The Port of Hamburg has received it largest containership, the ‘CMA CGM Antoine de Saint Exupéry’, after she berthed in Hamburg’s HHLA Container Terminal Burchardkai (CTB) on her maiden call early on March 15, 2018.
At 400 metres long, the CMA CGM Antoine de Saint Exupéry has a capacity of 20,776 TEU.
During her first call at CTB, the mega-ship discharged around 7,000 TEU and loaded 4,000.
CTB has two berths for handling new 20,000 TEU megaships and 30 cranes able to lift two 40 foot or four 20 foot containers.
The Hamburg terminal operator used nine of its 13 mega container gantry cranes, which have booms capable of extending over a mega-ship’s entire width of 24 boxes in a row, to simultaneously load and offload from the CMA CGM Antoine de Saint Exupéry.
In seven eight-hour shifts, HHLA’s terminal staff – crane drivers, stowage planners, van carrier drivers, foremen, supervisors and many others – worked on the ship almost continuously.
HHLA planned around 470 staff shifts to enable the CMA CGM Antoine de Saint Exupéry to keep to her schedule and leave Hamburg again punctually.
Jens Hansen, HHLA Executive Board member and Chief Operating Officer, said: “By investing in state-of-the-art gantry cranes and storage technology, we prepared ourselves at an early stage for this growth in ship size.
“But we are not only making progress on the quayside.
“At the same time, we have implemented measures to deal with peak loads of incoming/departing containers caused by the arrival of VLCVs reliably and securely.
“In November 2017, for instance, a slot booking procedure for trucks was introduced that has already successfully overcome numerous ‘peak situations’ and is increasingly gaining acceptance from all those involved.
“In addition, the successful expansion of the Altenwerder rail terminal and the one planned for this year at the Burchardkai rail terminal will consolidate our integration with European hinterland rail services.”
Drawing attention to the guarantee of nautical accessibility, or secure access through the Elbe, Ingo Egloff, Joint CEO of Port of Hamburg Marketing, said: “That CMA CGM Group should send its flagship to Hamburg is further proof of our ability to handle these mega-ships and an endorsement from the shipowner of this port.
“It underlines its trust in the Port of Hamburg’s ability deliver the goods. All this is vital, since as an exporting nation we depend on the Port of Hamburg’s ability to perform.”
The UK Chamber of Shipping has launched its Brexit Policy mini-site , which gives a comprehensive overview of the issues under negotiation and the priorities for the UK shipping industry.
The mini-site is free to access and includes the UK Chamber's position papers on issues such as Customs Arrangements, Trade and Institutions & EMSA.
The resource also compiles position papers by the UK Government and the European Union to give a holistic view of the issues under consideration.
It also includes a selection of the commentary produced by the Chamber as Brexit negotiations have progressed.
Matthew Wright, Brexit policy advisor at the UK Chamber, said:
"We hope that this new mini-site will engage members with our priorities for the UK shipping industry as the country exits the EU and clarify some of the finer issues. There will be opportunities as well as challenges that come out of Brexit and our policy work continues to identify and appraise those areas."
To access the Brexit Policy mini-site, click here.
Port Operations Director at DP World London Gateway
Construction of SH Pratt Group’s state-of-the-art multi-temperature product handling facility at DP World London Gateway is well underway by our civil engineering team.
The new facility is 108,555sq ft in size and is being constructed by Readie Construction.
Luton-based firm SH Pratt Group – one of Europe’s leading fruit importers and ripeners – is establishing Halo, a new business to the group, which will be based out of the building at DP World London Gateway.
It is on schedule along with the fit out to be complete by the end of the third quarter of 2018.
It is very difficult to challenge your leader successfully and regularly. Let's be honest, you are never going to agree with 100% of the decisions your leader makes. When you disagree you have the choice - say nothing and nod your head, or challenge. If you have some great ideas to put forward, if you want to challenge the leader, then the question is how to get comfortable enough to speak your mind without damaging your career.
I believe that poor leaders don't want to be challenged by their employees – and can’t handle being wrong - that good leaders want to be challenged, whilst great leaderscreate a culture where they encourage and promote people to challenge one another.
So how do you challenge your leader in a smart and effective manner?
