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Collaborating Authors
Abstract The role of the Business, Management, and Leadership Committee (BMLC) of the Internatioal Society of Petroleum Engineers International (SPE) has been critical in raising awareness among SPE members regarding the need to develop and enhance interpersonal skills, which such skills are required in addition to "hard" or technical skills to effectively advance careers and sustain growth in the upstream oil and gas sector. Endorsed at the highest level of SPE, the BMLC have consistently developed a series of activities providing a path of enrichment for SPE's membership of over 156,000 worldwide, in different languages and formats. This paper summarizes the journey of the BMLC, how the committee's work created a change in the perception of the importance of these skills, previously called "soft", to sustain success, and shares some best practices and learned lessons. The need for enhancing and elevating management, business, and leadership skills is somewhat obvious to those who have experienced the impact these skills can have for advancing in a role, for fostering effective teamwork, for networking with colleagues of the same discipline, for securing a path to a promotion, and for being recognized for a compelling work performance. Historically, for individuals working in the upstream oil and gas sector, having excellent to outstanding technical skills suffices for recognition and reward, to add to this the need for business, management, and leadership skills is not an easy task. Starting by the meager allocation of training budgets in corporations for non-technical training programs, and considering there is a prevailing bias that some skills like resilience or negotiation are inborn, there is no surprise in noting there is self-shame in admitting that one needs a course in – for example- stress control or similar personal skills. The open conversation about strong skills was needed within SPE, to support members to achieve more, leaving behind misconceptions that hamper success. The journey of the BMLC has been challenging, and the compilation done for this paper surprised the authors, about the accelerated multiplication of benefits the BML has provided to SPE members. We will summarize some figures pertinent to the activities of the Committee, as well as some historical background on the launching and growth. We will also share what works for launching, maintaining and expanding similar programs for strong skills in corporate environments.
- Europe (0.93)
- North America > United States > Texas (0.49)
- Asia > Middle East > UAE (0.47)
- Energy > Oil & Gas > Upstream (1.00)
- Government > Regional Government > Asia Government > Middle East Government (0.47)
Abstract The International Meeting for Applied Geoscience and Energy (IMAGE '22) will be fully live and in person 28 August through 1 September at the George R. Brown Convention Center in Houston, Texas.
- Government (1.00)
- Energy > Oil & Gas > Upstream (1.00)
- Energy > Renewable (0.97)
- (2 more...)
- South America > Suriname > North Atlantic Ocean > Guyana-Suriname Basin (0.99)
- South America > Guyana > North Atlantic Ocean > Guyana-Suriname Basin (0.99)
- Oceania > Australia (0.89)
- (4 more...)
The Society of Exploration Geophysicists Student Chapter at Azerbaijan State Oil and Industrial University (SEG ASOIU) is situated in Baku, Azerbaijan, and is a registered organization at the university. Its aim is to facilitate the growth and development of geoscientists and geophysicists worldwide by providing various activities and webinars. Additionally, the organization endeavors to establish a cordial relationship between students and professionals. The Society of Exploration Geophysicists Student Chapter at Azerbaijan State Oil and Industrial University (SEG ASOIU) is a global not-for-profit organization with a mission of connecting the world of applied geophysics. These are not values that change from time to time, situation to situation, or person to person, but rather they are the underpinning of our company culture. We created these five core values to more clearly define the SEG organizational culture. They are reflected in everything we do and every interaction we have.
