Who We Are
Executive Summary of Energy Industry Projects and Programs
Projects:
Business Unit Leadership Teams
· 2003-2004: Building a High Performance Leadership Team. Provided tools for alignment, commitment and coordinated action to unify cultures due to several acquisitions, address low morale in BU and targets in jeopardy. The BU exceeded their targets and received the highest Employee Survey Scores in North America the following year
· 2004-2005: Customized coaching program for the Extended Leadership Team developed highly technical people in leadership and management skills. Conducted a cultural assessment used to enhance the relationship between Front, Mid and Back Offices to deal with the rapid growth and change.
· 2006-2007: Year long project elevating the top 100 team leaders in Vision, Strategy implementation and Enrollment, dismantling barriers to performance, and fostering peer coaching and collaboration. Breakthrough revenues.
Organizational Alignment, Effectiveness and Productivity
· 2008-2009: Midstream - Connecting Business Strategy to Everyday Action designed to accelerate integration of the NGL Midstream into the larger Business Unit. Aligned teams with business unit strategy, to create coherent, coordinated action for engaging stakeholders.
· 2008-to present: Health & Safety Team. Built a partnership between H & S and the field allowing effective implementation of safety programs. As a result the recordable rate has dropped from 1.4 to 0.37 over the past year.
· 2009 Global IT Implementation: Engaging stakeholders and implementation teams in a global implementation to shift from an IT led to a business led effort.
· 2002: Contractor Rationalization: designed and facilitated a process for Operations and Procurement that led to the reduction in number of vendors from 2500 to 200 while maintaining the company's reputation and community relationships. Then created and implemented a new performance management system for sustainability of new standards.
· Consulted a variety of teams across the Western Hemisphere in Exploration & Production and Refining 2002 to present
Learning & Development Programs:
· Leadership, Power & Effectiveness (LPE): 2003-present:
Custom designed for a specific client, this is a six month program for high potentials and emerging leaders. To date there are 466 graduates from the United States, United Kingdom, Venezuela, Colombia, Brazil, Trinidad and Canada. The program is currently being evaluated for use with those identified for future executive positions. A unique element is that Supervisors are coached throughout the program to develop the leadership capabilities of their participants. Note: Independent research is available on business impact, ROI and sustainability of capabilities.
· 2005-2009: Delivered numerous specific Business Unit LPE Programs to elevate the effectiveness of the Extended Leadership Teams with common distinctions for leading and managing performance.
· Mission Control Productivity Workshop 2003-present:
Principals, tools and practices for individual and team productivity and effectiveness. Outcomes include reduced stress, increased focus and reliable infrastructure for delivery. 2.5 day program, open enrollment and intact teams. 800 graduates U.S., Canada,Trinidad, Colombia and Azerbaijan.
· Technical Influence in Action 2009:
This is a three month program for Technical Experts in major business critical technical areas to develop their capacity to lead, influence and engage the customer in the effective utilization of existing and new technologies.
· Leading Powerfully and Improving Performance while Navigating Major Change:
Senior Leaders through Supervisors are provided the tools to inspire extraordinary performance in the face of uncertainty and change while executive the business strategy.
Business Unit Leadership Teams
· 2003-2004: Building a High Performance Leadership Team. Provided tools for alignment, commitment and coordinated action to unify cultures due to several acquisitions, address low morale in BU and targets in jeopardy. The BU exceeded their targets and received the highest Employee Survey Scores in North America the following year
· 2004-2005: Customized coaching program for the Extended Leadership Team developed highly technical people in leadership and management skills. Conducted a cultural assessment used to enhance the relationship between Front, Mid and Back Offices to deal with the rapid growth and change.
· 2006-2007: Year long project elevating the top 100 team leaders in Vision, Strategy implementation and Enrollment, dismantling barriers to performance, and fostering peer coaching and collaboration. Breakthrough revenues.
Organizational Alignment, Effectiveness and Productivity
· 2008-2009: Midstream - Connecting Business Strategy to Everyday Action designed to accelerate integration of the NGL Midstream into the larger Business Unit. Aligned teams with business unit strategy, to create coherent, coordinated action for engaging stakeholders.
· 2008-to present: Health & Safety Team. Built a partnership between H & S and the field allowing effective implementation of safety programs. As a result the recordable rate has dropped from 1.4 to 0.37 over the past year.
· 2009 Global IT Implementation: Engaging stakeholders and implementation teams in a global implementation to shift from an IT led to a business led effort.
· 2002: Contractor Rationalization: designed and facilitated a process for Operations and Procurement that led to the reduction in number of vendors from 2500 to 200 while maintaining the company's reputation and community relationships. Then created and implemented a new performance management system for sustainability of new standards.
· Consulted a variety of teams across the Western Hemisphere in Exploration & Production and Refining 2002 to present
Learning & Development Programs:
· Leadership, Power & Effectiveness (LPE): 2003-present:
Custom designed for a specific client, this is a six month program for high potentials and emerging leaders. To date there are 466 graduates from the United States, United Kingdom, Venezuela, Colombia, Brazil, Trinidad and Canada. The program is currently being evaluated for use with those identified for future executive positions. A unique element is that Supervisors are coached throughout the program to develop the leadership capabilities of their participants. Note: Independent research is available on business impact, ROI and sustainability of capabilities.
· 2005-2009: Delivered numerous specific Business Unit LPE Programs to elevate the effectiveness of the Extended Leadership Teams with common distinctions for leading and managing performance.
· Mission Control Productivity Workshop 2003-present:
Principals, tools and practices for individual and team productivity and effectiveness. Outcomes include reduced stress, increased focus and reliable infrastructure for delivery. 2.5 day program, open enrollment and intact teams. 800 graduates U.S., Canada,Trinidad, Colombia and Azerbaijan.
· Technical Influence in Action 2009:
This is a three month program for Technical Experts in major business critical technical areas to develop their capacity to lead, influence and engage the customer in the effective utilization of existing and new technologies.
· Leading Powerfully and Improving Performance while Navigating Major Change:
Senior Leaders through Supervisors are provided the tools to inspire extraordinary performance in the face of uncertainty and change while executive the business strategy.