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2016

Published in Oil Industry News on Monday, 28 November 2016

Royal Dutch Shell expects to pump out all the fossil fuel reserves listed on its balance sheet, its chief executive said, dismissing concerns that production limits in the wake of the Paris climate accord could hit the energy giant's valuation.

In an interview with Dutch newspaper Het Financieele Dagblad, Ben van Beurden said the issue of "stranded" reserves - deposits in the ground that cannot be used because of carbon emissions limitations - would have no impact on balance sheets.

"The company is valued on producable reserves that we can produce in the next 12 or 13 years," he said. "We should certainly be able to produce those under any climate outcome. Even if global temperatures can only rise by 2 degrees."

 

 

The Paris Climate Agreement, which came into force this month, commits almost 200 countries, including China, the United States and the European Union, to limiting temperature increases to 2 degrees and weaning the world economy off fossil fuels.

The Anglo-Dutch energy giant, the world's third largest by market capitalization, has bet heavily on a lower-carbon future, with investments in wind and renewables capped by the $50 billion acquisition of British Gas in February.

Van Beurden was also skeptical that revaluation of reserves after the climate deal could trigger a financial shock, saying that the oil price's collapse from $120 to $30 a barrel showed the industry's ability to weather much larger shocks.

"Each $10 fall costs us $5 billion in cash a year," he said. "The fact that over the coming few decades we are transitioning, in a more or less ordered way, to a low-carbon society is less draconian than what we've seen over the past two years."

He also told the newspaper that there would be no changes to Shell's dividend policy, even though pay-outs at the current level outstripped the company's cash flow. "(Shareholders) want a stable dividend. We must be seen as reliable," he said.

Even with oil at $47 a barrel, the company could make adequate investments with current dividend levels, he said, adding that only a slight increase in demand could send prices up again, since even at the peak of U.S. shale production, there was only a 2 percent global surplus.

Source: www.reuters.com

OilProAlahdal A. Hussein

*Last Week Oil Price Overview*

Last week, crude oil prices spiked on Monday following a positive news that the Organization of Petroleum Exporting Countries (OPEC) is close to making the oil output cut deal a success. The support to oil prices mainly came from the news that Iraq agreed to support OPEC’s oil deal and shoulder part of the burden of the oil output deal. Iraqi minister said that his country will offer OPEC three new proposals and all the proposals will be in line with OPEC policy and will help strengthen the unity of the group.

enter image description hereBrent Crude Oil Price

 

Following the news, oil prices increased by more than 4 percent on Monday. Brent crude and WTI were up by more than 4 percent to $49/bbl and $48/bbl respectively. Despite this positive news, oil prices didn’t continue the upward movement and barely held the gains it made on Monday. This was in major part due to the fact that the oil market is still cautious about overoptimism with regards to OPEC’s oil deal and how things ended badly every time the oil market trust that OPEC may agree on any deal to freeze or cut its oil output.

 

On Tuesday, oil prices paired some of its gains and remained around that levels until the end of the week when prices fell on Friday after Saudi Arabia told OPEC’s members it will not attend talks with non-OPEC producers on Monday as the country want to focus on making sure all OPEC’s members are on-board to limit oil output. Other oil market parameters didn’t have much effect on oil prices last week as the focus was mainly on OPEC oil deal and any comments related to oil output cut deal.

 

*Last Week Oil Market Data and This Week Oil Price Direction*

 

Last week oil market data point toward a negative oil price direction for this week, however the impact of these data will be diminished by the news of OPEC’s oil deal as it dominates the oil market this week. Despite a small decline in U.S. crude oil inventories of around 1.3 million barrel reported by the EIA, U.S. crude oil production and rig count data showed an increase in the oil production and rig count in the week before. U.S. crude oil production increased by 9,000 bbl/day to 8,690,000 barrel per day. U.S. rig count was also up by 5 rigs to 593 according to Baker Hughes Rig Count service.

 

enter image description hereU.S. Field Oil Production

 

The current upward trend both in U.S. crude oil production and rig count gives us an important insight into what will happen if OPEC agrees to limit oil output in its meeting this coming Wednesday. Once OPEC agrees to limit its oil output, oil prices may spike to somewhere around $55 per barrel. And consequently, U.S. oil producers will aggressively ramp up their drilling activities and increase oil output.

 

Not only that, the upward trend both in U.S. crude oil production and rig count also tells us a lot about why OPEC may not reach a deal this week. It is unbelievable that OPEC’s members -led by Saudi Arabia who started the market share war- will cut their oil output to stabilize and risk losing their market share to non-OPEC oil producers such as U.S. shale oil producers who will continue pumping. Because once the deal is on, OPEC’s members will not be allowed to increase their oil output, yet non-OPEC producers are free to do so.

 

*Oil Price Forecast for This Week*

 

The overall oil price direction for this week is extremely gloomy, but at least we know who is in control. The oil prices direction for this week and in the short to medium term is dependent on the outcomes of OPEC meeting this Wednesday. Oil market data and news are irrelevant at this point. This means, oil prices will fluctuate up and down depending on the comments of OPEC’s members which may or may not support the oil output deal. Oil prices will also be influenced by the current emotions of oil traders and investors who are worried that OPEC may not reach a deal.

 

enter image description hereOil Price Direction for This Week, Source: Oil Industry Insight

 

Oil prices are set to remain somewhere around the levels it fell to last Friday. Favorable movement will be toward the upside as OPEC members will continue to provide positive comments to support oil prices util their meeting takes place in Vienna this Wednesday. However, there will also be a considerable pressure on oil prices due to growing concerns in the oil market that OPEC may not reach a deal. Therefore, on the first two-days of trading, oil prices may fluctuate up and down between $45/bbl and $47/bbl by 1 to 2 percent.

 

Later on Wednesday, the oil price direction will be determined by the outcomes of OPEC meeting. We don’t know what the cartel will agree upon on Wednesday. However, we do know the options available to OPEC. To find out more about the options available for OPEC in its meeting this week, their consequences on the oil market and how these options will influence oil prices, read our recent analysis; OPEC Meeting; Available Options and Their Consequences.

 

Stay ahead of oil prices movements by subscribing to the Weekly Oil Price Commentary published every Monday. Click here to subscribe.

 

 

 

Remark: The expectation of oil prices’ direction in this commentary are based on the oil market data and news up until the time of writing this commentary. As the week starts, new data and news are reported and could influence oil prices differently. Therefore, the direction of oil prices cloud be different from what was expected here. It is important to stay updated with oil market data and events as they occur.

1. OPEC meeting set for November 30th in Vienna.

Up until last week there was substantial hope that the coming week’s OPEC meeting and negotiations with non-OPEC countries would lead to a widely accepted oil output freeze or reduction in oil output. Aside from a few exemptions, namely Iran, Libya and Nigeria, most other major oil producers, including Russia and Saudi Arabia, were thought to be on the verge of an agreement. The general thought is that this agreement would likely send oil prices back up to their highest level in years.  However, since Friday negotiations have increasingly become unstable. 

Saudi Arabia pulled out of a November 28th meeting with non-OPEC oil producing countries, stating that “Meeting with Russia and other non-OPEC producers before OPEC ministers have a “clear decision within OPEC” is pointless.”

This triggered Iranian news to claim that Saudi Arabia is “reneging on earlier promises” and waging “a full a full-blown psychological war against Iran and a number of other OPEC members.” Though these statements from Saudi Arabia appear to indicate they’ve made a 180 degree change from their previous stance, perhaps it’s simply a negotiating tactic.  Regardless of what their intentions are, Saudi Arabia is definitely making this week’s meeting more interesting, and showing they are willing to  walk away from a deal if OPEC cannot reach an agreement that works for the Saudis.

2. Oil Prices volatile in anticipation of OPEC meeting.

Oil prices are up today (Monday), after previous week losses. Investors are debating the possibility of a production cut at this week’s OPEC meeting.

U.S. crude futures are up 1.18 cents, or 2.56%, to $47.24 a barrel on the New York Mercantile Exchange. The January contract for global crude benchmark Brent rose 1.18 cents, or 2.5%, to $48.42 a barrel on London’s ICE Futures Exchange.

Further volatility is expected as investors speculate on “will they or won’t they” strike a production deal.

3. Schlumberger strikes deal with Iran.

Despite uncertainty over what President-elect Donald Trump will do over the Iran nuclear deal, Schlumberger Ltd., the world’s largest oil driller by market value, signed a preliminary deal to study an Iranian oil field. The contract is one of the most prominent signed since the Nov. 8th election.  Donald Trump has vowed to undo a nuclear pact with Tehran signed last year by global powers. The pledge has led many international companies to freeze their plans to enter the Iranian oil market despite the country’s huge potential as an energy and consumer market.

Degreed? Check. Experienced? Check. Great attitude? Check. Tattooed? Not so fast.

While a job candidate may have all the credentials necessary to do the work and the potential to do it well, body decorations in the form of tattoos could still be a deterrent for some hiring managers.

According to a 2013 Salary.com survey of nearly 2,700 people, 76 percent of respondents said tattoos and piercings hurt an applicant’s chance of getting hired during a job interview. Further, 42 percent feel visible tattoos are always inappropriate at work and 39 percent believe employees with tattoos and piercings reflect poorly on their employers.

Ouch.

Rigzone set out to find what attitudes about tattoos are like today and how that affects the many oil and gas professionals looking for jobs.

Prevalence in the Industry

While entertainers and athletes rarely have to worry about losing their jobs due to their tattoos, the majority of the world’s workforce can’t take such liberties. The same Salary.com survey found that just 9 percent of respondents who work in energy and utilities have tattoos.

 “In the energy sector, candidates with tattoos may have a bit more trouble winning over their boss or hiring manager. Tattoos are more accepted and prevalent in creative industries and the energy sector is a hard science application,” Valerie Streif, senior advisor at The Mentat, an organization with decades of experience in hiring, managing and mentoring job candidates, told Rigzone.

Those applying to work offshore where they’ll spend the majority of their time on oil rigs probably won’t be judged as harshly if they have visible tattoos, but candidates who desire to work onshore or in an office environment encounter a different set of rules.

On a Reddit comment thread asking engineers with visible tattoos how tattoos have affected their job experience, one poster admitted to having an upper arm tattoo that he “consciously decided to wait on getting” until after he left his oil and gas job in Houston. He was an automations programmer who mostly worked in the office, and only went into the field for installations.

Another commenter made the point “sometimes it isn’t the presence of tattoos that is the problem, but the content of them. If you have obscene or graphic tattoos, it makes sense to cover them up no matter what job you have.”

“Is it my Tattoos?”

Some workers who have been employed at the same company for years may begin seeking advancement opportunities. If your tattoos didn’t keep you from getting the job, should they factor in to whether or not you get a promotion?

It can be a tricky question to answer.

Denise Noble, senior HR consultant for The HR Engineers, suggests workers watch others in the company who are in positions that they desire. If they don’t have visible tattoos, that may be a point to consider.   

“If all of your performance evaluations are good and there’s no markdown on appearance, it might be best to ask if your tattoos are holding you back from being promoted,” Noble, who has 20 years of HR experience, told Rigzone. “Phrase it by saying, ‘I’m really interested in moving to the next level. What would it take for me to get there?’”

This should be a one-on-one conversation with your immediate supervisor, she said.

“And if all else fails, it may be necessary to take the bull by the horns and ask, ‘is it my tattoos?’”

 

 

SOURCE : RIGZONE

Yes, it’s true, wind power is intermittent; that’s the way nature works.  Due largely to the unpredictability of weather, turbines typically generate only about one-fifth of the energy they'd make if they actually ran 24/7. That said, energy planners have devised tactics to make wind power reliable.

 

One of the best ways to balance wind's intermittent quality has been to construct grid connections between different regions of the U.S.  George Van Hoesen, a managing partner at Global Green Building, an environmental consulting firm in Missouri, explains how it works, "We have monitoring systems that show us the winds as they proceed through different regions.  We understand the currents and the flows."  It’s this information and computer models, that utilities use to shunt surplus power generated in one part of the country to other areas that need it.

 

A Stanford University study found that when many wind farms are interconnected through the grid, about one-third of the electricity they generate can be counted on as a reliable source of around-the-clock power.  And a University of Delaware study concluded that an offshore grid, connecting wind generators along the East Coast, could provide relatively stable output. They even did a simulation where over a five-year period, power never petered out entirely.

 

Still, even the best grid connections have their limits. The most optimistic projections calculate that wind can supply about 30 percent of the planet's electricity by 2030, so power sources like nuclear, hydropower and solar will be needed as supplements. It might not be a great idea to place all bets on wind, but with the latest turbines able to generate pollution-free electricity at less than 5 cents per kilowatt-hour, it wouldn't be smart to let wind go by the wayside while we invest in less sustainable fuels, either.

 

 - CHIBA - TOKYO  4 - 7 APRIL 2017

 

 

 

 

Shell speakers

PLENARY

 

 

Maarten Wetselaar

Integrated Gas & New Energies Director

__________________________________________________________________________________

COMMERCIAL

 

 

Steve Hill
Executive Vice President for Gas & Energy Marketing and Trading

 

 

Markus Hector

Market Access Development Manager
TECHNICIAL
David Bird
Vice President - Production
Shell Australia
Pablo A. Vega Pérez
Senior Process Engineer, Gas & LNG
David Thomson
Principal Marine Facilities Advisor
Shell Trading and Shipping Co., Ltd.
Shelley Wheeler
Gas to Liquids Business Development Manager
   

By Stephen Rassenfoss, JPT Emerging Technology Senior Editor -  Society of Petroleum Engineers 
17 Nov 2016
(Read the full article here)
This week the US Geological Survey (USGS) reported that the Wolfcamp shale holds 20 billion bbl of technically recoverable oil. That is just one of the huge formations within the Permian Basin where nearly half the drilling rigs in the US are now reportedly working.


Image Source: Texas Historical Commission 

Wolfcamp shale is the source rock for many old conventional fields which holds an estimated

  • 20 billion bbl oil
  • 12 Tcf of gas
  • 1.5 billon bbl of natural gas liquids

The above totals are the mean of a range (from F95 to F5) as shown below. F95 represents a 95% chance of at least the amount tabulated.

  • Oil: 11,430 to 31,468 MM bbl
  • Gas: 7,887 to 27,310 Bcf
  • Gas liquids: 698 to 2,926 MM bbl

These are estimates of what is technically recoverable without considering if they could be profitably produced.
The USGS will cover the rest of the Permian over the next year with assessments of the Spraberry and Delaware basins.

Estimated technically recoverable oil by unit (mean)

 OilGasLiquids
 MMBBLBCF MMBBL
Wolfcamp A5,815 4,652 465
Wolfcamp B Upper    5,829 4,663 466
Wolfcamp B Lower1,4301,144 114
Wolfcamp C       1,4331,146115
Wolfcamp D 4,920 3,936394
Wolfcamp Northern 521  417 42
The Permian difference

The Wolfcamp assessment helps explain why so many drilling rigs area working in the Permian Basin. The number nearly equals activity in the rest of the US according to a recent report by the US Energy Information Administration. The Permian total of 218 exceeds every other country in the Baker Hughes International rig count. Canada is second with 176 and Saudi Arabia has 126 rigs working.

 Drilling really matters

Drilling has shrunk in other shale plays as investments have migrated to the Permian where the cost of producing oil is lower. Production in the other plays has fallen as a result.

 

The Texas Conference for Women provides connection, motivation, networking, inspiration and skill building for thousands of Texas women each year. The 17th annual Texas Conference for Women was held November 15, 2016 at the Austin Convention Center in Austin.

The Conference offered incredible opportunities for business networking, professional development and personal growth.The non-profit, non-partisan event features inspirational keynote speakers, skill-building breakout sessions and ample opportunities to develop new relationships with other women. With sessions ranging from personal finance to health and wellness to career advancement, this unique event offers something for everyone.

