness, and growth in the global environmen