- Asia > Middle East > Turkey (1.00)
- Asia > Azerbaijan > Baki > Baku (0.25)
- Instructional Material > Course Syllabus & Notes (1.00)
- Overview (0.93)
- Personal > Honors (0.67)
- Geology > Rock Type (0.93)
- Geology > Geological Subdiscipline > Geomechanics (0.68)
- Geology > Structural Geology > Tectonics > Plate Tectonics > Earthquake (0.47)
- Leisure & Entertainment (1.00)
- Energy > Renewable (1.00)
- Energy > Oil & Gas > Upstream (1.00)
- Education > Educational Setting (1.00)
- Oceania > Australia > South Australia > Cooper Basin (0.99)
- Oceania > Australia > Queensland > Cooper Basin (0.99)
- Asia > Azerbaijan (0.91)
- Reservoir Description and Dynamics > Reservoir Characterization > Seismic processing and interpretation (1.00)
- Reservoir Description and Dynamics > Reservoir Characterization > Geologic modeling (1.00)
- Reservoir Description and Dynamics > Reservoir Characterization > Exploration, development, structural geology (1.00)
The Society of Exploration Geophysicists Student Chapter at Azerbaijan State Oil and Industrial University (SEG ASOIU) is situated in Baku, Azerbaijan, and is a registered organization at the university. Its aim is to facilitate the growth and development of geoscientists and geophysicists worldwide by providing various activities and webinars. Additionally, the organization endeavors to establish a cordial relationship between students and professionals. The Society of Exploration Geophysicists Student Chapter at Azerbaijan State Oil and Industrial University (SEG ASOIU) is a global not-for-profit organization with a mission of connecting the world of applied geophysics. These are not values that change from time to time, situation to situation, or person to person, but rather they are the underpinning of our company culture. We created these five core values to more clearly define the SEG organizational culture. They are reflected in everything we do and every interaction we have.
- Asia > Middle East > Turkey (1.00)
- Asia > Azerbaijan > Baki > Baku (0.24)
- Instructional Material > Course Syllabus & Notes (1.00)
- Overview (0.93)
- Personal > Honors (0.67)
- Geology > Rock Type (0.93)
- Geology > Geological Subdiscipline > Geomechanics (0.68)
- Geology > Structural Geology > Tectonics > Plate Tectonics > Earthquake (0.47)
- Leisure & Entertainment (1.00)
- Energy > Renewable (1.00)
- Energy > Oil & Gas > Upstream (1.00)
- Education > Educational Setting (1.00)
- Oceania > Australia > South Australia > Cooper Basin (0.99)
- Oceania > Australia > Queensland > Cooper Basin (0.99)
- Asia > Azerbaijan (0.91)
- Reservoir Description and Dynamics > Reservoir Characterization > Seismic processing and interpretation (1.00)
- Reservoir Description and Dynamics > Reservoir Characterization > Geologic modeling (1.00)
- Reservoir Description and Dynamics > Reservoir Characterization > Exploration, development, structural geology (1.00)
Talent & Technology To meet the need for people to replace those due to retire during the “big crew change,” the oil and gas industry must attract, retain, and promote a more diverse workforce than it has in the past. In October 2009, the SPE Talent Council held a Diversity Workshop in Paris to explore ways the industry can be more attractive to today’s diverse work-force. Human resources professionals from 11 employers participated, sharing best practices in encouraging diversity in the workplace. The SPE Talent Council, chaired by Fabrice Bouchard of Schlumberger, provides a forum in which industry and academia collaborate on initiatives to increase the quantity and quality of industry talent, including initiatives to increase industry attractiveness to a diverse workforce. Numerous opportunities exist for employers to collaborate in encouraging diversity/inclusion in the industry, including Benchmarking maternity policies, especially for expatriates on international assignments Encouraging more women and ethnic minorities to study engineering, math, and science Sharing best practices in staffing difficult locations with women and ethnic minorities Supporting dual-career couples Providing industry role models from diverse backgrounds Preparing for the crew change by accelerating competency development Transferring the knowledge from the generation retiring to new recruits Encouraging women and minorities to take assignments in global projects and in operations Implementing nationalization strategies including the development of national work forces Initiatives to Encourage Diversity Discussed A number of examples of initiatives to encourage diversity were shared during the workshop. From employee networks and diversity training sessions to adapting the field work environment to women employees, participants elaborated on the many initiatives taken by their companies to encourage diversity in the workplace. Nicky Jenkins, Baker Hughes Diversity manager, described a women’s resource group that was enthusiastically received among employees. Baker Hughes also launched an internal photographic competition to ensure inclusion of photos representative of its diverse workforce in its media bank.