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Holland America Line President Orlando Ashford has spent his working life leading human resources teams for various companies, so it’s not surprising to hear him say, “People are our most important asset.†How Ashford intends to leverage employees’ strengths to propel Holland America Line into the future is the topic of an interview he conducted recently with Seatrade Cruise News. This article is reproduced with permission of Seatrade Cruise News and with its original British punctuation, grammar and capitalization. —– After the Seattle Seahawks’ Super Bowl loss, at least Holland America Line employees know the boss feels their pain. Because new president Orlando Ashford relocated from the East Coast, there may have been concerns about a potential New England Patriots supporter in their midst. Those were put to rest early on when Ashford donned a 12th Man (Seahawks fan) jersey on several ‘Blue Fridays’ in the office and at an employee rally. Coming from a high-flying career in human resources and organizational development, Ashford may lack cruise experience, but he’s certainly got the human touch. ‘People are our most important asset,’ he said. Not every company takes the actions to ensure workers are engaged — feeling a vested interest in the quality of the work they do and their organization’s success. As he explained in his newly published book, ‘Talentism,’ when workers are invested, they are doing their best and reaping more satisfaction from their work. ‘I consider myself a human capital–oriented business leader,’ Ashford told Seatrade Cruise News. He’s focused on the human capital at HAL, because having a person with the right skill set in a job impacts the guest experience. ‘At Holland America, that’s always been great, but we can make it even better,’ he said. This also will prepare a brand with a 140-year history for the future … Ashford is already developing an action plan from the data gathered in an employee engagement survey. He’s also spending a lot of time listening, and he plans ‘coffee engagement sessions’ with small groups. ‘I’m very open. I like to circulate and engage with people,’ he said. Innovation, […]
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Holland America Line President Orlando Ashford has spent his working life leading human resources teams for various companies, so it’s not surprising to hear him say, “People are our most important asset.†How Ashford intends to leverage employees’ strengths to propel Holland America Line into the future is the topic of an interview he conducted recently with Seatrade Cruise News. This article is reproduced with permission of Seatrade Cruise News and with its original British punctuation, grammar and capitalization. —– After the Seattle Seahawks’ Super Bowl loss, at least Holland America Line employees know the boss feels their pain. Because new president Orlando Ashford relocated from the East Coast, there may have been concerns about a potential New England Patriots supporter in their midst. Those were put to rest early on when Ashford donned a 12th Man (Seahawks fan) jersey on several ‘Blue Fridays’ in the office and at an employee rally. Coming from a high-flying career in human resources and organizational development, Ashford may lack cruise experience, but he’s certainly got the human touch. ‘People are our most important asset,’ he said. Not every company takes the actions to ensure workers are engaged — feeling a vested interest in the quality of the work they do and their organization’s success. As he explained in his newly published book, ‘Talentism,’ when workers are invested, they are doing their best and reaping more satisfaction from their work. ‘I consider myself a human capital–oriented business leader,’ Ashford told Seatrade Cruise News. He’s focused on the human capital at HAL, because having a person with the right skill set in a job impacts the guest experience. ‘At Holland America, that’s always been great, but we can make it even better,’ he said. This also will prepare a brand with a 140-year history for the future … Ashford is already developing an action plan from the data gathered in an employee engagement survey. He’s also spending a lot of time listening, and he plans ‘coffee engagement sessions’ with small groups. ‘I’m very open. I like to circulate and engage with people,’ he said. Innovation, […]
Click here to view the article.