 

https://www.txconferenceforwomen.org/2016-conference-center/

VIDEOS OF KEYNOTE SPEAKERS 
Nina Tassler - Annie Clark - Abby Wambach - Linda Cliatt Wayman - Diane Von Furstenberg

 

LISTEN TO BREAKOUT SESSIONS

Redefining Leadership: The Core Behaviors of Successful Leaders – with Angie Morgan, Bobbi Dangerfeld, Susan E. Docherty, Leigh Cliford Drake, Nina Tassler and Pam Jefords

Pivot: The Only Move That Matters Is Your Next One – with Jenny Blake and Doniel Kofel

The Art of Branding: Positioning Yourself for YOUR Future – with Ana Flores, Kemal Harris, Kristen Nolte, Shanteka Sigers, Marie Swisher and Rachel Woodson

The Culture of Tech: How Women Are Changing the Rules – with Emily Ramshaw, Tamara Fields, Gina Helfrich and Carla Piñeyro Sublett

Living with Intent: Your Guide for Moving From Action to Outcomewith Mallika Chopra and Colette Pierce Burnette

Retire with Enough Money: Strategies for Making Your Money Last – with Teresa Ghilarducci and Mercedes Garcia

How We Decide: Strategies to Improve Our Decision-Making Skills with Dr. Terese Huston, Anne Arvia, Trudy Bourgeois, Sonya Reed and Jane Gasdaska   

Think Differently: Feeling Confident About Taking the Lesser-Known Path – with Stephanie Kaplan Lewis, Andy Alford, Madhavi Bhasin, Retired Major General Mary Saunders and Kirsten Gappelberg

Unconscious Bias: Strategies for Bridging the Gap with Robin Hauser Reynolds, Maurie McInnis, Jay Newton-Small, China Widener and Tonya Long

The Confidence Divide: Closing the Gap to Achieve Career Success with Grace Killelea and Retired Major General Mary Saunders 

Innovative Women Pushing the Boundaries: Sharing Strategies for Risk-Taking and Success  with Nely Galán, Suzy Bátiz, Emily Núñez Cavness, Brandy Pham and Trisa Tompson

Career Transitions: Pivoting Into Career 2.0  – with Jody Greenstone Miller, Jenny Blake, Kim Davis, Amie and Jolie Sikes, and Chriselda Barrientes

Addicted to Busy: Managing Stress & Burnout – with Paula Davis-Laack and Erin Condren

Creating a Life Balance Groove – with Christine Carter and Heather White

Transform Your Norm … Success Lies Outside Your Comfort Zone – with Lisa Nichols and Michelle Hare

I AM THAT GIRL: Empowering Your Everyday Life  with Wendy Wecksell and Jillian Hamblin

Expert Exchange

ENCORE: How to Lead … When You’re Not in Charge – with Angie Morgan and Kim Read

ENCORE: Transform Your Norm … Success Lies Outside Your Comfort Zone – with Lisa Nichols and Michelle Hare

ENCORE: Living With Intent: Your Guide for Moving From Action to Outcome – with Mallika Chopra and Sabrina Brown

Expert Exchange | Are You Ready to be Self-Made? – with Nely Galán and Norine Yukon

Expert Exchange | Strategies to Stand Out, Step Up and Get Noticed in a Male-Dominated Environment – with Doreen Lorenzo, Mary Ellen Dugan and Yasmine Winkler

Expert Exchange | The Pie Life: How to Slice It to Find Life Balance – with Samantha Ettus and Carol McGarah

Expert Exchange | Diversity, Equity and Race: Broadening Perspectives in the Workplace with Maurie McInnis, Dr. Soncia Reagins-Lilly and Dr. Shetal Vohra-Gupta

Expert Exchange | Making the Tech Industry a Fit for YOUR Skillsetwith Kay Jones, April Downing, Kirya Frances and Courtney Skarda,

The Texas Conference for Women on Facebook

 

OVERVIEW OF WOMEN@ENERGY SERIES

The Women@Energy series showcases profiles and videos of inspirational women in Science, Technology, Engineering and Math (STEM) careers at the Department of Energy.

The profiles and videos highlight what inspired these women to work in STEM, what they do day-to-day in their jobs, their ideas for engaging others in STEM, tips, and more. Soon, the Women@Energy series will also include sample classroom lessons to engage middle school girls with the Women@Energy series.

We hope the stories and videos inspire women to think about their possible future in STEM. We can and should share our own STEM stories to help engage others and offer our voices on how our STEM careers have impacted us. Questions? Comments? Want to request a speaker? Get in touch by emailing Women@energy.gov.

Eve Kovacs works at Argonne National Laboratory. She attended University of Melbourne, earning a B.Sc. (with honors), a Ph. D., and a diploma of computing studies.

WOMEN @ ENERGY: EVE KOVACS

"In high school, I was the only person (male or female) who liked physics. I found it intellectually stimulating and very satisfying to learn how nature really worked. It was fascinating to me that one could use mathematics to describe physical phenomena and to calculate the outcome of experiments. I couldn't imagine a more interesting career than doing research to advance our understanding of nature."

THANKSGIVING

Posted by tina@mallard-inc.com Nov 22, 2016

I would like to wish everyone a Blessed, Safe, Happy Thanksgiving holiday.

 

With the economy, and daily issues we all face, it is sometimes hard to see even in our most difficult times, how fortunate we are compared to other parts of the world.

 

If we have our health, people who care, we are very Blessed.  

 

Happy Thanksgiving to everyone in our Pink Petro family.

 

Tina

After nearly two years of depressed commodity prices and a host of regulations and activist opposition, the U.S. oil and gas industry is hopeful a Donald Trump administration can help re-ignite growth in the sector, said industry sources.

The 45th president will likely remove regulatory impediments imposed by the Obama administration that have stymied oil and gas drilling and infrastructure buildout, said Frank Murphy, managing director, RW Baird.

One area of likely change is the opening up of more federal lands to drilling activities, said Murphy. A Trump administration is also added insurance against a general ban on fracking, said a midstream investor.

Trump’s election will put more emphasis on expanding U.S. oil and gas production, an industry banker said. The banker did not see Trump as being particularly helpful in the big-ticket offshore drilling projects. Yet the Trump administration could positively impact bonding in the offshore oil and gas sector, an industry lawyer said. The amount and type of bonding companies need to operate in the arena was set to rise under Obama administration efforts and a Trump administration could change that.

Key takeaways

Industry observers believe a Trump administration represents a friendlier environment for the building of pipeline projects, which has the potential to improve the economics of numerous plays that are constrained by lack of takeaway capacity.

 

 

Source: Forbes 

 

 

OVERVIEW OF WOMEN@ENERGY SERIES

The Women@Energy series showcases profiles of inspirational women in Science, Technology, Engineering and Math (STEM) careers at the Department of Energy.

The profiles and videos highlight what inspired these women to work in STEM, what they do day-to-day in their jobs, their ideas for engaging others in STEM, tips, and more. Soon, the Women@Energy series will also include sample classroom lessons to engage middle school girls with the Women@Energy series.

We hope the stories and videos inspire women to think about their possible future in STEM. We can and should share our own STEM stories to help engage others and offer our voices on how our STEM careers have impacted us. Questions? Comments? Want to request a speaker? Get in touch by emailing Women@energy.gov


WOMEN @ ENERGY: RADJA BOUGHEZAL

"Coming up with new ideas and techniques to solve the mysteries of the universe is extremely exciting and very rewarding. We are challenged on a daily basis. There is absolutely no routine in what we do. This keeps you very active, and mentally always challenged. I also love the fact that we collaborate with people from all over the world, and travel to present our new research ideas all over the globe. I had the chance to live in multiple countries: starting with my home country Algeria, going to Italy, Germany, Switzerland and finally my current home, the U.S. I could not dream of a more interesting scientific and social life than what I have experienced so far."

(Women in Technology) Are you finding it difficult to drag yourself into the office? Has your job become a bit boring? If it seems like your career has plateaued, you may be one of the many tech pros suffering from a case of the mid-career blues.

Only 19 percent of tech pros in a recent survey felt overwhelmingly positive about their work life. In addition to general unhappiness, only 36 percent said their promotion and career paths were clear—compared to 50 percent of non-tech employees.

It’s easy to feel stuck if you focus on your day-to-day activities instead of where you’re headed. Here are some ways to get your career moving forward again.

Create a Roadmap

If your employer doesn’t provide a clear career path or planning tools, you’ll need to create your own action plan. A formal plan serves as a rudder, an outline for discussing your goals with your boss, and a learning guide to make sure you’re acquiring the skills and experience you need to move forward.

Executive coach and former tech VP Karen Kowal suggests that working on “cool projects” involving robotics, artificial intelligence, space or satellites is a great way to revitalize your career. However, you may need to acquire new skills and connections to make the transition, and that requires a roadmap.

The creation process is not only energizing, it may lead to new opportunities. For instance, having coffee or informational interviews with people inside and outside your company may help you discover new career tracks and opportunities to use your current skills. As French author Antoine de Saint-Exupery once said: “A goal without a plan is just a wish.”

Give Equal Time to Professional Development

If you’re more focused on doing your job than managing your personal development, you need to give equal time and effort to building your network, learning open source software, or developing leadership skills such as emotional intelligence and executive presence.

Taking your game to the next level can help you break out of a slump by changing the way you are perceived, according to Steve Davis, a technology career coach who counsels engineers in JPMorgan Chase’s leadership development program.

“It’s not who you know or what you know that matters, but who knows you,” Davis explained. “Improving your performance and demeanor will help you get noticed, and that often leads to new opportunities or promotions.”

If your company doesn’t offer training, consider taking a few courses in budgeting, planning, communications or developing an executive presence. Then raise your profile by finding an opportunity to showcase your newfound talents.

Rediscover Your Passion and Creativity

Over time, performing repetitive tasks can drain your energy and cause you to become cynical. Transitioning into a role or project that reignites your passions can breathe new life into your psyche and technical career, advised Gina Calvano, career coach and president of Indigoforce, a career-coaching company.

“Look for opportunities to access your creative side, which shifts the energy in your brain,” Calvano suggested.

Psychologists agree that simply dabbling in the arts awakens our ability to approach life with greater openness and curiosity. For tech pros, becoming more involved in R&D, design, storyboarding, or other aspects of the user experience may revive your spirits and get you over the hump.

Expand Your Horizons

Moving into a consulting role or working as an IT contractor for a year or two can expand your skillset and professional network quickly, and give you the ability to see things from a different prospective. You’ll gain exposure to a wide variety of clients, problems and technologies, and, after building up your résumé, you’ll prove more attractive to other companies.

Take a Mini-Sabbatical

Some companies offer tenured employees extended vacations or mini-sabbaticals. Your boss may be willing to give you some time off to refill your energy tank if you agree to learn new skills while you’re gone and share your knowledge with your colleagues when you return.

Leslie Stevens-Huffman is a business and careers writer based in Southern California.

(FORBES - Brent Gleason) As a serial entrepreneur and employer of many amazing female team members, I have always been fascinated by what women bring to the workforce and economy in general. In fact, in the past decade I have placed more females in leadership and management roles than men.

My wife is a visionary entrepreneur as well and I have written on this subject matter before. Since my last article on female entrepreneurs a couple of years ago we have continued to see a dramatic uptick in women-owned startups.

American Express’s State of Women-Owned Businesses Report details that the last fifteen years have seen an unprecedented 54% growth in women-owned startups. Adding to this statistical momentum, the National Association of Women Business Owners estimates that there are more than 9.1 million companies owned by women, employing nearly 7.9 million people, and generating over $1.4 trillion in sales. Check out their great infographic below.

women-entrepreneurs

To clarify some of the data and what it means for women business owners, I connected with Vonda White, a serial entrepreneur, author, and advocate for women-owned businesses. The following are the top reasons to watch women-owned startups in 2017.

1 – According to US Census data, the number of women in the labor force is almost equal to men.

While this data may not initially seem exciting, it is important to understand the implications. Culturally, the United States is becoming as familiar with women in the workforce as men. The 2014 U.S. Census showed that women comprised 47.2% of the workforce, compared to 52.8% men. White explained why that number has grown:

“When I stepped into my first job in the insurance industry, the female executive was still an uncommon occurrence. Despite this, I believed that I had the solutions needed to get the job done. In 1996, I was able to make that dream come alive when I started Collegiate Risk Management as the founder and CEO. It’s a positive multiplier effect, as more women start companies, it will become easier for others down the line.”

2 – The funding gap is beginning to close.

Finding funding for ventures has been historically difficult for women entrepreneurs. Vonda shared her own experience seeking funding to buy a bank-owned College campus for a summer camp and boarding school:

“When I was seeking funding for Camp Pillsbury several lenders were hesitant because I was a woman. The fact that I owned and ran my own multi-million dollar company didn’t assuage their doubts. Instead of giving up or getting upset, I kept searching, argued that the college campus we were going to purchase was a stagnant asset that I could turn around, and eventually I was able to secure the loan and open Camp Pillsbury, which is thriving in its third year!”

Vonda also pointed out that in the last few years there have been a growing number of startup accelerators, training programs, and leadership boot camps specifically for women entrepreneurs. A few names include EY’s Entrepreneurial Winning Women, Women’s Startup Lab, Dreamit Athena, and MergeLane. As these services become more and more prevalent, so do the opportunities for women to create profitable enterprises.

3 - More companies are offering longer parental leave and flexible vacation time.

A growing number of companies are recognizing the value of paid parental leave and flexible vacation requirements. Both the employment and investing spheres have long discriminated against women based on flawed assumptions about leaves and time off. For this reason, a lot of working women felt they had to counteract this concern by never taking a vacation.

Recently however, companies like LinkedIn, Netflix, and Virgin are moving to more flexible “unlimited” vacation systems. Google, Johnson & Johnson, and Twitter all offer longer than average parental leave, for both moms and dads. These sorts of updates are paving the way for a more flexible workplace.

For employees, this means a de-stigmatized workplace that does not discriminate based on a woman’s interest in having a family. These changes represent a shift in mindset that will also help lenders understand that female entrepreneurs do not pose a higher risk simply because they might have children.

4 – The number of women-owned startups is increasing rapidly.

According to a study conducted by womenable.com, the number of women-owned companies has increased by 45% between 2007 and 2016. When you compare that to a sluggish 9% market growth over the same period of time it is clear that women entrepreneurs are leading innovation and growth.

“When women understand they aren’t alone in their desire to solve problems in business, and even more importantly that there are real avenues for them to do so, they are empowered to take the steps needed to bring new ventures to the marketplace that benefit everyone,” White shared.

This kind of expansion spells out why investing in, backing, and participating in women-owned startups is a solid plan for 2017.

Brent Gleeson is a Navy SEAL motivational keynote speaker and leadership consultant. Follow Brent on Twitter at @BrentGleeson or view his website at www.brentgleesonspeaker.com.

OVERVIEW OF WOMEN@ENERGY SERIES

The Women@Energy series showcases profiles and videos of inspirational women in Science, Technology, Engineering and Math (STEM) careers at the Department of Energy.

The profiles and videos highlight what inspired these women to work in STEM, what they do day-to-day in their jobs, their ideas for engaging others in STEM, tips, and more. Soon, the Women@Energy series will also include sample classroom lessons to engage middle school girls with the Women@Energy series.

We hope the stories and videos inspire women to think about their possible future in STEM. We can and should share our own STEM stories to help engage others and offer our voices on how our STEM careers have impacted us. Questions? Comments? Want to request a speaker? Get in touch by emailing Women@energy.gov

Clarina R. dela Cruz is lead instrument scientist at Oak Ridge National Laboratory. She attended the University of the Philippines, Diliman, earning a bachelor's degree in physics; and the University of Houston, earning a master's and Ph.D in physics.

WOMEN @ ENERGY: CLARINA R. DELA CRUZ

"The U.S. is a great melting pot of cultures, and we are entering an era when the rapid growth of information technology is making it much easier to empower a thought, a value, or a group of people. This is a perfect foundation to successfully engage and promote STEM amongst women and underrepresented groups. The key is to convey the idea that STEM is part in our everyday life and success in a STEM-based career is achievable for everyone, including them."

OVERVIEW OF WOMEN@ENERGY SERIES

The Women@Energy series showcases profiles of inspirational women in Science, Technology, Engineering and Math (STEM) careers at the Department of Energy.

The profiles and videos highlight what inspired these women to work in STEM, what they do day-to-day in their jobs, their ideas for engaging others in STEM, tips, and more. Soon, the Women@Energy series will also include sample classroom lessons to engage middle school girls with the Women@Energy series.

We hope the stories and videos inspire women to think about their possible future in STEM. We can and should share our own STEM stories to help engage others and offer our voices on how our STEM careers have impacted us. Questions? Comments? Want to request a speaker? Get in touch by emailing Women@energy.gov

WOMEN @ ENERGY: LINDA SILVERMAN

"We need to ensure that we are always demonstrating the relevancy of STEM to our most critical challenges and that need new blood is needed to be most innovative. Girls and underrepresented groups need to see that their experience is crucial to contributing to solutions to these challenges. Not everyone in STEM has an engineering or science degree – folks can have other backgrounds."

1. A light at the end of the tunnel for oil prices.

 

Energy and Oil companies are eager for a deal to be struck and for OPEC to follow through on its promise to scale back production and increase prices.  Last Friday, news broke about a meeting between Russia and OPEC in Doha that the idea of a six-month oil production freeze is under consideration. Additionally, more formal talks between OPEC and non-OPEC producers are tentatively scheduled for the end of the month, just 2 days before OPEC’s formal meeting.  Algerian Minister Boutarfa has stated he believes a consensus is taking shape and OPEC could possibly be at a production level of 32.5 million barrels per day soon. This would be slightly over a 1M decrease per day. OPEC production is currently running at 33.6 million barrels per day, according to their latest monthly production report.