Right forum, right circumstances and the right way.
Most organisation have a multiple layers of leadership. For example, I've got leaders who report into me, I have a leader, my leader has her own leader and so on. I agree with Penny's article that leaders need some “challengers” around them because they are the ones that drive improvement in you personally and in the business you are responsible for.
Regardless of your job title, you should be in a position to make valuable contributions to your employer. If you are working for a great leader, you might notice that they are often the last to speak as backed up by Simon Sinek's recent leadership talk. They are looking for employees to challenge where appropriate as lack of new ideas is often what stifles innovation. Your boss can't be all things to all people and they will need your thoughts and ideas in order to make the best decisions.
A common hesitation not to challenge for fear of rocking the boat is natural, yet your silence could be you taking the easy way out, and in successful businesses the easy way out often results in the the worst decision. New research has shown that staying silent can lead to questionable actions further down the chain, clouding the final results of your projects and creating inefficient work environments.
The key is a good balance of knowing when to challenge your leader and when to back down. It’s one thing being an employee who frustrates your boss because you continually challenge them or become oppositional to the point that they no longer feel like you are on their side. It’s another thing agreeing with everything they say and doing it to the point you become known as a 'yes' employee.
I know from my own experiences, I'm willing to be challenged by my team members, although this willingness is reduced significantly if I'm challenged in the wrong way.
How and when to stop being a “yes-man”.
Provided your manager and your colleagues are switched on, they'll know if you simply go along with every decision your boss makes. All of a sudden you're known as the 'yes' employee, therefore potentially someone who lacks real leadership qualities.
I refer to these people in business as 'soldiers' – someone who is very committed, loyal, and good at acting on instruction but lacks the skills, experience or ability to be a true leader. Each manager absolutely needs their group of 'soldiers' and there is nothing wrong with these traits, but if you're an ambitious and emerging leader you need to do more than fall in line behind someone else. I call the people who challenge intelligently and challenge often as ‘champions’ – people as committed to their work and performance as a 'soldier', combined with the skills, experience and bigger picture thinking to be a true leader.
Become a champion in your business with these simple steps.
Prepare & anticipate
Get all the facts and anticipate your boss’s counterargument. Gather resources and data to back up your case and make it more credible. You’ll be able to stand out for the right reasons, making yourself a valuable part of the team. In my experience, the best teams thrive on productive challenging. If you can get that right, you won’t just be making a contribution to your team, you’ll be showing you have what it takes to take the next step yourself.
Know your boss
Understand your boss’s personality before diving in. Maybe you know that Friday’s are especially busy, so you’ll wait until Monday to provide your thoughts. Perhaps you should consider scheduling a meeting so you’re guaranteed a few minutes to talk it through or simply wait until your next designated catch up. This way you can both prepare mentally and emotionally for the conversation, rather than trying to work it all out on the run. Even better, if you’re still unsure – schedule an open discussion with your manager to talk about their expectation of you when you have something to challenge. Just have the discussion, if you don’t ask you might not get.
Don't sweat on the small stuff
Approach your boss about trivial matters and you risk the reputation that you’re losing sight of the big picture – which can portray a lack of initiative and vision. Keep in mind that your boss is busy. Put yourself in their shoes, for example I prefer my team members to focus on the more important issues at hand.
Don't worry about getting tongue tied.
I know that in my career, if I've been overly passionate about a topic my emotions can cause me to beat around the bush in an effort to get my point across. Less is sometimes more and it's important to keep the issue in the foreground.
If you have the right level of trust, your boss will know it isn’t personal. However apologise too much and you won't be taken seriously, and if you’re too confrontational the effort could backfire as arrogance. Stay calm, focussed, clear and to the point.
Focus on you, not your peers
I once learned a valuable lesson not to challenge on behalf of my peers. Whilst the intention was good, this can potentially make you seem more important than them and a bit ahead of oneself. You don’t know the conversations your manager is having behind closed doors with your peers, I recommend you let your peers fight their own battles and talk for themselves.
