What Maritime Operations Reveal About Leading on a Global Stage

Discussion with Steffen Tunge

The global shipping industry, a cornerstone of international commerce, demands unparalleled adaptability and cultural fluency. Steffen Tunge, a seasoned executive with over three decades of experience, has held leadership roles across renowned companies like OSM Maritime, IMC, and various U.S. and Norwegian firms. With a career spanning continents and industries, Tunge has developed a deep understanding of what it takes to lead in this dynamic field. In this article, he shares insights on leadership across cultures, the complexities of recruitment in maritime, the role of innovation, and the evolving dynamics of sustainability and diversity in the sector.

Adapting Leadership Styles to Cultural Dynamics

Success in global leadership often hinges on the ability to adapt to diverse cultural environments. From managing operations in Houston and Rotterdam to leading teams in Singapore, Tunge’s career exemplifies how understanding and respecting cultural dynamics can build bridges in leadership roles.

“When I first worked for a Singapore-owned company, I realized how much culture shapes the way businesses operate”, Tunge explained. “Having an Asian boss was very different from working in a Western company. It required me to rethink how I approached leadership and communication”.

Adapting to cultural nuances is more than a soft skill—it’s a strategic imperative. Leaders in global organizations must shift from a one-size-fits-all approach to one that is dynamic and responsive to local contexts. Whether working with a Singaporean family business or managing international crews aboard chemical tankers, this approach involves deep listening, humility, and a willingness to learn.

Leadership, however, is not merely about adapting to others but also about building teams that reflect diverse perspectives. As Tunge highlighted, “I’ve always believed in hiring the best people, even if they are smarter than me. It’s not about obedience or loyalty—it’s about fostering trust and openness to ensure the team can challenge ideas constructively”.

Building Resilient Recruitment Strategies

Recruitment in the maritime industry presents unique challenges and opportunities, requiring both immediate problem-solving and long-term strategic thinking. Tunge’s experience as a recruiter and leader in the maritime sector underscores the importance of balancing these demands. “Recruitment in shipping isn’t like hiring an accountant in New York”, he said, illustrating the distinct complexities of the field. “It’s a global industry, but also deeply fragmented and specialized. You’re often recruiting niche roles, and cultural fit plays a significant role”.

Immediate needs are often addressed through robust networks and existing databases of trusted professionals, while long-term growth requires investing in training and development. By aligning recruitment strategies with organizational goals, companies can foster organic growth and ensure stability.

“It’s crucial to identify and nurture talent within your organization”, Tunge noted. “When companies work with a recruiter, it’s not just about finding someone for a role next week. It’s about building a pipeline of talent ready to meet future challenges”. This type of recruitment also involves understanding the lifestyle demands unique to maritime roles, such as long periods away from family. For many, career progression involves transitioning from sea to shore-based roles—a path companies must support to retain top talent.

Charting the Path to Sustainability in Shipping

As the world pushes for a greener future, the shipping industry is at the forefront of regulatory changes targeting sustainability. This shift is reshaping operations and recruitment, creating both challenges and opportunities for companies.

“Shipping represents 6–8% of global CO2 emissions”, Tunge pointed out. “The regulations coming in now, especially in Europe, are demanding unprecedented transparency. Companies must accurately document emissions or face significant penalties”. Meeting these demands requires hiring experts adept at navigating environmental compliance and leveraging new technologies. Companies must invest in talent that can drive innovation, particularly in adopting alternative fuels and sustainable practices.

“There’s no room for error when it comes to reporting emissions”, Tunge notes. “Artificial intelligence and automation can help streamline this process, but we need skilled people to design, implement, and monitor these systems effectively”.

Embracing Diversity for Long-Term Growth

Diversity is no longer a luxury but a necessity for industries aiming to thrive in a competitive global market. The maritime sector, traditionally male-dominated, is seeing a shift toward greater gender and cultural inclusion. “Shipping has always been international, but now we’re seeing more women and underrepresented groups entering the field. This is a good thing, both for the industry and for fostering innovative perspectives”.

Achieving diversity requires proactive policies, from equitable hiring practices to creating an inclusive workplace culture. Companies that embrace diversity not only improve employee satisfaction but also position themselves as leaders in a rapidly changing industry.

Tunge believes that promoting diversity strengthens leadership and decision-making. “When you have a team with varied backgrounds and viewpoints, you’re better equipped to address complex challenges and seize new opportunities”, he added.

Leveraging Technology to Transform Recruitment and Operations

Innovation is reshaping every corner of the maritime industry, and recruitment is no exception. While the integration of artificial intelligence (AI) is in its early stages, its potential to streamline processes and improve decision-making is undeniable. “AI is a fascinating tool, though we’re still figuring out exactly how it fits into recruiting for shipping”, Tunge says. “It could help automate administrative tasks and analyze vast datasets, but at its core, recruitment remains about understanding people and cultures”.

Beyond recruitment, AI’s role in the industry is expanding in other critical areas, particularly in compliance and emissions tracking. As regulatory pressures mount to reduce greenhouse gas emissions, shipping companies are turning to AI to enhance accuracy and efficiency.

“Ships now have to document their emissions in unprecedented detail, not just for transparency but because it’s the law. AI can help by automating these processes, ensuring data accuracy, and reducing the burden on crews”, Tunge notes.

Broadening Leadership Horizons in the Maritime Industry

When recruiting for top leadership roles, Tunge emphasizes the importance of looking beyond maritime experience to identify candidates with transferable skills and strategic vision. “Leadership systems don’t have to come from within the industry”, Tunge stated.

“I’ve worked with CEOs from banking and aviation who brought fresh perspectives to shipping. It’s about attitude and alignment with the company’s values, not just industry knowledge”. This approach fosters innovation by encouraging leaders to challenge entrenched norms. For technical and middle-management roles, maritime expertise remains essential, but for C-suite positions, diversity of experience is often an advantage.

“Bringing in talent from outside the industry ensures we don’t become too insular”, Tunge added. “Logistics, strategy, and leadership principles are universal. It’s the mindset that matters”.

Key Takeaways

For C-level executives navigating global industries, the lessons from Tunge’s career are clear:

By fostering trust, embracing diversity, and remaining open to change, leaders can build teams and organizations prepared to thrive in an increasingly complex world. As Steffen Tunge demonstrated, the key to navigating global challenges lies not just in expertise, but in the mindset you bring to the table.