 

2. U.S. oil drillers on the rise.

 

With increased confidence that crude prices will rise in coming months we are seeing the expansion of oil drilling in the shale patch.  According to Baker Hughes Inc., rigs targeting crude rose 19 to 471 this week, the largest increase in 16 months. Shale drillers have also now added 155 rigs since an expansion started back in May.  Natural gas rigs rose also by 1 to 116, bringing the total for oil and gas up by 20 to 588.

 

3. Trump narrowing in on an Energy Secretary.

 

A list is forming for those thought to be leading contenders for the head of the Energy Department.  Under consideration for energy secretary include Harold Hamm, an Oklahoma oil tycoon and leading proponent of fracking, and North Dakota Rep. Kevin Cramer, an early Trump supporter from a major oil drilling state. And last, Venture capitalist Robert Grady, who worked in President George H.W. Bush’s administration, is listed as a contender to lead both the Energy and Interior Departments.

 

It is still in the initial stages and it’s unclear whether the list has been reviewed by Trump, but these are the names floating to the top at the moment. Trump is in the early stages of setting up his administration, having named only his White House chief of staff and chief strategist.

November 14 (SeeNews) - The US Bureau of Land Management (BLM) has concluded its Solar and Wind Energy Rule governing project development on public lands, updating existing policies and introducing a leasing programme.

The final rule envisages incentivised development in designated leasing areas (DLAs) that have the highest generation potential and fewest resource conflicts, says a BLM statement last week. Parties interested in securing leases will participate in competitive processes that would be streamlined to give applicants site control earlier.

It also updates the BLM’s current fee structure in response to market conditions, and broadens its authority to use competitive processes outside of DLAs.

The BLM pointed out that competitive leasing provisions will help renewables "flourish" on the 700,000 acres (283,300 ha) of public lands identified in Arizona, California, Colorado, Nevada, New Mexico and Utah.

Still, the American Wind Energy Association (AWEA) commented that the move makes federal lands even less attractive to wind project developers, based on its preliminary review. It says that the rule will add time, uncertainty, complexity, and cost to a process that was already more difficult than developing on private lands.

"The rule penalizes projects pursued outside of designated zones, yet there are no designated zones for wind energy and there may not be for years. This discriminatory treatment places wind energy at a competitive disadvantage to energy sources that have such areas designated and can avail themselves of the incentives to develop in these areas," AWEA said in a statement

The regulations will take effect 30 days following their publishing in the Federal Register.

Under President Obama’s Climate Action Plan, the BLM is to permit 20 GW of renewable power by 2020. Since 2009, the Interior has cleared 60 utility-scale projects on public lands that could support almost 15.5 GW of capacity, it said.

The quest for feasible oil hydrocarbon resources urges operators to be on the lookout for high-permeability and clastic reservoirs all over the world.

The use of irregular and twisting well trajectories in these fields increases the amount of reservoir contacted by the well bore, which improves productivity but increases the challenges of sand control.

Practical sand-control options for these wells include gravel packs, standalone screens, and slotted liners, out of which standalone screens are fast emerging as the preferred choice for engineers.

However, the choice of screen will depend on the particular application to ensure that the well completion can retain the sand, avoid plugging and erosion, and maintain mechanical integrity.

An effective sand screen is designed to allow the larger formation particles to bridge across the openings to offer maximum fluid flow area and reduce plugging. Smaller formation particles are then retained behind the larger “bridged” particles. In the worst case, an uneven distribution of the flow into the screen can create flow “hot spots” that cause erosive “burn-through” from the high velocities of fluids entering the well bore.

The selection of screen is highly dependent on the size and distribution of the formation solids produced. This can lead to sand-control failure and the excessive production of sand through the well. In the case of horizontal wells, greater reservoir contact and more production with a low drawdown pressure along the well bore reduces sand production and flux through the completion, which allows standalone screens to control solids across a wider range of sands.

In 2010, Tendeka commercialized the FloMax Ultra premium-mesh sand screen. Developed in response to the industry’s need for an ultra-rugged screen that was suited to the rigors of long horizontal, multilateral, or sub-sea well operations, the screen meets the International Safety Organization (ISO) standard 17824 and is used in some of the world’s harshest environments. More than 700,000 ft of the screens have been installed worldwide with no sand failures or production impairment recorded.

However, the company estimated that up to 85% of wells that need sand control do not experience the mechanical loads that require this type of screen. Thus, Tendeka has recently developed a technologically updated screen to meet the sand-control needs of this large group of wells in a cost-effective manner, which is especially suited to current market conditions.

The FloMax Elite screen is a strong screen that achieves the same level of sand-control performance in the wells for which it is designed as the original screen does in the wells that require its capabilities. Retaining the same construction technique across both designs has technical benefits and increases flexibility and consistency for manufacturers.

Sand control will be the Sand Man to any drilling operator’s Spider Man for as long as they keep drilling. Couple this with the ever present need to cut costs as low as possible, and we see that innovation has a heavy role to play in dealing with this problem. The development of this new screen illustrates that innovation is not just about new technology but about finding ways to deliver the same performance with existing technology at a lower cost to the operator, and thus, innovating in the ways to innovate as well.

 Source: Journal Of Petroleum Technlogy

OVERVIEW OF WOMEN@ENERGY SERIES

The Women@Energy series showcases profiles of inspirational women in Science, Technology, Engineering and Math (STEM) careers at the Department of Energy.

The profiles and videos highlight what inspired these women to work in STEM, what they do day-to-day in their jobs, their ideas for engaging others in STEM, tips, and more. Soon, the Women@Energy series will also include sample classroom lessons to engage middle school girls with the Women@Energy series.

We hope the stories and videos inspire women to think about their possible future in STEM. 

 WOMEN @ ENERGY: AMBER HAMES

Amber Hames is a graduate fellow at Argonne National Laboratory. She works on recycling used nuclear fuel using pyrochemical processing. She's from Homer Glen, Illinois, and attended Lewis University, earning a bachelor's degree in chemistry. She is working on a doctorate in chemistry.

Consensus has been hard to come by during this election season, but if there’s one issue that earns high approval from Americans of all political identifications, it’s American energy leadership, Jack Gerard, API president recently stated.

API conducted an election night survey of actual voters across the country, and the findings reveal that more than 80 percent of voters agree that U.S. oil and natural gas production can help achieve each of their most important priorities: job creation (86 percent), economic growth (87 percent), lower energy costs (82 percent), and energy security (85 percent).

With drivers saving more than $550 in fuel costs and household budgets growing by $1337 due to utility and other energy-related savings in 2015, it should come as no surprise that voters appreciate the positive economic impact of U.S. energy. Americans not only recognize the benefits of the U.S. energy renaissance but they also support actions that would build on our position as the world’s leading oil and natural gas producer.

 

Voters want a Congress and administration that works for their interests. And just as there is bipartisan voter support for energy priorities, there is an opportunity for Republicans and Democrats in Congress to work toward pro-development policies that provide economic growth, job creation, and energy security.

OVERVIEW OF WOMEN@ENERGY SERIES

The Women@Energy series showcases profiles of inspirational women in Science, Technology, Engineering and Math (STEM) careers at the Department of Energy.

The profiles and videos highlight what inspired these women to work in STEM, what they do day-to-day in their jobs, their ideas for engaging others in STEM, tips, and more. Soon, the Women@Energy series will also include sample classroom lessons to engage middle school girls with the Women@Energy series.

We hope the stories and videos inspire women to think about their possible future in STEM. We can and should share our own STEM stories to help engage others and offer our voices on how our STEM careers have impacted us. Questions? Comments? Want to request a speaker? Get in touch by emailing Women@energy.gov

 

WOMEN @ ENERGY: SUZANNE TEGEN

Suzanne Tegen is the wind and water deployment manager at the National Renewable Energy Laboratory’s (NREL) National Wind Technology Center. Trained in energy analysis, Suzanne researches the intersection between wind power, communities, wildlife, and economics. She studies the domestic wind and water power workforces and manages a group of engineers and project leaders, working toward cleaner water and cleaner air for future generations.

Oh, the office happy hour. It can be a real double-edged sword, can’t it? On one hand, it seems like a great way to bond and get to know your colleagues outside of the four walls of your office.

 

But, on the other hand, you’re a little nervous about how to interact outside of a professional setting. What should you talk about? Is it considered a faux pas to actually kick back and have a few drinks? How professional do you need to keep things?

 

Yes, these are questions that everybody has before packing up for the day and heading to a happy hour with their co-workers—and that makes today’s “Dear Kat” question an incredibly important one:

 

Dear Kat, my co-workers often head out for after-work happy hours. But, up until now, I’ve always had some sort of excuse for why I can’t go. Are these something I should be attending? And, if so, do you have any tips for being both friendly and professional in this sort of setting?

 

This is an awesome question, and one that I know plenty of professionals can relate to. So, let’s get started with the first part of this question first.

Should you go to your office happy hour?

Here’s the short answer: Absolutely, yes!

 

I know that it can feel somewhat uncomfortable to interact with your colleagues in a more social setting like a bar—particularly if you’re the newbie in the office or have never crossed paths outside of working hours. However, attending these social functions with your teammates is a great way to strengthen your bonds and better get to know one another.

 

Don’t look at this as a test of your professionalism and polish. Instead, view it as a time when you and your co-workers can kick back and enjoy some friendly conversation. That perspective alone will take some of the pressure off your shoulders.

 

Alright, so now that you know that you should absolutely join in on those after-work beverages and appetizers, it’s time to cover a few tips to conduct yourself in a respectful, professional manner (spoiler alert: endless rounds of tequila shots aren’t involved).

 

1. Limit Your Drinking

You had to know this was going to appear on the list of etiquette tips for office happy hours, so we might as well tackle this one first.

 

Yes, heading out for a couple of drinks with your colleagues is totally acceptable—and you absolutely can enjoy a beverage or two. You’re a grown, responsible adult. However, the emphasis should be on a couple of drinks.

 

Blowing off some steam when the work day has ended doesn’t automatically give you permission to become sloppy or swing from the chandeliers. So, when in doubt, limit yourself to a maximum of two drinks.

 

That’s a safe amount that will allow you to participate and unwind, without running the risk of becoming belligerent. You definitely don’t want to be the subject of all of the inevitable office gossip the next day.

2. Avoid the Office Cliques

If you’ve ever attended an office happy hour before, you know that people tend to split up in their own little groups. And, more often than not, those groups tend to be the very same people they interact with day in and day out.

 

As tough as it might be to go against the grain, remember that you’re not here to mingle with the people you work with on a constant basis and already know like the back of your hand. Make it your goal to strike up conversations with the people you don’t know quite as well.

 

Doing so will require a little bit of venturing outside your comfort zone. But, it’ll help you to form relationships with people that you might’ve only passed in the hallway previously. And, that’s one of the key benefits of participating in these social activities—to get to know other people from your office!

 

3. Skip the Work Talk

When people head straight from the office to a bar or restaurant, there’s bound to be at least a little bit of work chatter. And, the short complaint about a complicated project or an overwhelming workload is totally alright—it’s expected.

 

However, remember that this is your chance to get to know your colleagues outside of work. So, you don’t want all of the conversations to center around how the office printer can’t manage to print a single page without jamming.

 

Instead, make it your goal to chat about things that don’t have anything to do with work. Find out more about people’s families, or their hobbies and interests outside of the office. It’ll give you a much better understanding of the people you work with, and maybe even help you find a common passion that you both share!

4. Don’t Be Cheap

Is there anything worse than that person who shows up at the happy hour and refuses to buy a round of drinks when it’s her turn or argues over that extra dollar she owes for a tip? Well, not really.

 

Listen, I’m all for being financially responsible and conscious of your spending. However, you don’t want to be the cheapskate who lets everybody else buy drinks and then shows up with waters and a basket of the free bar popcorn when it’s her turn to foot the bill.

 

If you’re heading out with your co-workers, recognize the fact that it won’t be free—and you might even wind up buying a drink or two for someone else. It’s part of the process.

 

Work happy hours can be a great way to strengthen your relationships with the people you work with—as long as you conduct yourself appropriately. So, go ahead and grab a round of drinks with your co-workers! Just remember these four key tips when you do so.

In the last 50 years, the oil and gas industry has developed technology and exploration methods that are efficient, pose minimal threat to the environment, and will keep workers safe. The industry has even taken additional precautions to prepare for any and all foreseeable incidents, making offshore energy extremely safety conscientious.  Some of the advanced technology includes 3D/4D seismic imaging to make sure operators can locate resources more accurately and storm chokes to detect damages to surface valves and blowout prevents to continually monitor subsurface and prepare for unexpected changes. The gas and oil industry has continually invested in improving technology, and shows no signs of slowing down.

 

According to the U.S. Department of Interior data, offshore operators produced 7 billion barrels of oil from 1985 to 2001 with a spill rate of only .001 percent. Even in 2005, with hurricanes Katrina and Rita 115 Gulf of Mexico oil and gas platforms and 535 pipeline were damaged, and still there were no major oil spills. It’s clear that over the years’ offshore oil and gas drilling has had a very low impact on environmental disasters, mostly due to the advancement in technology and exploration methods the invested in by the industry.

 

Studies by Quest Offshore Resources, Inc. show that offshore oil and natural gas leasing in the Atlantic OCS, Pacific OCS and Eastern Gulf of Mexico could, by 2035 create nearly 840,000 American jobs, raise more than $200 billion in revenue for the government and increase U.S. energy production by 3.5 million barrels of oil equivalent per day. The future numbers of offshore production prove that the industry is prepared to do a lot of good.

 

With over 65 years of experience operating in the Outer Continental Shelf the oil industry has a strong safety record. While the industry’s work environment involves heavy equipment, hazardous materials, high temperatures and pressures, safety in energy production always comes first. No matter the form of energy, or where it is produced, the industry will always continue to invest time and money into making sure safety is a top priority.

 

OVERVIEW OF WOMEN@ENERGY SERIES

The Women@Energy series showcases profiles of inspirational women in Science, Technology, Engineering and Math (STEM) careers at the Department of Energy.

The profiles and videos highlight what inspired these women to work in STEM, what they do day-to-day in their jobs, their ideas for engaging others in STEM, tips, and more. Soon, the Women@Energy series will also include sample classroom lessons to engage middle school girls with the Women@Energy series.

We hope the stories and videos inspire women to think about their possible future in STEM. We can and should share our own STEM stories to help engage others and offer our voices on how our STEM careers have impacted us. Questions? Comments? Want to request a speaker? Get in touch by emailing Women@energy.gov

WOMEN @ ENERGY: JOHANNA WOLFSON

What excites me is the enormity and complexity of the energy and climate challenge, coupled with a deeply-held belief that we can absolutely solve it—and build a stronger economy while doing so.

Not all expatriates have jobs to come home to when their overseas assignments come to an end. While global companies may have lateral positions available internationally, smaller organizations may have long filled that old position.

 

So, what’s an expat to do?

 

 

In many ways, expats returning to the workforce face the same problems as anyone who has taken time away from their career.

 

At least it feels the same: you’ve been out of the local workforce, you’ve lost contact with many of your colleagues, and your skills are dated (maybe even obsolete).

 

These are real concerns, but there are steps you can take that make your re-entry easier and ultimately, successful.

Get Your Skills Assessed

Upgrade Your Skills or Retrain

Apply to Startups and Early-Stage Tech Companies

Identify Your Transferable Skills

Look Outside of Your Industry

Your Expat Experience is of Value

 

Read the entire article here

The World Petroleum Council is conducting a global study on women in the oil and gas industry to get feedback on the opportunities for women in the industry. The goal of this survey is to get a comprehensive assessment of the possibilities and define a set of actionable recommendations to help close the talent gap in the industry.

 

 

The survey will take around 10 minutes to complete, and the council assures that each of your voices will be heard. The survey findings will be presented to more than 5,000 oil and gas executives at the 22nd World Petroleum Congress in Istanbul in July 2017.

 

World Petroleum Council aims to put gender equality on the strategic agenda to close the talent gap. Individual responses will be anonymous and confidential.

 

TAKE THE SURVEY HERE

Shop Like You Mean It

Posted by kmillspaugh Nov 16, 2016

Who says shopping isn’t meaningful?

 

Every purchase you make on ChooseWomen.org allows impoverished women to receive microloans to help to build their own business.

Leading retailers (the best brands in the world!) have joined us to support, celebrate and empower women in business—and you can, too!
Every purchase made through this site will help impoverished women around the world with microloans to become entrepreneurs. There are no extra charges, and no hidden fees. You shop, she thrives!
ChooseWomen is honored to support leading Microfinance organizations around the world that provide impoverished women with essential microloans to start their own businesses. Each purchase made through ChooseWomen.org will contribute a percentage of the sale to these organizations
This year, Choose Women hopes to fund and empower new women entrepreneurs with microloans who each deserve the opportunity to thrive in business.
Globally, it is estimated that women perform 66% of the world’s work, but earn a mere 10% of the world’s income. (Joinfits.org)
ChooseWomen.org is positioned to play a decisive role in changing that dynamic. In order to spur this growth, to enable many more women to break this new ground, and to reach full market potential, we need your support.

