We understand the challenging and dynamic world of the Maritime sector. Successfully responding to the shift from fossil to renewable energy, increasing competition and narrower margins requires bold leadership. As an authority on human capital development, we understand the complex hurdles, faced by companies and their leaders in the sector.
This includes, in particular, attracting and retaining talent in the coming years. Delegating responsibilities and holding people and teams accountable for achieving results is essential in this regard. Coming from the Marine Corps, we have always had strong ties to the sector. No nonsense, daring and focus on results is what connects us. We now work for various companies in the sector.
A lot of stories can be told about the experiences of our clients and the adventures we share together. Here you will find some examples.
New spring, new face!
In many ways, Allied Forces has grown significantly in recent years. In knowledge…
Allseas is heading towards people-oriented culture
Since 2020 Allseas has been working together with Allied Forces on the development…
At Allied Forces we don’t usually go for a little more or better, but for fundamental change. A sustainable successful working method, which we firmly embed within the company’s culture. Only when we are given this space, we will take up the challenge. Then we will analyse the status quo and start a change. Focused on behaviour and result, based on our scientifically sound framework. This way we make soft factors transparent adamantly. The real situation of an organisation will appear irrevocably.
The culture of an organisation is not always tangible, but definitely there. And it influences all thought and action. Every phase of a company has its own culture, which evolves with the organisation. Sometimes you want more entrepreneurship, sometimes there is more need for order. We observe the culture and analyse the alignment with the phase and the needs.
Just like the culture, the structure of an organization is also subject to the phase it is in and the change it aims for. This is how we look at existing structures and patterns.
There are leaders at all levels in the organization. Ideally, they develop through a pipeline, aligned with the company’s culture and direction. We pose the question whether the leadership fits the nature and situation.
If you know what result you want to achieve, you also know what skills are required. Are employees and teams capable and well equipped to do what is needed? A fleet review is part of every change process.