Master succession planning in oil and gas: Develop future leaders with strategic training and diverse experiences.

When recruiting entry level engineers, I always looked for those doers and not always thinkers. I preferred a candidate who had great internship experiences or side jobs over a student with top grades. I found those with practical experience progressed through the ranks more easily. The top students seemed to spend more time managing up rather than letting their results manage that for them.

Last updated on Jun 28, 2024

Here's how you can excel in succession planning and developing future leaders in the oil and gas sector.

Succession planning is crucial in the oil and gas industry, where leadership continuity is essential for navigating the sector's complexities and uncertainties. To excel in developing future leaders, you need to understand the unique challenges and opportunities that the industry presents. The sector requires leaders who are not only technically proficient but also skilled in managing large projects, understanding geopolitical factors, and leading diverse teams. By focusing on identifying potential leaders early, providing them with the necessary training and experiences, and creating a culture that values leadership development, your company can ensure a pipeline of capable leaders ready to steer the organization through the ever-changing landscape of the oil and gas industry.

1 Identify Talent

Identifying potential leaders within your organization is the first step towards successful succession planning. Look for individuals who demonstrate a strong understanding of the oil and gas sector, exhibit strategic thinking, and possess the ability to inspire and lead teams. It's essential to cast a wide net and consider a diverse range of candidates to foster an inclusive leadership culture. Encourage managers to recommend employees who show promise, and implement talent assessments to objectively evaluate leadership competencies. Early identification allows for more time to nurture and prepare these individuals for future leadership roles.

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James Dwyer, MBA

Career Mentor, Business Development Executive & Entrepreneur, O&G
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When recruiting entry level engineers, I always looked for those doers and not always thinkers. I preferred a candidate who had great internship experiences or side jobs over a student with top grades. I found those with practical experience progressed through the ranks more easily. The top students seemed to spend more time managing up rather than letting their results manage that for them.

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Preston Stein

Land/Legal @ Cora Minerals | J.D., Oil & Gas
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I'm not a petroleum engineer. Try again, A.I. I feel so honored to be one of a scant amount of individuals contributing to the A.I. future. But, no engineer here. Learn something A.I.?

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Namdar Mohammadi

Corporate Excellence Enthusiast
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Talent development is the lifeblood of succession planning. Identifying and empowering high-potential employees based on their strengths and interests can contribute significantly to leadership pipeline creation, nurturing future leaders capable of mitigating risks associated with the ever-changing landscape of the oil and gas industry, which in turn helps reinforce organizational resilience. Talent development programs must be dynamic; they should continually evolve alongside the business landscape to ensure employees possess the latest skills needed to excel. Besides, they should comprise rotational assignments, stretch assignments, and targeted development programs tailored to the specific needs of the organization.

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2 Train Leaders

Once potential leaders are identified, it's vital to invest in their development. Create training programs that are specific to the oil and gas industry, focusing on technical skills, project management, and safety standards. In addition, incorporate leadership workshops that cover effective communication , decision-making, and team-building. These programs should be dynamic, allowing for hands-on experience through job rotations, mentorship opportunities, and participation in critical projects. This multifaceted approach ensures that future leaders are well-rounded and equipped to handle the sector's unique challenges.

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Pedro Amador

Maintenance Operator @ Devon Energy | Oil/Gas, Natural Gas, and Master Plumber
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A leader is one who can allow his people under him to help him make a great work environment and allow his experience people to take charge of a safe workplace. And as a leader you always back your people.

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James Dwyer, MBA

Career Mentor, Business Development Executive & Entrepreneur, O&G
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Empowering your leaders to lead with compassion, integrity and positivity. The lack of these are damaging not always immediately but eventually.

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3 Offer Experience

Real-world experience is invaluable for developing competent leaders in the oil and gas sector. Provide your identified talent with opportunities to lead projects , manage teams, or oversee operations in different geographical locations. These experiences will help them understand the global nature of the industry and the importance of cultural sensitivity. Encourage them to take calculated risks and learn from both successes and failures. This hands-on approach will build their confidence and prepare them to make tough decisions when they step into leadership roles.

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4 Promote Diversity

Diversity in leadership is not just a moral imperative but also a business necessity in the global oil and gas industry. Emphasize the importance of diverse perspectives by promoting inclusivity in your succession planning. Ensure that your leadership development programs are accessible to all employees, regardless of gender, ethnicity, or background. By doing so, you create a richer pool of talent and ideas, which can lead to more innovative solutions and a better understanding of the diverse markets your company serves.

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Muhammad Omer Khan

#SalesNinja | #TechInnovator | #GrowthHacker
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Diversity in leadership isn't just the right thing to doâ€”it's smart business, especially in the global oil and gas industry. When we embrace diverse perspectives through inclusive succession planning, we tap into a richer pool of talent and ideas. Making leadership development accessible to all, regardless of gender, ethnicity, or background, isn't just fairâ€”it drives innovation and helps us better understand and serve our diverse markets. Let's build a future where every voice is heard and every talent is nurtured. Together, we can achieve more.

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5 Foster Culture

A company culture that prioritizes leadership development is essential for successful succession planning. Encourage an environment where continuous learning, mentorship, and growth are valued. Recognize and reward leadership behaviors at all levels within the organization to set a precedent for what is expected of future leaders. By embedding these values into your corporate culture, you reinforce the importance of leadership development and ensure that it remains a strategic priority for the organization.

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James Dwyer, MBA

Career Mentor, Business Development Executive & Entrepreneur, O&G
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Peter Drucker coined the phrase "Culture eats strategy for breakfast." Nothing could be truer in the O&G sector. Cultures ripe with positivity and sound leadership are the ones you see in the forefront of O&G. Those without flounder around for years as tier 2 players.

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6 Evaluate Progress

Finally, regularly evaluate the effectiveness of your succession planning efforts . Set clear benchmarks for leadership development and measure progress against them. Solicit feedback from participants in leadership programs, their peers, and their supervisors to gauge their growth and readiness for advancement. Adjust your strategies as needed based on this feedback and the evolving needs of the oil and gas sector. Continuous evaluation ensures that your succession planning process remains relevant and effective in preparing future leaders.

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7 Hereâ€™s what else to consider

This is a space to share examples, stories, or insights that donâ€™t fit into any of the previous sections. What else would you like to add?

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Directory

Here's how you can excel in succession planning and developing future leaders in the oil and gas sector.

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1 Identify Talent

2 Train Leaders

3 Offer Experience

4 Promote Diversity

5 Foster Culture

6 Evaluate Progress

7 Hereâ€™s what else to consider

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