Written by Francine LeFrak  Social Entrepreneur and Founder, Same Sky

 

This November 18th marks Women’s Entrepreneurship Day, an annual celebration founded by the United Nations. But when you read the words “women’s entrepreneurship,” what do you picture? The CEO of a tech startup, standing in a boardroom in Silicon Valley? A Millennial launching a digital ad agency from the comfort of her living room? How about a woman living in a homeless shelter in New Jersey? Or a woman recently released from jail?

 

Admit it: these last two women aren’t what you were picturing. That’s because our ideas about women entrepreneurs have been molded by glimmering models of success, from Oprah Winfrey to Sara Blakely, the billionaire founder of Spanx. These savvy businesswomen are no doubt worthy of our time and attention, and have beat tremendous odds to get to where they are today.

 

But what about examples of women’s entrepreneurship that exist on a smaller scale? As Nobel Prize-winning economist Muhammad Yunus says: “All human beings are born entrepreneurs. Some get a chance to unleash that capacity. Some never got the chance, never knew that he or she has that capacity.”

 

Today, 45 million Americans live below the poverty line – a number that disproportionately affects women. Women are 35% more likely to live in poverty than men, and despite having better educational credentials than ever, they remain over-represented in low-wage jobs.

 

But make no mistake: poverty and entrepreneurship are not mutually exclusive. Not by a long shot.

Let me tell you about Katy. Katy isn’t the CEO of a Silicon Valley startup, or the woman launching a digital ad agency. She’s the woman who’s been living in a homeless shelter in New Jersey. Katy desperately needs a job to improve her circumstances, but without regular access to a computer, she has no way to store her resume and cover letters in order to apply for jobs online.

 

Luckily, a micro-grant gifted by my foundation, the Same Sky Foundation, has given Katy the opportunity to buy a portable USB drive that now allows her to save copies of her resume and cover letters, along with other important documents. Though this one tool hasn’t solved all Katy’s problems, it has offered her a much-needed step forward on her path to employment. And for Katy, employment will be the difference between a bright future and a bleak one.

 

Then there’s Dominique. Shy and soft-spoken, Dominique doesn’t seem like a person who’d be familiar with a jail cell. But she is. Upon her release from jail, Dominique began to rebuild her life while earning money making jewelry for my company, Same Sky, which offers employment to women in need of second chances. With structure, a stable work environment, and regular income, Dominique started to thrive. She has since been promoted to manager, and has begun taking business courses. Dominique now has dreams of opening her own art gallery, and has already started developing concrete business plans.

 

To me, Katy and Dominique embody the best qualities of women’s entrepreneurship: a dedication to self-improvement; a sustained desire to succeed; and the hope that one day, with enough hard work, they, too, will beat the odds.

Katy and Dominique also remind me that together, we have the power to expand our understanding of what makes a successful entrepreneur. But it starts with our individual spheres of influence. Here are some actions you can take to help enfranchise women, and support their desire to become entrepreneurs.

 

  1. Lend your time or resources to micro-financing institutions like Grameen America, where micro-loans have a direct and measurable impact on women living in poverty.
  2. Mentor a female coworker, or join a network that will connect you with a woman who could benefit from your mentorship.
  3. Support women-owned businesses and start-ups. Use your purchasing power to buy products from companies run by women, OR companies that benefit women’s professional development.
  4. Start an internship program at your company that offers opportunities to women from underprivileged backgrounds.

 

At the least, I hope that this Women’s Entrepreneurship Day you’ll join me in celebrating the fact that women entrepreneurs come in all shapes, sizes and circumstances. And if you’re a woman who has succeeded in business yourself, I especially hope that you’ll consider taking action to help empower more women like Katy and Dominique.

 

Image:  Same Sky founder Francine LeFrak (Photo by Andrew H. Walker/Getty Images)

With the International Energy Agency predicting 2017 to be the fourth consecutive year of oil supply being greater than demand, OPEC rushes to structure an oil cuts deal for members before time runs out. The objective- bring production down to 33 MMbopd from last year's 36 million. 

 

The decision to cut production was made in a September meeting at Algiers, marking the end of OPEC's policy of no limitations on production. Prices rose in October shortly after the announcement, however, since last week, have fallen again, owing to growing doubt over the deal. 

 

Saudi Arabia has agreed to cut down production, with the demand that any losses incurred as a direct result of the deal will be shared equally by all members. However, OPEC Secretary General Mohammed Barkindo has stated that Libya and Nigeria will be exempted altogether from production cuts while Iran will be given special consideration. 

This essentially means that Iraq needs to cut production while Iran should maintain current rates, however, both the nations are so far uncooperative.  

 

With member states mulling over production cuts proposals, Russia- a keen observer in many OPEC meetings- will also be holding consultations with member countries at the Gas Exporting Countries Forum in Doha from the 17th to 18th of November. If consultations yield fruits, this may set precedent for other oil exporting non members to join the talks. 

The ramifications if the deal doesn't push through ? In the words of BP CEO Bob Dudley, "If the talks fail, prices will stay at the level they're at". 

 

Source: World Oil

The Proximity Myth 

Posted by kmillspaugh Nov 16, 2016

Aetna and Honeywell both recently announced that they are drastically scaling back their telecommuting policies—not exactly the kind of news we look for during National Work and Family Month.

Aetna spokesman Matt Clyburn explained that their goal is “increasing collaboration and driving innovation.” Honeywell CFO Thomas Szlosek noted, “A core belief of our senior leadership team is that people work better in close proximity to other people, where ideas readily can be exchanged.”

The two companies are certainly not alone in making the claim that working remotely just doesn’t offer the same opportunities for collaboration that working in the same location does. Allowing anyone to work away from the office, so goes the story, equates to losing out on the chance for impromptu innovation, netting in a less effective workplace model. Workers in the same space have all sorts of potential for meeting in the hallways and sharing spontaneous bursts of creative genius.

Sounds great. But Aetna has nearly 50,000 employees. Honeywell has nearly 130,000. It’s not as if all of those people are sitting in the same office together, brainstorming the next big idea.

In fact, more than half the American workforce works for employers with 500 employees or more. In order to house all those people, office buildings for these employers are big. Often they span multiple floors, or are spread out over sprawling campuses.

What is the likelihood that office-worker Sam, sitting in a cubicle on the third floor by the fire escape stairwell, is ever going to spontaneously talk to office-worker Pat, sitting on the fifth floor near the elevators?

In my experience (and, I have a hunch, in yours), it’s slim to none. In our workplace model that prioritizes time spent at a desk, Sam and Pat may rarely move from their chairs.

If they report to the same manager, or if they work on similar projects, they may see each other at meetings—although depending on the size of their team, even at meetings they may not speak directly. Otherwise, they are unlikely to spend any time face-to-face at all, and are far more likely to pick up a phone or send an email or message to communicate than to travel across floors.

And if Sam and Pat report to different people or work on different projects, I’d bet good money that they might not even know each other’s names.

What if Sam and Pat sit closer to each other? Two people sharing a tight communal space are likely to talk in person fairly regularly. But will they also talk regularly with Casey sitting on the other side of their wall, or down the hall?

How close is close enough? And what if a team consists of 10, 12, or 20 people? Even in an open layout, how closely together can a group of people reasonably be expected to sit? And who’s to say which connections might ultimately matter more—those between Sam and Pat (now sitting side-by-side) or those between Pat and Casey (separated by the rest of their team)?

It’s certainly possible that Sam and Pat and Casey will end up on an elevator together and start chatting, or pass each other in the hall and make more than eye contact. And it’s absolutely true that there are circumstances where that
 type of water-cooler talk leads to innovation.

But it’s the nature of those interactions that’s crucial, not the fact that they take place in an elevator, in a hallway, or by the water-cooler. Spontaneous workplace conversation tends to be about anything except work: it’s casual, it’s colloquial. It’s the way that people get to know each other as more than just colleagues. Once those personal connections are made, a conversation that starts about an interesting news item or a shared passion for biking could well lead to a work-related epiphany.

That’s precisely the same reason that two people sitting next to each other are well positioned to collaborate. It’s not just because they are physically proximate (it’s highly unlikely two strangers standing shoulder-to-shoulder on the subway will come up with the next big idea in business). It’s because sharing that space over time more naturally results in casual conversation and a personal connection.


But 500 people (let alone 50,000) can’t all sit next to, or even near, each other. And it’s a logistical impossibility to pair people up in exactly the right side-by-side combinations that would create the type of magical synergy people insist is so valuable about being in the same physical space (Sam and Pat? Sam and Casey? Casey and Pat? Musical chairs?).

It’s also poor management to wait by the sidelines and hope with fingers crossed that Sam and Pat and Casey will happen to run into each other in the halls and perhaps, over a period of weeks or months or years, develop the type of affinity that leads to greater innovation. It’s not practical to expect that just by virtue of sharing the same general airspace, staffers will instinctively create personal bonds with their colleagues.

In reality, people sitting at opposite ends of an office building are at no more of a collaborative advantage than people sitting on opposite sides of town. And while face time should indeed be a business priority in and of itself, it only makes sense when it really is face-to-face, and when personal connections are the focus. At meals together, and celebrations, and other casual, social gatherings, where staffers should be encouraged to come together—from wherever they are located, far and wide—to get to know each other as people.

Unless you’re willing to wait indefinitely for some sort of magical intervention, it takes energy, effort, and planning to foster and sustain those connections. But the rest of the time (the majority of the time), people’s location becomes irrelevant—whether it’s across the hall, on another floor, or on the other side of the world.

By Stephen Sanicola, WorldatWork  |  October 2016

 

Flexible work programs have grown from a feel-good trend to a bottom-line business necessity for many organizations. In fact, nearly half of Millennials, a rapidly growing percentage of the workforce, rate workplace flexibility as a higher priority than pay, according to surveys and studies on the future of work.

A 2015 workplace study by WorkplaceTrends.com showed that 75% of responding employees put workplace flexibility as the top noncompensation benefit, indicating flexibility is necessary to attract and retain talent. The research and advisory group also surveyed employers that use flex programs. Of those respondents, 87% reported improved employee satisfaction. Other results showed improvements in productivity and employee retention.

 

And while more employers are offering more workplace flexibility programs, embracing the practice can be a slow process. WorldatWork's latest "Trends in Workplace Flexibility" study shows that more than 80% of responding organizations have one or more forms of flexible work with 98% planning to increase or maintain their programs.

 

"Change is hard," said Emma Plumb, director of 1 Million for Work Flexibility. "When people are used to doing things a certain way, it can be very difficult to embrace something new. But the more people understand the myriad benefits of flexibility, not only for their colleagues, their staff and their employers, but also for themselves, the easier it will be to make that shift."

Flexible work programs include, but are not limited to:

  • Telework
  • Flex time
  • Part-time work
  • Phased return from leave
  • Phased retirement
  • Job share.

 

Flexible work schedules make it easier for employees to achieve a sense of balance between work and life, advocates say.

"The biggest reason is that life is unpredictable and employees have lives outside of work," said Rose Stanley, CCP, CBP, WLCP, CEBS, a senior practice leader at WorldatWork. "Many times we have to adjust our schedules for a variety of reasons and when you have an organization that allows that flexibility, it makes it a lot easier for us to accomplish what we have to do outside of work. That allows us to concentrate more when we are at work."

Plumb echoed that sentiment. "Businesses benefit from giving their employees flexibility because their workers are healthier, happier, more loyal and more productive."  

 

Stanley notes that one main concern for supervisors is the risk of abusing flexible work programs. However, the 2015 WorldatWork study showed a dramatic improvement in how managers view the productivity of employees using the most universal flexibility program — teleworking.

More than half of responding managers said teleworking employees are as productive (48%) or more productive (8%) than in-office employees. In the previous survey in 2013, only 36% said teleworkers were as productive.

 

Michael Fenlon, a global and U.S. talent leader at PwC, emphasized at WorldatWork's 2015 "Rethinking the Workweek" event in Washington, D.C., that flex work programs require multilevels of support — corporate leadership, team collaboration and personal accountability — to work to everyone's advantage.

 

Following are three tips for success:

  • Communicate. Communications, which are vital in any work environment, are even more critical when flexible work programs are in play. Managers can use such tools as email, instant messaging and virtual staff meetings to help ensure flex workers are engaged and informed about work and organizational happenings.
  • Create a detailed, formal written policy before initiating a program, says WorkplacesTrends.com. Incorporate input from employees during planning. Once the program is up and running, assess its failures and successes to help refine it to best fit the specific needs of your organization and employees.
  • Be flexible with your work flex programs because what works for one company may not work for another, even one in the same industry, Stanley says. Establishing successful flex programs is an evolutionary process.

"More people are realizing that best practices does not equal seeing what they do next door and doing the same thing," Stanley says. "It's learning from what they are doing and figuring out how that can work for your company."

 

ORIGINAL SOURCE:  

October 2016 issue of Benefits & Work-Life Focus e-newsletter from WorldatWork: https://www.worldatwork.org/adimComment?id=80790

What Is Work Flexibility?

Work flexibility is an over-arching term for options in the workplace that give organizations and their staff the freedom to better decide when, where, and how work will get done. For example, flexible and alternative schedules, remote work options, and even freelance contracts are all types of work flexibility. Work flexibility can be implemented in smaller ways (such as occasional telecommuting, or having an alternative schedule where you come in and leave an hour earlier to avoid traffic) or in bigger ways (such as telecommuting all of the time or having a completely flexible schedule).

Why Support Work Flexibility?

First, work flexibility is something that many people want and/or need, but few people have. Second, and critically, work flexibility is commonly viewed as just a soft “perk” for employees, yet the truth is dramatically more comprehensive than that for both employees AND employers. Benefits available to the employer include financial savings, increased productivity, lower turnover, reduced absences, a better corporate culture, and many more. Benefits for employees include being more positively engaged in work and life, better health, time savings, reduced stress, having healthier relationships, and overall being happier.

Why Is 1 Million for Work Flexibility So Important?

In order to truly change workplace culture, we believe it is critical to engage the individuals who want and need work flexibility. Currently, change is typically driven by corporate HR departments. While these corporate efforts are valuable, we believe that both efforts—from individuals and from corporate headquarters—are needed in order to achieve more traction for change. By working together, we can help make work flexibility become a core part of the 21st century workplace.

Let’s Make Work Flexibility a Reality for More People

1 Million for Work Flexibility is dedicated to bringing the benefits of work flexibility to more companies and people. In order to do this successfully, we have the following goals:

By gathering a ready audience of 1 million people willing to show their support of work flexibility, we will have an unprecedented opportunity to harness this energy towards advancing flexible work initiatives on a broader scale than ever before.

1 Million for Work Flexibility (1MFWF) is the first national initiative to create a collective voice in support of work flexibility.

ConocoPhillips is planning to instigate a $5-billion to $8-billion divestiture program, which will primarily focus on North American natural gas, as the company seeks to bolster its operations.

The sale was one among a number of measures adopted, which include a 4% cut to next year's capital budget and a $3-billion share repurchase program, aimed at boosting the company’s “value proposition.”

“During the past two years, we have significantly transformed ConocoPhillips to succeed in a lower, more volatile price environment. We’ve lowered the capital intensity and break-even price of the company, lowered the cost of supply of our investment portfolio, and created strategic flexibility for future price cycles,” Ryan Lance, the company’s chairman and CEO, said Thursday. “We believe our plan offers a differentiated strategy within the E&P sector that is focused on free cash flow generation and improving returns to shareholders."

“The acceleration actions we’ve announced today will allow us to achieve our value proposition priorities at Brent prices of about $50/bbl,” added Lance. “These priorities include a debt target of $20 billion, a 20% to 30% payout of operating cash flows to shareholders, and modest production growth to drive margin and cash flow expansion. In setting out these priorities, our goal is to have strong resilience to low commodity prices with the ability to capture upside during periods of higher prices.”

 

The company’s 2017 operating plan includes capital expenditures guidance of $5 billion, a decrease of 4% compared with 2016 guidance of $5.2 billion and more than 50% lower than 2015 capital expenditures and investments of $10.1 billion. Spending in 2017 will focus primarily on flexible unconventional development programs in the Lower 48, conventional projects in Europe, Asia Pacific and Alaska, and base asset maintenance. Approximately $0.6 billion is included for exploration, which is primarily focused on unconventionals, appraisal of the Barossa discovery, and the closeout of deepwater Gulf of Mexico and Nova Scotia drilling obligations.

 

Full-year 2017 production is expected to be 1.540 MMboed to 1.570 MMboed, which results in flat to 2% growth compared with expected full-year 2016 production of approximately 1.540 MMboed when adjusted for 2016 expected dispositions. Growth is expected to come primarily from ramp up at APLNG in Australia, Surmont 2 in Canada and Kebabangan in Malaysia, as well as increased activity in the Lower 48 unconventionals, partly offset by normal field decline. The company’s production outlook excludes Libya.

