Supervisor Skills Training for the Oilfield Industry

Duane Darcey Moxie Media, Inc.

504.733.6907 ddarcey@moxiemedia.com

Introduction • Importance

• Topics

• Interactivity

• Learning Points

• Samples

• Top-Ten Tips

The Great Crew Change Boomers

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• Born 1946-1964 (youngest now ~50 years old)

• Retiring (labor shortages, training successors)

• Outdated leadership styles decrease retention

Millennials • Born ~1980-2000

(oldest now ~35)

• 2020: 50% of workforce 2025: 75%

• Connected, mobile

Managing Millennials Generation Y ■ Tech Generation ■ “Look-at-Me” • Be a mentor: provide immediate, positive feedback,

formal and informal learning opportunities

• Ask for their input, ideas, solutions

• Recognize individuality (social media-driven identity)

• Utilize their tech skills, creativity, collaboration

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• Managing Millennials

• Now You’re the Boss: How to Deal with Former Peers

• How to Deliver Effective Training/Meetings/JSAs, etc.

• Motivating the Oilfield Team

• Behavior-Based Safety: Making It a Reality

Supervisor Training Series for the Oilfield Industry

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• Conducting Difficult Conversations

• Workplace Harassment

• Conducting Performance and Competency Evaluations

Supervisor Training Series for the Oilfield Industry

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Interactivity • Conduct needs-assessment with industry leaders

• Gather input from SMEs about challenges and solutions

• Script real-life, oilfield-related scenarios

• Pause; present options for continuing (DVD/eLearning)

• Demonstrate likely outcomes of choices

• Reinforce best practices Teaching points Learning assessments Remediation

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Conducting Difficult Conversations Four-Step Process

1. Ask questions to identify problem

2. Hold employee responsible

3. Reach agreement

4. Make consequences clear e.g., Corrective-Action Process: Verbal, Written, Final Warning

Express Empathy 8

• Safety (PPE) • Personal Hygiene • Late for Work

Workplace Harassment Focus on Prevention • Train crew so they’re clear

on what harassment is

• Ensure respectfulness of all people as individuals, equals

• Respond quickly/document any unprofessional behavior

• Do not tolerate any form of retaliation

• Seek guidance from your supervisor and/or HR

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• Hazing • Unequal Treatment • Sexual Harassment

Conducting Performance & Competency Evaluations

• Focus on specific examples of positive and negative stand-out behavior (documented throughout the year)

• Use 4:1 (+/-) feedback ratio (4 recognition : 1 correction) informally (on the spot) and formally (annually)

• Discuss crewmembers’ personal and professional goals

• Set agreed-upon SMART goals to improve performance

• Avoid Horns Effect and Halo Effect

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Top 10 Tips for Supervisors

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1. Don’t delay (problems get worse the longer you try to ignore them)

2. Document, document, document (positive, too!)

3. Use empathy (How would you like to be treated in this situation?)

4. Provide 4 encouraging comments for every criticism

5. Get employees to take responsibility for their actions

Top 10 Tips for Supervisors

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6. Check with Human Resources for guidance on particularly challenging situations

7. Keep emotions out of your comments and decisions

8. Work on your communication skills (begin by active listening)

9. Be a mentor (it develops your employees and helps you become a better leader)

10. Try to engage/talk with your employees every day (get out of your office and make the rounds)

Questions? Input?

Please contact:

Duane Darcey 504.733.6907

ddarcey@moxiemedia.com

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Moxie Media, Inc. www.moxietraining.com