The Navguide News

Your monthly update to the most innovative concepts that organically uplift the performance standards in merchant vessels and leads to a safer maritime industry.

Designing For The Young Generation

A high-impact solution has many elements to it. One core element is Empathy.

If we are trying to create solutions and systems for the present generation of seafarers, it is important to understand them and truly be non-judgmental and unbiased. Traditional maritime culture often overlooks what matters most: authentic mentorship, transparent information flow, and technology that empowers.

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What’s New With Navguide? June was exciting. Apart from starting to work with several Tanker and Bulk carrier operators, Navguide Singapore has begun establishing a global network of senior personnel. Over the next few months, we plan to spread the word through them. We are notably updating our app Guide2Inspections to hit new milestones every month. As a core skill-development platform, Guide2Inspections received several validations from seafarers and managers to be an effective mentor, a guide for promotions and a system to prepare vessels for SIRE 2.0, Rightship and PSC Inspections. 60-second insights “Hey, Dilbert. Here’s the fiftieth safety circular this week to motivate my Gen-Z crew members about being safer in their workplace. Why do you think no one’s reading them?” Dilbert: “What if, and I know this sounds ridiculous, we communicated with them in a style they actually understand?”

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A Safety Circular is received on board. What happens next?

1. Everyone immediately reads it | 2. The senior management reads it
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3. Just kept in the Smoke room |

The Invisible Mentor

by Capt. Debashis Basu

“What if your best mentor never said a single word to you?”

Not every lesson at sea is spoken.

Sometimes, the best mentorship happens without a single word. A Third Officer notices how the Chief signs off documents meticulously—or how the Second Engineer always inspects the fire pump before the drill, not after. No training manual mentions it. No circular mandates it. But it gets noticed.

Onboard culture is often absorbed, not taught. And seniors may not realise they are always mentoring—through tone, urgency, priorities, and what they choose to ignore. The way you react to a mistake, treat a junior, or fill out a logbook silently becomes a lesson.

What time do you arrive at the bridge? How do you speak to the cook? Do you prepare, or do you wing it? These choices become reference points for those coming up behind you.

Ask yourself: If no one ever heard you speak, what kind of officer would they think you are?

Mentorship is not a designated role. It’s an everyday performance. One you may not audition for, but you’re always cast in.

Because someone is always watching.

And learning!

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