 

The company continues to achieve cost reductions across the business. Guidance for 2017 production and operating expenses is approximately $5.2 billion, which results in adjusted operating cost guidance of $6 billion, a 9% improvement compared with 2016 adjusted operating cost guidance.

 

“We believe our company offers one of the most unique value propositions in the E&P sector,” said Lance. “We’ve reset virtually every aspect of the business—our capital program, our cost structure and our portfolio—during the recent industry downturn. Now, we’re in a differential position to generate free cash flow as prices recover and we implement our clear priorities for allocating available cash. In a future of volatile prices, we can demonstrate that our disciplined, returns-focused approach will deliver strong performance for all our stakeholders.”

 

 

Source: World Oil

(Bloomberg) -- Exxon Mobil Corp. is negotiating with Chad’s government about a record $74 billion fine the oil company was told to pay last month by a court in the central African nation because of a dispute over royalties.

 

While the world’s biggest oil producer by market value has appealed the Oct. 5 ruling by the High Court, the appeals court hearing has been delayed because of the talks, Thomas Dingamgoto, a lawyer for the company, said in an interview in the capital, N’Djamena.

 

The penalty exceeds the $61.6 billion financial blow BP Plc incurred after the Deepwater Horizon disaster in 2010 killed 11 rig workers and fouled the Gulf of Mexico with crude for months, and is more than 70 times larger than the $977.5 million Exxon was ordered to pay fishermen and other victims of the 1989 Valdez oil spill in Alaska.

 

The Chadian court imposed the fine after the Finance Ministry said a consortium led by Irving, Texas-based Exxon hadn’t met tax obligations. The court also demanded the oil explorer pay $819 million in overdue royalties.

“This dispute relates to disagreement over commitments made by the government to the consortium, not the government’s ability to impose taxes,” Todd Spitler, an Exxon spokesman, said in an e-mailed statement. “It is vital for all parties to honor the terms of a contract and abide by applicable law in order to achieve the desired long-term benefits envisioned when projects begin.”

 

The penalty, almost six times Chad’s gross domestic product, is in line with the customs code of a regional organization of which Chad is a member, the Economic and Monetary Community of Central African States, according to the government’s general director of legal affairs, Fang Langou Operal.

 

‘Fraudulent Behavior’

The code stipulates that “in the event of fraudulent behavior, as is the case, the fine should amount to double the value of the object of the fraud,” Operal said in an interview in N’Djamena late Monday. He declined to elaborate.

Chad says that the consortium should pay 2 percent in royalties on crude exports, even if Exxon argues that it signed a convention with the government in 2009 that set the royalties at 0.2 percent, according to Dingamgoto.

 

“That convention wasn’t ratified by parliament and never signed by the head of state,” Operal said.

Judicial workers including judges have been on strike for at least two weeks to protest a reduction of allowances, alongside medical staff and teachers. The government announced a series of austerity measures earlier this year to cope with a steep decline in oil income, which is its main source of foreign revenue.

 

Exxon began exploring Chad for crude in 2001 and has been pumping oil there since 2003. The company also operates a pipeline that hauls Chadian oil to a marine terminal in Cameroon for export. The two other companies named in the case are Chevron Corp. and Malaysia’s state-owned Petroliam Nasional Bhd. Chevron sold its stake in Chad in 2014.

 

 

==With assistance from Joe Carroll To contact the reporter on this story: Daniel N'doh Nadjitan in N'Djamena at nnadjitan@bloomberg.net. To contact the editors responsible for this story: Antony Sguazzin at asguazzin@bloomberg.net, Pauline Bax

 

(Bloomberg) -- Some U.S. oil policies are likely to shift significantly when Donald Trump assumes the presidency next year. While details remain sketchy, he’s highlighted a number of areas where he differs significantly from current policy.

 

Relations with the Middle East and OPEC

Donald Trump has been critical of both Saudi Arabia and Iran during the campaign. He said that he was not a "big fan" of the Saudi government in a 2015 appearance on NBC’s "Meet the Press" and told the New York Times in March that he might stop buying oil from Saudi Arabia and other Arab countries unless they committed ground troops to combat Islamic State or reimbursed the U.S. for its efforts.

 

Trump is also opposed to the nuclear deal with Iran that unlocked the country’s oil exports. He said in a speech to the American Israel Public Affairs Committee in Washington in March that his “No. 1 priority is to dismantle the disastrous deal with Iran.” While tearing apart the accord is "technically possible," it is “extremely unlikely” that the other world powers that negotiated with Iran alongside the U.S. -- China, France, Russia, the U.K. and Germany -- “would follow our lead," U.S. Energy Secretary Ernest Moniz said in April.

 

Speaking at the Williston Basin Petroleum Conference in Bismarck, North Dakota in May, Trump also promised independence from the Organization of Petroleum Exporting Countries, although he didn’t elaborate on how that would be achieved.

 

Keystone Boost

At a press conference prior to the North Dakota event, he said he would approve TransCanada Corp.’s proposed Keystone XL oil pipeline, in return for the people of the United States being given "a piece, a significant piece of the profits."

 

Trump has also pledged to renegotiate or terminate the North American Free Trade Agreement, which limits the cases in which Canada can restrict energy exports to its southern neighbor. Ending that agreement could leave the U.S. more open to disruptions to supplies from Canada, although this seems unlikely given the country’s lack of alternative export options.

Support for U.S. Oil

 

At the same North Dakota press conference, the president elect said he would remove any restrictions on U.S. energy exports and that he would support hydraulic fracturing, although he didn’t elaborate on either.

 

Trump’s victory will support U.S. oil and gas production, with less regulation on exploration and a lifting of drilling restrictions in certain locations, Goldman Sachs Group Inc. analysts including Damien Courvalin and Jeffrey Currie said in a Nov. 9 report.

 

His support for the U.S. shale oil and gas industry has not been unequivocal, though. Trump had earlier caused concern among energy executives in Colorado when he said in July he supported letting local residents vote on fracking bans. In a statement after a meeting with oil executives in Denver last month, Trump’s campaign said he supports "safe hydraulic fracturing" and "energy production on federal lands in appropriate areas."

 

“America is sitting on a treasure trove of untapped energy —- some $50 trillion dollars in shale energy, oil reserves and natural gas on federal lands, in addition to hundreds of years of coal energy reserves,” Trump said during a keynote speech at the Shale Insight conference in Pittsburgh, a summit of natural gas producers. “I am going to lift the restrictions on American energy and allow this wealth to pour into our communities."

 

Wider Policies

Trump said he would open federal lands for oil and gas production, and free up offshore areas to energy development.

The biggest impact on crude markets may not come from Trump’s oil policies at all given the importance of decisions that influence wider economic development, trade, and international relations.

 

He pledged during Wednesday’s victory speech to double economic growth during his tenure. That would imply annual expansion of 3 percent, a level last exceeded in 2005.

Against that, he’s questioned climate-change science and vowed to withdraw from the Paris agreement to limit global warming, measures that would potentially redefine the nature of global energy consumption if coal returns as a growth fuel for power generation.

 

Lastly, observers including UBS AG and Nordea are now considering whether the U.S. will become more protectionist. Before the vote, Trump said China was a "grand master" at currency manipulation and was stealing American jobs. He threatened punitive tariffs of up to 45 percent on the country’s imports.

 

--With assistance from Brian Wingfield. To contact the reporter on this story: Julian Lee in London at jlee1627@bloomberg.net To contact the editors responsible for this story: Alaric Nightingale at anightingal1@bloomberg.net John Deane

 

Images:  Trump - Bloomberg
Banner:  en.mercopress.com

 

Battling Internal Demons
Claire Packer, Warwick Energy Group

  • Rating of Halloween (1-10): 5 - Meh
  • Favorite Candy: Reese's
  • Best Costume You Ever Had: Wilma Flinstone

 

 

"I didn’t have a clear path or specific training that set me up to take my place in the C Suite. I’ve battled internal demons that said 'you don’t have the pedigree to do x, y, and z.' The reality is you wake up every day and figure out solutions to whichever extremely complex problems pop up, and that’s all there is to it. There’s no one better to do the job than you because you’re the one doing it and doing it well."

 

Kayo Women's Energy Investment Conference

Microsoft Corp. is expanding its renewables footprint by adding more wind power to its portfolio of electricity sources.

The computer giant said it is collaborating with wind energy suppliers to build facilities in Kansas and Wyoming to help meet the demands of some of its U.S. data centers.

This announcement, which marks Microsoft's third and fourth wind energy agreements, will bring the company's total investments in U.S. wind to more than 500 megawatts.

Besides wind, Microsoft is also going green by tapping into solar. Earlier this year, the company partnered with the state government of Virginia and local utility Dominion Virginia Power to build a solar energy plant.

Like Microsoft, many other U.S. companies have been investing in renewable energy projects. Amazon Web Services Inc., the technology infrastructure division of retailer Amazon.com Inc., has announced a goal of getting 100 percent of its electricity needs from renewable resources, and General Motors Co. said it aims to get all of its power from renewable energy by 2050
(Daniel J. Graeber, United Press International, Nov. 14)

 

.RENEWABLES: Microsoft doubles down on wind power -- Tuesday, November 15, 2016 -- www.eenews.net

Royal Dutch Shell plc is the most highly-rated employer of oil and gas professionals, according to the first industry-wide survey of its kind since the oil price downturn that began in late 2014, wrote Jon Mainwaring, editor, Rigzone.

Rigzone's Ideal Employer Survey was a research project conducted among 8,400 people in more than 100 countries, carried out between July and September this year. More than 3,000 companies who are active in the oil and gas sector were named by respondents in the survey. The companies were ranked based on questions that focused on their qualities and ratings as an employer.

Shell received the most mentions from respondents who were asked to name the employers they would most like to work for. Shell was followed by Chevron Corp., Exxon Mobil Corp. and BP plc in second, third and fourth position respectively, while Halliburton – at number five – was the highest-rated oilfield services company.

Responding to the results of the survey, Jonathan Kohn, Shell's HR head for the UK, Ireland, Nordics and South Africa, said he believed the company received such a strong response because of the quality of people it employs.

"Shell people are our strongest ambassadors and we are proud of the quality of the people that we've got. I think it's pretty clear and central to the group's strategy that having that access to quality people really is part of how we compete to win," he said.

NEWS  |  Shell Takes First Place in Rigzone's Inaugural Ideal Employer Survey  |  Rigzone 

The challenge for nanotechnology-based drilling fluids is that in order to gain acceptance, they cannot simply match the industry’s conventional chemistries—they must outperform them.

Calgary-based nFluids believes it is among the first to answer that call. The 4-year-old firm is now in the early stages of commercializing its nanoparticle additive that it says is compatible with all types of drilling fluids.

Based on results from nine pilot wells and an independent study by the University of Missouri, the company reports that its nano-additive has achieved up to a 60% increase in wellbore strength, a 90% reduction in fluid losses, and a 50% reduction in friction during drilling—with the latter translating to a faster rate of penetration.

Jeffrey Forsyth, the chief executive officer of nFluids, said that since the company formed, it reduced its original manufacturing cost by about half while driving big improvements in the technology’s effectiveness.

He explained that when iron and carbon constituents are broken down into nano form “all their properties change and it’s almost as if you’re looking at a completely different material—but more importantly, most of those properties are greatly enhanced.”

Those properties are what enable the nanoparticles to form a thin, yet durable, filter cake around the inside of the wellbore. This action takes place within minutes of introducing the nanoparticles into the drilling fluid base.

As the particles move into the small pores and fractures of the exposed rock, the effective permeability is reduced, making it less likely that drilling fluids will bleed into the formation and weaken the wellbore.

With less formation damage, it also becomes less likely that wellbore walls will collapse in on a drillstring, a common problem known as stuck pipe. And when the proper balance of fluids and well pressure is not effectively managed, even worse issues can arise such as a blowout.

For producers tapping into the most unforgiving formations (think of shale or deepwater), the value proposition being offered is pretty simple: spend a little more cash on advanced fluid technologies and a lot less time remediating the issues mentioned above.

“If you look at drilling fluids—if everything goes according to plan—it is probably the smallest cost in many ways,” insisted Forsyth. “But if you lose a couple of days on a job where you’re drilling 3500 m, that’s going to amount to a lot more money than your fluid losses.”

He added that the company can redesign the shape, size, and function of its nanoparticles to address a number of different drilling conditions. This flexibility has enabled the company to concentrate its additive solution so that it represents only half-a-percent of the total weight of a well’s entire drilling fluid system.

 

In a promising sign for the company’s commercial prospects, it has signed a joint-development agreement with one of the majors (name not yet disclosed).

It is also exploring a broad spectrum of other applications for its technology, including conformance control in enhanced oil recovery; water cut reduction in steam-assisted gravity drainage wells; perforation diversion for refracturing shale wells; and as a magnetic reservoir tracer.

Source: SPE

 

Valente, the owner of Chocolations, a 10-year-old shop in Mamaroneck, NY, where she creates and sells her own artisan chocolate creations, got her latest idea: a food truck that would stop at local kids’ athletic games selling coffee, hot chocolate, some of her own goodies, plus other treats.

 

With that in mind, she applied to iFundWomen, a new crowdfunding platform for women-owned entrepreneurial ventures. The site recently launched, with Chocolations Gourmet Truck one of the 20 or so  ventures on the site.

 

Founded by Karen Cahn, the platform aims to address the funding gap for female entrepreneurs. “The gap is too extreme of an issue not to do something about it,” she says. It’s a Kickstarter-like platform through which individuals make donations and get various items in return, depending on how much they give. The target venture: A very early stage #startup that needs the funding to help finance a pilot, minimum viable product or something similar. Once the women raise that money and get their enterprises off the ground, they can then try for a seed round.

“Success on a #crowdfunding site is an absolute data point and indicator that a company is ready to make that next step,” she says. The site charges the usual fee of about 5% on transactions, but also reinvests a “significant” portion of profits into live campaigns on the platform.

 

According to Cahn, she also wants to target what she calls the “confidence gap” that entrepreneurs of all stripes face when  trying out crowdfunding. To that end, the platform provides various services to help women  become crowdfunding ready. In particular, she finds that women tend to be reluctant to toot their own horn. So Cahn, who is a former long-time Google employee and a videographer, among other achievements, produces top-quality videos for women to use on the site. (Cahn launched VProud Labs, a video production company, two years ago; iFundWomen is a subsidiary). 

 

 

Plus they help with such matters as how to do a budget, conduct an email marketing campaign and other steps needed to make crowdfunding successful. (Example: Make sure friends and family donate in the first 48 hours, so you show immediate response. “People want to bet on a winning horse,” says Cahn).

 

 

Of course, all companies are vetted and can’t participate unless they meet basic requirements. For example, applicants have to address such  issues as their background, why the product is important and how they plan to spend the money. If they don’t meet those parameters, Cahn will ask entrepreneurs to resubmit an application after they’ve addressed specific points.


Any type of startup can apply. The 18 ventures on the platform, for example, now range from ClearHealthCosts.com, a platform which is trying to make the real costs of healthcare more transparent and is raising $15,000 to fund a better mobile presence, to Next Wave Fertility, a think tank and media platform about the  family in the 21rst century, looking to attract $50,000. As for Valente, she’s raised $1,463 towards an overall $75,000 goal.

 

Karen Cahn (Photo credit: VProud.tv)

Banner Image - iFundWomen

 

Anne Fieldhttp://www.forbes.com/sites/annefield/Anne Field Contributor

I cover for-profit social enterprises and impact investing

FORWARD

 

Last week I was invited to contribute my views on the very thing that inspired the creation of Pink Petro: the gender gap.  

 

I guess the way I see it, I'm tired of hearing about it, talking about it, and reading about it. "It' requires something more than talk.   

 

My piece in the Houston Business Journal advocates for action.  And while it's easy to tell others they should act, here's what we're doing to take action ourselves.

 

  • First we built Pink Petro.  It's not another networking group, lunch happy hour or conference.  It's an influential community for change.  It's a platform for women, men, and those curious outsiders who want to see an energy future that is inclusive, diverse and brings more people into the conversation.
  • Second, we launched Pink Petro TV - the only on demand and streaming channel to educate and inspire people around energy.  
  • Third, earlier this year we convened three sessions:  HERWorld Energy Forum which brought people together worldwide to talk about the energy business, digital, policy and workforce.  And that wasn't enough, we launched HERWorld Connect where we brought women and men together to discuss the gaps in our sector and the recent call to action by world leaders at Davos.
  • To followup on all of the above, on December 1, Pink Petro is hosting the World Economic Forum and 50 executives in energy at our new offices to discuss how to move the Call to Action signed by 22 CEOs at Davos to end the gender gap from conversation to action.  Afterwards, we're holding our open house which is open to the public online and in person.