Choose your terrain
A good leader will set the tone for team meetings or similar sessions in terms of promoting debate, challenge and respectful disagreement. If there is any doubt, I'd recommend talking in private before making your challenge in a public setting or whole-office meeting. In some cases, your boss might have really made a mistake and it could be dangerous to bring it up publicly. Believe it or not I've seen employees make demands and embarrass their boss - rarely have I seen that end well for the challenger.
Walk out of the room united
There’s a time and place for everything, and this time might not be yours. If your boss refuses to consider your argument, respect the decision and make sure they and everyone else in the organisation knows they still have your full support. Complain to others that you're on a different page to your boss and risk the consequences.
Your ability to accept a decision will support the trust that allowed you to disagree in the first place. How you respond might even lead them to reconsider their decision later on or to seek out your input on another matter.
I'm fortunate to work with-in an Executive Leadership team who promote challenge, however I always make it my mission to walk out united and if I don't agree I've learned to quickly suck it up and move on to the next challenge knowing there are plenty more to come.
Work on the relationship
Challenging your leader isn’t simply passing the buck to them, if you want things to change in any real way you need to be ready to take on the responsibility and continue to nurture, develop and innovate both your ideas and your relationship with your leader.
Trust is an obvious key of all good relationships, I recommend you do your part to earn it. This isn’t just about trying to get into your manager's good books, you have to show you care about your job, the company, the people and the relationship with your boss.
Be consistent, considerate and reliable, it will show your boss not only that you respect them but you’re operating as one team. Then when it comes time to challenge again, be ready to offer recommendations, and explain why those ideas could be better options, and then follow through and turn your ideas into results.
Challenging your boss can be very difficult, and often confronting. Done poorly and there may be negative consequences and damage to your career prospects. Done well - and that's where the magic happens, it can transform you to become an exciting and forward thinking employee who adds exceptional value.
Container ship PUELO, berthed at Yangshan Deep Water port, Shanghai, in the morning Mar 28 reported inflammable fluid leak from one of the 20’ containers on board, understood recently loaded. Watchful crew spotted the leak, alerted authorities and drained spilled fluid with sponge and rags. It was cyclohexane, a colourless, highly flammable liquid, contained in tank or barrel inside container, leaking through faulty valve at some 40 liters per hour rate. Emergency response team dealt with the leak and container, which was offloaded. On photos provided by Shanghai Maritime Bureau dangerous container and leaking tank in it. After China, the ship was to sail to Korea and then to Canada.
Comment: Luckily, watchful crew spotted the leak timely, ship was in port and leak was dealt with in most safe manner. Not much imagination requested to imagine what could happen otherwise. It could lead to fire, probably major fire. There’s no practicable solution yet as to how to ensure container ships fire safety, not even ideas. They say cargo holds can be divided into some secluded sections, which in case of fire, can be easily sealed and filled with inert gas or foam. But what about containers on deck? Building up special compartments for dangerous containers, or even special ships for carrying dangerous goods, seem to be probable solution, but it’s too expensive project to be realistic. Most effective solution is a thorough physical check of all containers, but alas, it’s also too costly and too time-consuming operation. Shipping, after all, has to spend money on things bigger than mere mega ships major fires, such as saving Mother Earth from global warming, never mind GW being hoax. The main problem, the main obstacle is the irresponsible behaviour of shippers. Some of them wouldn’t stick to safety requirements even if the tariffs will remain the same with no extra charge. I don’t know if there’s any practical, technically and economically feasible solution to this increasing risk. Any ideas, anyone? I, sadly, believe, that major fires will go on, the whole problem left in the hands of fate, chance and statistics, it’s a dice game. PUELO was lucky to be a winner, this time. Voytenko Mikhail
Container ship PUELO, IMO 9306172, dwt 81250, capacity 6539 TEU, built 2006, flag Marshall Islands, operator UNITIZED OCEAN TRANSPORT LTD, Greece.
My name is Mikhail Voytenko, I’m Russian, professional merchant marine navigator, by education and former experience. I own and run Maritime Bulletin website for more than 10 years. I've been involved in solving a number of piracy hijack cases, including the hijack of ro-ro FAINA, loaded with tanks. It was me who made public, and unravel, freighter ARCTIC SEA mystery. I've been also closely involved in a number of maritime disaster, one of them being MSC FLAMINIA major fire.