 

ORIGINAL PIECE | Published November 10, 2016, Houston Business Journal

 

Theodore Roosevelt once said, “Great thoughts speak only to the thoughtful mind, but great actions speak to all mankind.”

 

It’s a pretty powerful message, isn’t it? And it speaks to a common trap that many businesses often fall into in regards to gender inequality: Neglecting to remember that actions do speak louder than words. Pardon the cliché.

The conversation about the gender gap, wage inequality and the glass ceiling isn’t a new one. It’s been a hot-button since the 1960s. And we’ve made some small strides. We now have women making it into the C-suite in the energy industry, and that deserves a resounding round of applause.

However, that doesn’t change the fact that we still have a long way to go to build a strong presence and a solid pipeline of female talent to work in energy.

 

According to a 2014 survey conducted by the American Petroleum Institute, a meager 4 percent of women report ever having worked or applied for jobs in the energy industry and only 3 percent in oil and natural gas. However, before even learning anything at all about the field, 53 percent said that if they were looking for employment and offered a job within the oil and natural gas industry, they would likely accept the position. This is great news!

 

So, what’s the crux of the issue here? There appears to be an actual barrier to entry for women in this field. And, to incorporate women in the energy story, it’s going to take a significant shift in the way we approach gender diversity and recruitment in general.

 

We can no longer sit idly by, talk extensively about the issue, and convince ourselves that those conversations alone will inevitably bring change. Employers need to stop talking and they need to take action to get more women into the recruitment funnel and these roles.

 

Yes, we need to put in the work to establish programs, develop strategies, and, more importantly, set metrics to move the needle. Do we put safety metrics and profitability metrics in place to manage our businesses? We do. So, let’s move past the fluff and do the same.

 

Seeing is believing.

 

Perhaps most important, we need to recognize the success and openly celebrate the stories of women in this industry so others see a viable path. Otherwise, we’ll run the risk of continuing to perpetuate the same issues for generations to come. Young women need role models. And, actually seeing successful women filling these positions will make much more of an impact than simply telling them to dream and achieve. That’s why I think telling the energy story through its people is a powerful one and it needs to be ongoing.

 

This week, the Houston Business Journal is honoring the accomplishments of those well-known and unsung heroes in energy. HBJ's Women in Energy Leadership Awards event will be 6-8 p.m. Nov. 10 at The Houstonian Hotel. The special awards section publishes Nov. 11. Click here to subscribe.

 

Other cities in the U.S. have done the same in Pittsburgh and Denver. I applaud this effort, but it’s going to take more. It means the industry needs to open up. This means going beyond talking about diversity and embedding women in the thick of business and policy conversations. It means the media needs to seek out female perspectives and bring editorial coverage that’s balanced with diverse views.

 

So, it’s time that we all put in the real work, the real strategies, and the real initiatives to truly close the gender gap. It’s time that we take a page from Theodore Roosevelt’s book and stop relying on thoughts alone — we need to take action.

1. Trump to be 45th President of the United States of America.

 

Just before 3AM EST, Donald Trump was officially declared the winner of the 2016 presidential election, and the immediate question for most of us in the energy industry became, what does this mean for us?  As results came in the Dow Futures market dropped over 750 points, but actually rallied to finish the night nearly 200 points higher than the day prior. The WTI benchmark for December crude oil futures was as low as $43.36 at one point but rebounded to $45.80 later that morning. The Russian Micex Index grew 2.2 percent and the Mexican Peso plummeted over 11 percent against the US Dollar.  All in all, I’d say it was an interesting night, not giving us much insight into the future. 

 

As we look to make heads or tails of what the future holds, a look at Trump’s stated policies regarding oil will help.  Specifically, Trump has promised to reverse the Iran nuclear deal, which would restrict their oil production once more.  If this happens it will definitely complicate OPEC’s talks scheduled for the end of this month. Trump has also commented that NAFTA is the worst trade deal ever signed and is planning to repeal or renegotiate.  Generally, he raises the hopes of oil and natural gas producers, based on his boisterous support for the removal of regulations that many say hamper the industry.  While we wait to see which plans he actually puts into action, the oil market will remain unpredictable.

 

2. Russia and Iran to meet on possible oil contracts.

 

Amir-Hossein Zamanina, Iran's deputy minister of petroleum for international affairs and commerce, stated that a delegation of Russian oil and gas companies are scheduled to visit the country this week for talks regarding possible oil contracts.  This is further news resulting from the January lift of international sanctions against Iran.  Since the restrictions have been lifted Iran's energy sector has become an aim for potential investment by international firms.

 

3. Not just Trump.  Other political leadership changes to impact oil and energy.

 

Even with the Republicans keeping control of the house and senate, there are still some committee chairs that will change.  Sen. John Barrasso (R-Wy.) is in line to succeed term-limited Senate Environment and Public Works Chairman Jim Inhofe (R-Okla.). Reps. John Shimkus (R-Ill.), Greg Walden (R-Ore.), and Joe Barton (R-Texas) have all expressed interest in replacing House Energy and Commerce Committee Chairman Fred Upton (R-Mich.).

Gas Lift Use Grows in Permian

Posted by shivamr7 Nov 11, 2016

 

Operators within this booming anomaly—a US onshore play where drilling is going strong—have increasingly shifted from the electrical submersible pumps (ESPs) to gas lift, which had been little used there.

The story behind this change was told in the opening session of the SPE Artificial Lift Conference and Exhibition. It was an economic decision that offers a look into the complexities of production management.

The big problem is that the fractured horizontal wells tapping these unconventional plays produce oil mixed with high levels of natural gas and sand, which can shorten the life of downhole pumps. Large slugs of gas can cause pumps to overheat, and the abrasive sand can chew up the downhole pumps.

“Even before [oil] prices went down, we were looking to cut operating costs. We were spending a lot of money on ESPs,” said Libby Einhorn, senior production engineer for Concho Resources, during the session in which she talked about the company’s shift to gas lift.

Their pumps had average lifespans of a bit more than a year, and cost about USD 100,000 to replace plus the revenue lost due to lost production. Added to the cost were pumps in remote locations where the only available electric power sources were on-site generators.

When Concho and other operators in the Permian starting looking for alternatives, the negatives for ESPs looked like positives for gas lift. The downhole hardware used to inject gas to lighten the crude, which allows natural pressure to lift it, is not affected by sand and the gas in the production stream is a plus.

“One of the biggest problems we have in wells is that gas is disruptive of everything we do, unless it likes gas,” and “gas lift likes gas,” said Bill Lane, an artificial lift consultant for Weatherford who also spoke during the panel session.

There were a lot of arguments for gas lift, but it was still a hard sell.

When the idea first came up, Einhorn there were questions raised about whether the company’s staff, which relied on ESPs and rod pumps, could learn how to install and manage a system that was unfamiliar to them and most other companies working in the area.

“One of the biggest challenge we have is, 30 years ago there was no gas lift in the Permian at all,” Einhorn said.

Lift systems are often chosen based on what is familiar. Experienced hands have “a preference based on the sort of lift [with which] they are most comfortable,” Lane said.

In this case, though, that weight was lightened by the many companies moving in the same direction. Major players in the Permian, including Devon, which works closely with Concho, and Occidental were among those responding to the same issues and increasingly using gas lift.

“At some point where they (Permian operators) experienced problems with slugging, they are using gas lift for slugging mitigation,” said Greg Stephenson, a staff production engineer for ConocoPhillips on the panel.

Over time water builds up in low spots in narrow casing where the up and down undulations reflect the pressure to drill wells faster and cheaper. As gas is produced, the pressure rises high enough to periodically force slugs of gas past the barrier.

“It is not a huge amount [of gas produced], but it comes all at once in burps of gas,” which in one laboratory test grew to be 25 ft long, said Jeremy Van Dam, a senior production solutions leader at the GE Oil & Gas research center in Oklahoma City, in SPE paper 181212 presented at the conference. Some slugs are so large, they can causing overheating in pumps that depend on fluid flow for cooling.  

The fact that GE and Baker Hughes were presenting papers was evidence of ESP makers working on modifications to manage gas and solids problems that have eroded their share of a growing market.

Baker Hughes has been studying gas slugging in a field project with Apache Corp. “The gas from a daily perspective seems manageable at first, but on-site that may not be the case,” said Jordan Kirk, an applications engineer with Baker Hughes. Signs of trouble included rapid swings in casing pressure and in the amps drawn by the ESP motor.

The ESP makers’ counter argument is that their pumps can produce more, and they have incorporated features to limit the intake of sand and limit the effect of slugs with designs that seek to route the gas around the pump.

In the tight confines of a shale well in which 4-1/2 in. casing is common, slugging becomes more of an issue and there is little space to add features to the pump to limit its impact. Also, limited budgets in these mass-produced wells preclude adding features such as creating a short lateral down off the main flow—a rathole—to put the pump below the gas flow.

Until recently, the standard routine in the Permian was to first use ESPs to maximize production in the early years of the well when production was high enough to be efficiently lifted using an ESP. As production dropped below that level, wells are switched to a lower-cost rod pump. Late in the life of wells, rod pumps remain the standard.

That combination fits well with a widely used production strategy—maximize production early on in wells that start strong and soon decline. Lane described it as “produce as much as you can to get the cash today,” and said it is important when planning artificial lift to be conscious of whether the goal is maximizing early output or long-term output, which may not be mutually exclusive.

Concho switched to gas lift even though an ESP’s higher production rate is consistent with the company’s focus on strong early production. “We still want a high initial rate. We may suffer some for not running an ESP, but we feel the cost is justified.”

Gas lift requires installing equipment to compress the gas and inject it under pressure, but it requires less power than an ESP running full-time. Gas lift equipment costs less to keep up and continues to add value even when it could use maintenance and adjustments.

“They are not optimized for efficiency, but they continue to produce and we have yet to have a gas lift failure,” Einhorn said.

Matching gas injections to maximize the benefit in changeable wells demands skills in short supply and an understanding of unconventional flows, which is something the industry is learning from experience in this young field.

But even when the system needs an adjustment, it can still add production, said Stephenson, noting that “it works even when it is broken.”

Source: SPE

It always starts innocently enough: You and a co-worker are huddled around the break room coffee pot, venting about how much work you both have on your plate.

 

But, that conversation about how overwhelmed you feel quickly spirals into something else—a snarky and rude discussion about how another one of your co-workers is completely useless and isn’t pulling her own weight.

 

Oh, yes, the pesky trap of office gossip—unfortunately, it’s way too easy to fall into. Believe me when I tell you that it’s prevalent anywhere. And, despite your best efforts to steer clear of it, it can often suck you right in before you even realize what’s happening.

 

That’s exactly why this week’s “Dear Kat” question is such an important one:

 

Dear Kat, I know better than to get involved in office gossip. But, I find that’s easier said than done. Sometimes I find myself wrapped up in conversations I know I shouldn’t be a part of, and I can’t figure out how to politely remove myself. Do you have any helpful tips for staying away from office gossip?

 

First of all, I get it—directly shutting down inappropriate whisper sessions can be uncomfortable. But, it’s bound to be less awkward than getting caught red-handed saying something you shouldn’t, right?

 

So, no matter how uneasy it makes you, I always recommend doing your best to stay far, far away from office gossip. Here are four key tips to help you out.

 

1. Don’t Start it

I know what you’re thinking. “Gasp! I would never start gossiping in the office, Kat! I’m just the victim here.”

 

However, consider this your warning: You could very well be opening the door for a gossipy or negative conversation without even realizing that you’re doing so. This is one of the many reasons you need to be careful about absolutely everything you say in the office.

 

Don’t even mention that you noticed a co-worker is currently having a closed-door meeting with your boss. Don’t complain about a piece of a project your colleague managed to screw up. Any comments like those can prompt gossip, which isn’t something you want to do.

 

Use this as your golden rule: If you wouldn’t want the person you’re talking about to hear you, it’s not something you should be saying in the office (or anywhere, really).

2. Remove Yourself From the Situation

Now, let’s say you’ve found yourself in a conversation with some colleagues that you’d rather not be a part of. Your first option is a little more direct: You need to speak up and firmly shut down the discussion.

 

Don’t get worked up into thinking this requires standing on a soapbox with the national anthem playing in the background. You don’t need to provide a lecture—you just need to make it clear that this isn’t an appropriate topic for conversation.

 

You can do this by saying something like, “I’m not comfortable talking about that here at work. Hey, how’s your half marathon training going?”

 

A statement like that makes it clear that the discussion isn’t suitable for the office. However, by immediately changing the topic, you’re able to steer the conversation back to safe territory. Even better, you can continue to build friendly rapport with your co-workers without seeming overly aggressive or condescending.

 

3. Shut it Down

If you’re having trouble mustering the courage to flat-out steamroll a gossipy conversation in the office, then your next best bet it to simply remove yourself from the situation by walking away.

 

Yes, I mean you quite literally need to turn around, move your feet, and get far away from that situation—and you need to do so the very second you hear mention of something that makes you uneasy.

 

I won’t even try to admit that this is the most tactful communication approach. However, it’s much better than accidentally getting wrapped up in that discussion or having to stand there nodding along—even though you know this is something that shouldn’t be talked about.

 

So, when in doubt, just run away. It sounds crazy, but you can’t argue that it’s effective.

4. Spread Positivity

Anyone who has ever worked in an office setting before knows that negative attitudes are contagious—they spread just like wildfire. But, I like to think that positivity can be just as catching.

 

So, make it your personal responsibility to bring some positivity into your own workplace, rather than letting those snide and rude conversations take over. Compliment a co-worker on the project she completed or bring in a treat for everybody to share.

 

They might seem like small changes. But, they can make a big difference in lifting everyone’s spirits and reinforcing a team atmosphere.

 

You know it’s best to stay away from office gossip. But, all too often, that’s easier said than done.

 

Rather than standing there trying to tune out that conversation you know you shouldn’t be a part of, give one of these above four tips a try to steer clear of those pesky discussions altogether!

 

I’d love to know, how do you avoid office gossip? Any other tips to share?

Coal has always been depicted as a huge pollutant with everything from black lungs and smokestacks producing toxic clouds that cause acid rain. News coverage of the industry focused on its contributions to climate change and movies typically depicted miners coated in black dust or trapped underground. While these images are true, they don’t tell the whole story about coal.

 

At the beginning of its use, coal performed a very important environmental service. During the Industrial Revolution coal made it possible to produce metals, glass, and cement in much greater quantities than ever before. Coal allowed for the use of industrial processes that required heat, without the huge environmental issue of deforestation. During this time, forests in the upper Midwest and the Northeast were being cut down rapidly due to the demand for firewood to heat homes and fuel factories. With the increasing demand for wood, trees weren’t growing fast enough to keep up. Coal was the solution deforestation desperately needed; not only was the black rock cheaper and hotter, it came in a much larger supply.

 

Coal mines brought rampant deforestation to a standstill, a simple fact. Even though it helped solve a large environmental issue, it also came with its own set of problems. Coal imposes heavy costs on society and releases harmful emissions into the Earth’s climate, it’s nowhere near the cleanest or healthiest energy source. In fact, a report from the Global CCS Institute takes stock of carbon capture and sequestration (CCS) projects around the world as of 2012. The report stated that progress has been slow because no one has figured out how to effectively capture and bury emissions from coal-fired power plants.

 

Coal may not be the best form of energy for the environment, but it is not the environment’s number one enemy either. It began as the solution to deforestation and turned into the cheapest and most depended on energy source today. So the big question isn’t whether coal can ever be “clean.” It can’t, and no energy form will be without its own environmental issues. The real question is if coal can ever be clean enough to prevent local disasters and at least slow down the emission it produces in order to prevent further damaging the Earth’s climate. 

How will the world satisfy its need for energy? McKinsey research offers a perspective.

When we talk about energy, there does a common ground for everyone to agree upon. For the foreseeable future, at least, the world will need more of it; and it’s production and usage will play a critical role in deciding the future of the global economy, geopolitics and the environment. Taking this under consideration, McKinsey took a hard look at the data, modeling energy demand from the bottom up, by country, sector, and fuel mix, with any analysis of current conditions, historical data, and country-level assessments. On this basis, McKinsey’s Global Energy Insights Team has put together a description of the global energy landscape to 2050.

It is important to remember that this is a business-as-usual scenario. That is, it does not anticipate big disruptions in either the production or use of energy. And, of course, predicting the future of anything is perilous. With those caveats in mind, here are four of the most interesting insights from this research.

Global energy demand will continue to grow. But the growth will be relatively slow – an average of about 0.7 percent a year through 2050 (as compared to an average of more than 2 percent from 2000 to 2015). The reasons behind this decline would be digitization, slower population and economic growth, greater efficiency, to name a few. For instance, in India, the percentage of GDP derived from services is expected to increase from 54 to 64 percent by 2035. By 2035, McKinsey research expects that the fuel required to propel a fossil-fueled car through a mile would be less by almost 40 percent than it is now. By 2050, global “energy intensity” will be half of what it was in the year 2013. From 1990 to 2015, global energy intensity improved by almost a third, and it is reasonable to expect the rate of progress to accelerate.

 

Demand for electricity will grow twice as fast as that for transport. China and India will account for 71 percent of new capacity. By 2050, electricity will account for a quarter for all energy demand, as compared to the current 18 percent. Now the question arises, how will that additional power be generated? Well, according to McKinsey research, more than three quarters of new capacity (around 77 percent) will be derived from wind and solar, 13 percent from natural gas, and the rest from everything else. The share of nuclear and hydro is also expected to grow, albeit modestly.

What this means is that by 2050, non-hydro renewables will account for more than a third of global power generation—a huge increase from the 2014 level of 6 percent. To put it another way, between now and 2050, wind and solar are expected to grow four to five times faster than every other source of power.

 

Fossil fuels will dominate energy use through 2050. This would occur, owing to massive investments that have already been made and because of the superior energy intensity and reliability of fossil fuels. The mix, however, will change. Gas shall continue to grow quickly, but the global demand for coal is likely to reach it’s peak by the year 2025. Growth in the use of oil, which is primarily used in transport, will slow down as vehicles become more efficient and more inclined towards being electric. In this case, the peak in demand is likely to be occur as soon as 2030.  By 2050, the research estimates that coal will be down to just 16 percent of global power generation (from 41 percent now) and fossil fuels to 38 percent (from 66 percent now). Overall, though, coal, oil, and, gas will continue to be 74 percent of primary energy demand, down from 82 percent now. After that, the rate of decline is likely to accelerate.

 

Energy-related greenhouse-gas emissions will rise 14 percent in the next 20 years. That is not what needs to happen to keep the planet from warming another two degrees, the goal of the 2015 Paris climate conference. Around 2035, though, emissions will flatten and then fall, for two main reasons. First, cars and trucks will be cleaner, due to more efficient engines and the deployment of electric vehicles. Second, there will be a significant shift in the power industry toward gas and renewables discussed above. The countervailing trends are that there are likely to be some 1.5 billion more people by 2035, and global GDP will rise by about half over that period. All those people will need to eat and work, and that means more energy.

 

Given that global energy demand is set to grow, it is likely that prices will continue to be volatile. Better energy efficiency will be helpful in reducing related risks. Technology development is critical to ensuring that the world gets the energy it needs while mitigating environmental harm. This, however, will require substantial new investments. Finally, to encourage the creation of the clean and reliable energy infrastructure that the world needs, it is imperative that the energy producers work with local, regional, national, and international regulators. Getting things right the first time is essential; there is extensive evidence to show that dramatic changes in policy act as a powerful deterrent to energy investments by producers. Given the scale of the new investments needed, this will be a factor of growing importance.

 

Source: McKinsey & Company

 

His excellency Sheikh Nahyan Bin Mubarak Al Nahyan, Minister of Culture and Knowledge Development, formally opened day two of the Abu Dhabi International Petroleum Exhibition and Conference (ADIPEC). World energy leaders remain confident and optimistic about the long-term outlook for the oil industry. Growing energy demand, bolstered by a rapidly developing global economy, is creating a favorable environment for energy sector progress – one in which the petroleum industry will continue to play a prominent role.

 

Ministerial Session

Emerging market energy ministers, His Excellency Tarek El Molla, Minister of Petroleum and Mineral Resources Egypt, 

His Excellency Shahid Khaqan Abbasi, Federal Minister for Petroleum and Natural Resources, Pakistan and His Excellency, Arcandra Tahar, Vice Minister of Energy and Mineral Resources, Republic of Indonesia were joined by His Excellency Suhail Mohamed Al Mazrouei, Minister of Energy, United Arab Emirates, in a frank and forthright Global Ministerial Dialogue Session yesterday to discuss supply, demand and how to stimulate investment.

 

Global Business Leaders

With the price of crude slumping back to US$45 per barrel, producers in the region are preparing for a sustained period of lower hydrocarbon prices. If companies are to prevail in these conditions, they will have to rally behind strong leaders and be willing to collaborate with their peers, according to a panel of experts at ADIPEC’s Global Business Leaders’ session yesterday afternoon. Speakers of this panel were Mark Garrett, CEO Borealis, Jeff Miller, President,Halliburton,
Lisa Davis, CEO, Global Energy Siemens, Lars Christian, Bacher, Executive VP Development and Production International Statoil, Moderated by Dr Daniel Yergin, Vice Chairman, IHS Markit.

 

Women In Energy 

Today saw an incredible lineup of the global oil and gas industry’s most powerful women, who are joining forces to discuss both industry and gender issues in a frank and forthright forum, which promises to help not only inspire women in the energy workplace, but also create an encouraging environment for knowledge sharing and career development.
Baroness Emma Nicholson of Winterbourne, Prime Minister’s Trade Envoy for the Federal Republic Of Iraq, Azerbaijan, and Turkmenistan, President of The Iraq Britain Business Council, H.E. Merete Juhl, Danish Ambassador to the UAE and Qatar H.E. Fatema Al Jaber, Board Member, Al Jaber Group, Magda Maria De Regina Chambriard, Senior Representative, Brazilian Petroleum Industry. Moderated by Malak Fares, Business Presenter, Sky News Arabia.

 

With Republican candidate Donald Trump winning the US presidential elections despite of polls having been unfavorably inclined against him, S&P Global Platts brings forward information about his plans regarding the energy sector.

 

According to statements made by Trump during his campaign, his basic agenda is to ease industry regulations and increase the production of fossil fuels- claiming to be ready to put all federal resources to the dispersal of fossil fuel expansion plans.


Trump also intends on boosting infrastructure budget, increase the consumption of inexpensive oils as well as fossil fuels.
Another major factor on Trump's agenda is the scraping of several existing environmental policies, including the Clean Power Plan (kept alive by Barack Obama, in light of climate change) owing to his disagreement with the established notion that environmental degradation is a direct result of human involvement.


The Environmental Protection Agency is said to soon become extinct at the hands of Trump, or revamped with greater concern on clean air and water, according to his energy advisers. Certain steps to be taken in order to implement greenhouse gas performance standards in refineries are also likely to be rejected by Trump, according to S&P Global.

 

The perks of Trump's energy sector plans include greater offshore production, Clinton's plan having been of limiting offshore production to the Gulf of mexico. His efforts to limit alternate energy sources have the benefit of providing short term increased demand of fossil fuels. Furthermore, Donald Trump also intends to invest more than twice the amount suggested by Clinton for infrastructure in the energy sector, in order to benefit from current low rates. With his first day of assuming office just around the corner, whether or not these promises will be met is not yet to be deciphered, but only to be hoped for. 

 

 

Source: The Economic Times

Donald Trump’s surprise victory ends months of an adversarial presidential campaign with bitter disagreements between the two major candidates across a spectrum of policy positions. Despite one question at the end of the second presidential debate, energy policy has taken a backseat to immigration, taxation, foreign affairs and candidate suitability. However, there are indications that the US’s new President-elect could present a more positive outcome for the hydrocarbon industry than the pre-election favourite, stated Matt Loffman, Douglas-Westwood Houston.

Trump’s policy on energy centres around the concept of ‘energy independence’ and  the development of domestic oil, gas and coal reserves.  He has pledged to “open onshore and offshore leasing on federal lands” and ‘eliminate’ a moratorium on coal leasing and open-shale extraction. In contrast, Hilary had campaigned for an expedited transition to renewable energy sources, and had targeted a reduction in domestic oil consumption by 6.5 million bbl/d as a national goal, to be achieved by 2027 with tighter vehicle efficiency standards (recent automotive efficiency gains have been modest – improving 2.5 miles/gallon for new vehicles over five years) and “through cleaner fuels”. A reduction on this scale would have approximately halved anticipated annual liquid consumption growth globally (the equivalent of 650,000 bbl/d) and would likely have become a primary factor in an extended period of depressed crude and LNG prices.

On the Keystone XL pipeline, Trump was quoted in May 2016 saying he “would absolutely approve it, 100%” but would seek to renegotiate terms. Clinton had opposed the Keystone XL pipeline, along with Artic drilling. Furthermore, there was significant uncertainty around Clinton’s support for the lifting of the crude export ban. President-elect Trump has set out to “eliminate all barriers to responsible energy production” which suggests a freer regulatory environment. Whilst the result is undoubtedly a blow for the renewable energy industry, the historic election result is perhaps welcome news for a hydrocarbon industry that has been on the ropes for over two years.

NEW DELHI: Iran has given an ultimatum to ONGC Videsh Ltd over development of the coveted Farzad-B gas field in the Persian Gulf even as the Oil Ministry said it hopes to conclude a deal by February next year. 

Iran is reportedly unhappy with the $10 billion plan submitted by OVL, the overseas arm of state-owned Oil and Natural GasCorp (ONGC), for development of the 12.5 trillion cubic feet reserves in Farzad-B field and an accompanying plant to liquefy the gas for transportation in ships. 

 

"Several rounds of negotiations so far have been held with the Indian state company on the development of Farzad-B. But ONGC's financial proposal for the project is not acceptable," Iranian newspaper Financial Tribune quoted the nation's Oil Minister Bijan Namdar Zanganeh as having told Mehr News Agency.

 

While Indians want a reasonable rate of return on the investment, Iran is only offering a fixed fee for its efforts. The Indians feel the fixed fee is not remunerative enough and want a higher percentage, something that Iranians are resisting.

 

The field in the Farsi block was discovered by an Indian consortium led by OVL in 2008. It has an in-place gas reserves of 21.7 Tcf, of which 12.5 Tcf are recoverable. 

But India initially felt deterred from investing because of the fear of sanctions being imposed by the US. But with the lifting of sanctions this year, they are back discussing a master development plan involving investing $5 billion in field development and an equal amount in a LNG plant. 

Underscoring that Iran has set a deadline for the Indian firm to submit a reasonable development plan, the Minister was quoted as saying: "We won't wait any longer for the Indians and if they fail to propose a sound financial proposal in the meeting planned for this month in Tehran, we will change our mind."

 

The Indian Oil Ministry issued a statement saying that it continued high level engagement with Iran when Joint Secretary Sunjay Sudhir and OVL Director (Business Development) Sudhir Sharma visited Tehran on Tuesday to "discuss bilateral cooperation in the field of oil and gas including ongoing negotiations on Farzad-B gas fields". 

It said: "During the discussions, the two sides took stock of the progress since the April ministerial meetings and expressed satisfaction at the ongoing negotiations. Discussions progressed on the Heads of Agreement which will eventually lead to a definitive agreement." 

OVL is preparing a Master Development Plan for the gas field while also working on a gas pricing formula keeping in view of the global gas price scenario.

 

"The two sides agreed to make their best endeavours to conclude the definitive agreement by February 2017," the statement said.

 

SOURCE: Economic Times

IET, INC.

Posted by tina@mallard-inc.com Nov 8, 2016

Gas hydrates are clathrates of natural gases (mainly methane), which are captured in water ice crystals. These clathrated compounds have been discovered in sediments worldwide wherever low temperature, high pressure, salinity, and sediment organic concentrations are conducive to their formation.

 

Recent academic and industrial efforts to investigate and explore naturally occurring gas hydrates have expanded and deepened our knowledge of the distribution and occurrence of gas hydrates in deep-sea sediments and permafrost regions. Globally, it is estimated  that about 1,226 Tcm (43,311 Tcf) of natural gas is considered to be entrapped in the natural gas hydrates. Due to this vast energy resource potential of gas hydrates, many countries such as the United States, Canada, Japan, India, Korea, China, and Taiwan have undertaken dedicated national gas hydrate research programs. Gas hydrates are in the research and development (R&D) stage and no commercial production is being done anywhere in the world.

 

Gas hydrate resources are huge in India (26.4 Tcm/933 Tcf) and potentially represent a global energy game changer if the technologies for gas production from hydrate reservoirs are techno-economically established. Several initiatives have been undertaken by NGHP in India for gas hydrate exploration in deepwater offshore. The dedicated gas hydrate coring/drilling/logging-while-drilling/measurement-while-drilling operations were carried out under NGHP Expedition 01 in 2006 in four Indian offshore areas: Krishna-Godavari basin (KG), Mahanadi, Andaman, and Kerala-Konkan, which established the presence of gas hydrates in the KG, Mahanadi, and Andaman deep offshore areas.

To date, three primary classes of methods have been considered for production of methane from subsurface gas hydrates: thermal stimulation, depressurization, and chemical injection. Currently, there has been limited analysis or field testing of gas hydrate production from other gas hydrate occurrence types, and production from those deposits will require development of as-yet unidentified technological approaches.

 

The NGHP Expedition 01 in 2006 established that huge amounts of gas hydrate deposits are present in the Indian deepwater areas, particularly in KG and Andaman deep offshore. However, the discovered gas hydrates are not producible with the current technologies as they exist in fractured shale and clay-dominated reservoirs.

Therefore, studies were carried out from 2007 to 2013 to identify the gas hydrate occurrences in sand-dominated reservoirs in the eastern offshore—namely, the KG and Mahanadi deep waters. A key partner in the NGHP, ONGC carried out geological and geophysical studies in an area of about 10 000 km2 in KG and Mahanadi deep offshore for the identification of sites for NGHP Expedition 02 with special emphasis on gas hydrate occurrence in sand facies. NGHP-02 was executed by ONGC in 2015, wherein 42 gas hydrate wells have been drilled/cored in KG and Mahanadi deep offshore areas.

 

NGHP-02 established the existence of a fully developed gas hydrate petroleum system in the KG basin, and producible gas hydrates have been discovered in KG offshore sand reservoirs. In view of the encouraging results, further extensive studies are being carried out to assess the gas hydrate resource potential, reservoir characterization, reservoir delineation, planning for pilot production testing, and techno-economic analysis of gas hydrate producibility. NGHP Expedition 03 for pilot production testing is planned during 2017–18.

 

Gas hydrate exploitation is still in the R&D stage, and global efforts for the assessment of viable technology for its exploitation are still on and will take some time for commercialization. Hydrate gas may soon prove to be the catalyst for the next surge in energy industry activity. R&D organizations around the world are defining and developing multiple techniques to explore and exploit this resource as the next addition to the expanding clean and affordable energy portfolio.

 

Source: SPE

1. The US Presidential Elections are finally upon us!

 

It seems like it’s been years in the making, but finally the big Election Day is here, and let’s be honest…  No matter what side of the fence you are on, it will be nice to have this done and over with so we can all move on.  The question becomes:  depending on who is elected president, what does that mean for the oil and energy industries?  The answer is, regardless of who steps into the Oval Office, there will likely be a significant shake-up.

Brian Scheid, senior oil editor at Platts, was speaking at the Platts Crude Oil Summit in London when he made the following comments.

 

 “This election is going to have a major impact on the direction of US and possibly, global oil supply."

 

“Maybe the most significant impact of any election in US history. Essentially a one million barrel per day swing depending on the result of a single election. This is a relatively major difference in supply, equal to nearly the amount of crude the entire state of North Dakota now pumps each day.”

 

“Who wins in November may dictate if the US shale renaissance peaked last year or if this year has been a dip ahead of a new high.”

 

In summary, even if you’re not in the US, this will be a big week to see where the future of oil and energy is headed.

 

2. Oil futures are up today (Monday), with traders citing opportunistic buying

 

Following sharp declines last week that brought prices to their lowest point since early August, prices are starting off the week going up. 

 

International Brent crude oil futures LCOc1 were trading at $46.00 per barrel, up 42 cents, from their previous close.  U.S. West Texas Intermediate (WTI) crude futures CLc1 were up 48 cents to $44.55 a barrel. WTI hit $43.57 on Friday, its lowest since Sept. 20.

 

Last week's losses were the largest since January, and even though we are trending up to start the week, overall market fundamentals still remain weak and uncertain with the upcoming US Elections.

 

3. Dakota Access Pipeline may be rerouted

 

After months of protests by Native Americans and last week’s intense clashes with police, President Obama stated federal officials are considering rerouting the Dakota Access pipeline. 

 

The President said, “As a general rule, my view is that there is a way for us to accommodate sacred lands of Native Americans, and I think that right now the Army Corps is examining whether there are ways to reroute this pipeline.  So we’re going to let it play out for several more weeks and determine whether or not this can be resolved in a way that I think is properly attentive to the traditions of the first Americans,”

 

It is anticipated that the 1,170-mile pipeline will transport as much as 450,000 barrels of crude oil daily from the Bakken production area of North Dakota through South Dakota and Iowa to an existing pipeline in Patoka, Ill.  The controversy has erupted due to the fact that it would travel less than a mile north of the Standing Rock Sioux Indian reservation near Cannon Ball, N.D., crossing under Lake Oahe, a dammed section of the Missouri River that provides the tribe’s water supply.

More than 50 percent of American households use natural gas as their main heating source. While natural gas is a clean and efficient source of energy, there are potential dangers associated with its usage.

 

The chemical properties that make up natural gas might be a clean fuel source; but they can be dangerous if not properly maintained. If a leak develops inside a home or even nearby, a massive explosion can happen.  Or the most well-known danger of poor maintenance with natural gas is carbon monoxide poisoning.

 

Between 1999 and 2008, an average of 44 gas pipeline incidents per year caused at least one death or hospitalization, according to the U.S. Pipeline and Hazardous Materials Safety Administration. The U.S. Consumer Products Safety Commission reported that between 1999 and 2005 there were 187 fatalities in the United States directly related to natural gas heating.

 

These numbers prove that natural gas is not completely safe, but it’s shows that over time the number of incidents and casualties have been fairly low.

When she was young, Jessica Ong moved around a lot. Born in Malaysia, she moved to Oklahoma at the young age of three, before moving back to Malaysia for a period of time and then finally settling in Texas when she was in junior high.

 

Moving back and forth across the globe isn’t easy. But, it’s one of the many experiences that shaped Jessica into who she is today—a Petroleum Engineer who’s incredibly passionate about empowering, encouraging, and mentoring young women involved in the energy industry.

 

As we’re sure you can guess, Jessica’s story is an interesting one. So, we chatted with her about where she got started, how she stays positive in a male-dominated field (that’s currently in a downturn), and what’s next for her.

 

Where it All Began…

Born in Malaysia, Jessica knew from an early age that she’d likely end up with a career in the sciences. “When I was in grade school, I had expressed interest in math, science, and geology,” says Jessica.

 

She and her family moved to Oklahoma when she was just three years old so that her father—a Petroleum Engineer himself—could pursue his Master’s and PhD degrees.

 

They headed back to Malaysia when his schooling was finished, where Jessica attended elementary school and learned to speak and write fluently in both Mandarin Chinese and Malay. Finally, they settled in Texas and Jessica has been there ever since.

 

After obtaining her Petroleum Engineering degree from the University of Texas at Austin, Jessica was ready and raring to build a career for herself in the energy industry. “I am always fascinated by how these large, million year old geological rock formations go through the processes to form fossil fuels that have become an essential commodity in our world today,” she shares.

Building a Thriving Career

“I started my career at Baker Hughes as a Completions Engineer developing and executing global completion projects for multiple Exploration and Production (E&P) organizations,” Jessica explains. During her time in that position, she worked on projects for places all over the world—including Africa, the Middle East, Asia, Russia, and the United Arab Emirates.

 

“After about four years in that role, I decided to move on to a more challenging role where I was able to gain more experience in a specific product line in completions,” she says. As an Applications Engineer with Baker Hughes in the Asia Pacific region, she was able to learn the in-depth technical and operational aspects of Intelligent Production Systems (IPS) and also had the opportunity to work in Brunei Darussalam for two months to learn the best operational practices.

 

Following the success of the IPS product line in the Asia Pacific region, Jessica took on another challenging role with Baker Hughes as a Project Manager working on deepwater completion projects in the Gulf of Mexico. “I really enjoyed this role, as the completion projects not only required problem-solving skills for a challenging technical project, but also a short cycle delivery and execution,” she adds.

 

Staying Strong in a Male-Dominated Field

When it comes to making a name and a career for herself in an industry that’s brimming with men, Jessica admits it’s been challenging at times. “My experience being a female in a male-dominated industry has not always been positive, but it has been rewarding,” she shares, “When I began my career at Baker Hughes, I was one of the only two female engineers in the entire department floor as well as the only female in my team of five.”

 

Jessica mentions that she quickly realized that her male counterparts had some trouble understanding the fact that a female engineer would be doing the very same job as them. “They would always scrutinize my knowledge and what I was doing on everything,” she explains, “They would also make comments as if I was to blame or even that I was ‘the secretary’ that should be taking notes during team meetings or helping them with their expense reports.”

 

Those comments were understandably infuriating, but Jessica was determined not to let them get under her skin—and instead decided to confront people directly when they said something that was inappropriate. “Once I had done that, I realized that the respect from my male counterparts was immediately gained and our work relationship improved. Now, I have developed many great working relationships with my male counterparts.”

Life in a Downturn

Despite her impressive history in a variety of positions with Baker Hughes, Jessica was not immune to the effects of the industry downturn. “Due to the downturn and company restructuring, my position was eliminated and I am currently in transition,” she shares.

 

But, Jessica is making the best of it by using this time to further improve and develop her professional skills and networks by participating and volunteering in different professional organizations that she’s passionate about.

 

Jessica is also a big believer in empowering and mentoring women in the energy industry, helping them to navigate the male-dominated field. “My future goals are to continue to empower women in the energy industry and to also land a position in the oil and gas industry where I can make a positive contribution by using my skills and experience as a Petroleum Engineer,” she adds.

Finding Pink Petro

Riding the waves of the industry downturn can be somewhat isolating. And, that’s one of the many reasons Jessica is glad to have found Pink Petro.

 

“I was introduced to Pink Petro by other fellow members that are also in the energy industry,” Jessica explains, “The experience I have had with the community has been very positive.’

 

When it comes to what she’d tell other women who are looking at getting involved in the energy industry, Jessica has some sage advice. “Have courage, be willing to take risks and adaptable to change, work hard, and do your job well,” she says. And, for any Pink Petro community members also trying to keep their chins up through the disheartening downturn, Jessica adds this: “Stay positive, as I know it’s a tough time. The industry will eventually pick back up!”

 

With women as impressive as Jessica waiting and at the ready, we can’t help but to think that the industry won’t only bounce back, but it’ll come back even better, stronger, and smarter than before.

Collecting soil sampling using dpt rig.

I so enjoy working with IET conducting assessments and performing remedial cleanup on sites.

In this week's blog, the Fairy God Boss listed 50 Great Career Resources for Women. Well, Pink Petro made the list. Of course, Katie Mehnert and I did a happy dance, and a high-five while smiling from ear-to-ear. This recognition just means that this community is growing. And will continue to grow, thanks to you.

 

50 Great Career Resources for Women 

There are many great resources online for women looking for community, support, education, events and other resources to advance their careers. The following 50 organizations have a lot to offer women in the workplace. Some are focused on women working in a particular industry, while others are focused on education, students or span across all industries. 

They say growth is a good thing.  We think so.  

 

With thousands of members on the platform, we're seeing the need to grow our staff.  So, in the past month, we've added a few to our team.   Please say hello to them all and follow them.

 

From left to right ... 

 

  • Robin Dupre joins the Pink Petro team as the Global Community Manager - a fit that marries Pink Petro's vision with her digital skills and oil and gas experience. Robin has more than 11 years of publishing experience, both print and digital, as well as non-profit experience through two high-profile organizations: Women's Energy Network and Young Professionals in Energy. We at Pink Petro feel that her skill set coupled with her enthusiasm for all things digital will help our community grow. 

     

    "I'm so excited to be a part of this growing community that empowers women in the energy landscape. This industry is not for the faint-hearted and the recent downturn just proved that now is the time for each of us to cultivate our skill set and grow our personal network to be indispensable. Pink Petro will help you do that and more. Let us be your community, your network, your resource to help you achieve your professional goals."

  • Kim Millspaugh joins us a Master Curator.  Kim recently retired from Shell.  While not traveling and living the retired life, Kim is an artist and contributor to Pink Petro. 

 

  • Kat Boogaard joins us as a Content Guru. Her "Dear Kat" columns and member profiles are a hit with members. Kat writes for The Business Insider, Inc. Magazine, The Daily Muse and she's also the Career Editor for The EveryGirl.

 

They join David Feldman and Kelsey Ardoin as a part of our team along with several members of the  UPES SPE Student Chapter who joined Pink Petro Community who have a passion for industry knowledge, insights and education.

For wellsite geologist Amanda Barlow, being the only woman on a rig filled with 180 men is just another day on the job. And, while the idea of sharing space (not to mention a bathroom!) with that many guys is likely enough to make any woman cringe, for Amanda, it’s an environment she’s grown to love.

 

With over 30 years of experience as a successful geologist, Amanda is always finding new ways to channel her energy and keep her skills sharp. And, it’s that thirst for constant learning and activity that led her to recently publish her second book titled “An Inconvenient Life”, which documents her journey working in the upstream oil and gas industry.

 

Needless to say, Amanda has a lot on her plate. We sat down with her to chat about her experience in the industry, how she feels about working in such male-dominated environments, and what’s on the horizon for her next.

An Early Love for Science

Growing up in Melbourne's northern suburbs in Australia with six sisters and a brother, Amanda was the only person in her family to follow a STEM career path. She obtained her Bachelor of Science in Geology from Ballarat University (now Federation University).

 

“The degree I did had a strong focus on ‘hard rock’ geology and saw me enter the workforce exploring for gold in the central Victorian goldfields region,” she explains.

 

From there, Amanda progressed into base metals drilling programs in northwest Queensland’s Mount Isa mineral province, working at fly-in fly-out work sites. But, after several years, she felt the itch to work offshore in the oil and gas industry.

 

“I managed to get a start as a mud logger and my interest in working offshore was cemented,” she shares, “I was already used to working away from home for weeks at a time—12 hours a day—so the routine was easy to adapt to. I really enjoyed the offshore environment and the remoteness of the workplace.”

 

While some changes in her personal circumstances caused her to temporarily leave the environment she loved in order to work close to home as a project geologist, she eventually managed to find her way back offshore—the place where she feels most at home.

Living Life Offshore

“The technology and logistics of the offshore operations are on a scale that you just don’t see in the minerals industry,” Amanda elaborates. And, it’s that difference of scale that ultimately kept drawing Amanda back. Well, that and the close-knit atmosphere.

 

“Being part of a tightly-knit team on a rig is like being part of a big dysfunctional family,” she shares, “No matter how different your home and personal lives are, everyone pulls together as a team on the rig.”

 

Another perk Amanda couldn’t resist? “The best part for me is the fact that the whole time I’m on the rig, I don’t have to do any cooking, cleaning, or laundry—it’s all done for you! Only a mother of three kids can appreciate how amazing that is!”

 

It’s a Man’s World

Of course, there’s no denying that the rigs tend to be overrun with men. In fact, there are plenty of times when Amanda says she was the only woman on the whole rig. But, she claims it never really bothered her.

 

“I’ve always worked in a male-dominated environment and don’t even think about it when I’m at work,” she says, “I train in the gym with the guys, I eat meals with the guys, and I work out on the deck with the guys. So, I don’t see myself as any different than anyone else out there.”

 

And, while she’s had her occasional run-in with only male changing room facilities, someone wandering into her cabin after she had just gotten out of the shower, and—of course—the toilet seat always being left up, Amanda maintains that being a woman on the rigs otherwise hasn’t been an issue.

 

“The industry has softened its tone somewhat over the years with more women now working in the industry,” she explains, “The walls of the office are no longer covered in posters of naked women and the desktop screens now show family portraits rather than the model-of-the-month.”

 

“There’s no reason why women can’t contribute just as much as men to the energy industry,” she encourages, “Physical strength isn’t a prerequisite for most jobs these days, so it’s up to women to find a field they are interested in and go for it.”

 

Sharing Her Story

With the downturn in the oil and gas industry, Amanda found herself out of work. “That gave me a good opportunity to reflect on my career and all the hard work I had put in to get to where I am today,” Amanda says.

 

It was that reflection that inspired her to share her story in her new book, “An Inconvenient Life”, which explains what it’s like to work in the upstream oil and gas industry.

 

“My book explains how my career has progressed from the mining industry to the offshore oil and gas industry and the hard work I’ve had to put in over the 30 plus years of my career,” she adds, “It also shares how I juggled a career, working away from home, and bringing up three kids when both parents worked fly-in fly-out jobs.”

Finding Pink Petro

Needless to say, being a woman in such a male-heavy field—in an offshore role, no less—can be isolating at times. And, that’s exactly why Amanda was happy to find a community like Pink Petro.

 

“It’s a fantastic and vibrant community of like-minded women (and men!) who are all genuinely interested in sharing their knowledge, ideas, inspiration, and motivation,” says Amanda, “I have been overwhelmed with the response I’ve received in regards to my book and also my work situation, with members offering advice and support in many different ways.”

 

“I look forward to contributing in any way I can to the success of the community and its amazing members,” she adds.

 

Moving Forward

A dedicated fitness fanatic, Amanda’s health continues to be one of her core focuses. She’s a recreational marathon runner, weight trainer, and an accredited and registered fitness instructor and personal trainer. And, “An Inconvenient Life” is actually Amanda’s second published work. Her first book is actually a personal account of the ultra endurance race she ran through the Amazon Jungle in Brazil in 2013.

 

But, when it comes to her career, Amanda’s trying to make equal strides there as well. “Like so many geoscientists worldwide, I have been a victim of the global downturn in the energy and commodities sectors for most of this year and continue to actively search for opportunities for employment in the offshore drilling industry,” she shares.

 

Despite the downturn, Amanda is hopeful that she’ll be able to secure a position in a drilling campaign and continue with the career she’s spent most of her professional life building.

 

And, with her awe-inspiring experience as a geologist, marathoner, mother, and published author, we can’t help but to feel confident that she’ll undoubtedly land on her feet. After all, if you can conquer an ultra marathon in the jungle or a rig filled with nothing but men, we like to think there’s nothing you can’t do.

The State Journal reports that the West  Virginia Oil and Natural Gas Association recently elected Maribeth Anderson of Southwestern Energy as the president of its Board of Directors.  It marks a "first" for WVONGA in it's 101 year history. 

Nearly 230 companies are part of the association, which celebrated its 100-year anniversary last fall. It is one of West Virginia’s oldest trade associations, and Anderson is the first woman to serve as the organization’s president.

“The oil and gas industry in our state represents a bright spot for the economy of West Virginia,” said Anderson, who is the director of community and government relations for Southwestern Energy. 

Maribeth “I’m eager to work alongside others to help make sure we fulfill the potential that this resource offers, especially related to jobs and economic development,” she said.

Kevin Ellis, vice president of government relations for Antero Resources, served as the group’s president for the past three years.

“He’s been a leader in shale gas development and has brought out the best in the members of this association,” Anderson said.

Congratulations to Maribeth!

Hello, Pink Petro Community, I’m the organization’s newest team member, serving as Community Manager. My role is to bridge the gap between our members and the industry, and with Katie’s vision of making Pink Petro the premier energy organization, it serves as my guiding light in this ongoing campaign. So please, join me in this quest by leading me to the industry’s go-to resources by shooting me a quick line at community@pinkpetro.com. Let me know your thoughts, concerns, and questions while I pick up steam in this new role. 
Aside from this introduction I also wanted to let our community know about the successful Live Programming of the Energy and Manufacturing Forum held Oct. 26 on Pink Petro TV. So many of our members tuned it to hear The Consumer Energy Alliance's thoughts on the critical need for responsible energy development in the context of jobs, the economy, the revitalization of the U.S. domestic manufacturing sector, and increased energy security. 
"This event really showcased future opportunities for the tri-state region, thanks to the Marcellus and Utica, as well as the many ways local businesses and unions are already thriving, thanks to this resource under their feet. The ability Pink Petro has to broadcast these important discussions to audiences around the world cannot be understated - energy knows no borders," Brittany Thomas - Coordinator, External Affairs - Cabot Oil & Gas Corporation
 

 

The event, held at Oglebay Park’s Wilson Lodge, was attended by the media along with:
•    West Virginia Gubernatorial Candidate Sen. Bill Cole
•    U.S. Representative David McKinley
•    George Stark, Director of External Affairs for Cabot Oil and Gas
•    Bob Orndorff, Senior Policy Advisor, State & Local Affairs for Dominion
•    Toby Mack, President and CEO of Energy Equipment and Infrastructure Alliance
•    Brian Joseph, CEO of Touchstone Research Laboratory
•    Derrick Williamson, West Virginia Energy Users
•    Steve White, West Virginia State Building and Construction Trade Council
•    Justin Gray, Business Manager, LiUNA Local 1149
•    Kyle Brown, President, Upper Ohio Valley Building Trades Council.
“Energy is highly regulated, and policy makers at federal and state levels are the ones that determine what the energy impact is going to be. Their decision affects every energy consumer at home, the price at the pump, the price of electricity, and we want to give voters a chance to hear their stance on the issues before they go vote,” said Michael Whatley, Consumer Energy Alliance. 
Whatley asked the public to consider how this election and its winner affects all aspects of the energy industry.  The point of the forum is to bring both Democrats and Republicans together to discuss their vision on energy in America. 
This live event was sponsored by Cabot Oil and Gas Corp. as a part of our Energy Perspectives Series. Look for more events of this nature in our education, development and events calendar for more information. Interested in Energy Perspectives on Pink Petro TV? Click here.

Watch the video here: Pink Petro TV: Consumer Energy Alliance Energy & Manufacturing Forum

 

The election commentary starts at the 3.02 mark.