Skip navigation
All Places > News & Field Trips > Blog > 2018 > July
2018

exercise on the roadA question I get asked quite often is, “how do you exercise and eat well when you travel so much?” If you’re in the oil and gas industry, there’s a good chance you travel a fair bit for your work. This can certainly take its toll so to help me stay on track I always stick to the following hacks.

 

Pre-planning & exercise

Before you travel, find out what fitness facilities the hotel you will be staying at has. At the very least, you will (hopefully) find a small fitness centre or gym. Do they have a swimming pool, sauna, steam room or tennis courts perhaps that you could take advantage of? Finding this information out in advance will help you plan your workouts around your meetings and workload. If your hotel doesn’t have any fitness facilities, have a look within the vicinity for a local gym where you could sign up for a day pass. Check with your hotel’s front desk for recommended gyms as they often have special discounted rates they could provide you with. When all else fails, see what parks are nearby where you could run or exercise in the open air. Better yet, ask a colleague if they would like to join you for that run!

                                          

Eating

When eating away from home, it’s sometimes difficult to eat well as we can’t cook or prepare the food ourselves and we don’t know the full list of ingredients being used. Before traveling to a new country, find out what foods are offered as part of the local cuisine. This is especially useful if you have certain dietary requirements but will also provide a good understanding of the options you’ll have (or not have) and whether you need to plan ahead and bring your own healthy snacks from home.

 

Jet lag

After lots of trips to both the Eastern and Western hemispheres of the world, I found that the best way to master the beast that is jet lag is severalfold.

 

Stay active on the flight with inflight exercises. Improved circulation will help you get over your jet lag faster and will help with any swelling you may have. After a long haul flight, I always try to walk a while (immediately after coming off the flight) or do a quick exercise session in the hotel gym. Exercise will help boost your endorphins and make you feel better.

Drink lots of water before and during the flight. Due to the reduced humidity in the aircraft you can become dehydrated and your skin can become dry and flaky. I usually take a big bottle of water with me. Also, stay away from alcohol and caffeine as these will increase dehydration and will have a negative impact on your recovery time.

Eat your meals in line with your new time zone. This will help you adjust both mentally and physically. Try to just adapt to the time zones of the country you’re in and not think about the fact that you should be having your breakfast when you’re eating your dinner!

 

Another tip is to do intermittent fasting. This has gained quite a lot of traction lately and I will do a longer post on it. Stay tuned!

 

When traveling, everything boils down to your mindset. We come out of our normal routine and might not have access to the same things we do at home or be used to certain foods, but I guarantee there is always something positive you will learn about new cultures (if not about yourself) and great experiences you can take away from your time away from home.

 

Finally, being healthy and fit shouldn’t be a short-term goal. For me, when I’m eating right and exercising, I feel at my best and happiest. Think about your current lifestyle and how this can be adapted for when you travel. You don’t need an excessive routine for a balanced body and mind. But, whatever you do choose, it should be consistent and sustainable and suit YOUR lifestyle.

 

Have a great day!

 

Follow Beri on Instagram @Beri_Fit

 

Beri is a health and fitness enthusiast and qualified personal trainer. She helps the busy and successful career woman who travels learn how to fully optimize herself in mindset and fitness, and how to develop a healthy body and attitude. She’s based and lives in London and currently works for SPE (Society of Petroleum Engineers).

Inclusive is the new exclusiveLast week, we told you about an exciting initiative we’re launching in collaboration with the Experience Energy GRIT Awards on Oct. 3 (get your tickets here!) — the Energy Diversity and Inclusion IndexTM. And you all have responded — in droves.

 

First, thank you for embracing this opportunity to take the pulse of the state of inclusion in energy. Nothing like this has been done to date, and we’re looking forward to offering new insight into the entire industry supply chain.

 

But we’re not done yet.

 

Although we’ve collected more than 250 responses, we need more — not only to get a more accurate pool of data but also to gather greater participation from under-represented groups, geographies and sectors.

 

More ethnic & racial diversity

What do we mean by that? For one, the vast majority of our survey respondents thus far — 70% by last count — have been white. We’ve collected responses from those who identify as Hispanic (11%), African-American and South Asian (tied at about 5%), but we’d like to see much more participation from a range of races and ethnicities. After all, this survey is all about inclusion.

 

How can you help?  Spread the survey around your company’s employee resource groups or to the members of your team who represent different racial and ethnic backgrounds. We want to know their thoughts on energy as a whole.

 

More geographic diversity

We’re also seeing a high concentration of responses from those living in the United States (79%), with the rest spread mostly between Australia, Canada, India, Italy, Norway, Sudan, UAE and the UK. Energy is global, and we’ve always intended Pink Petro and Experience Energy to serve a global audience. We want the Energy Diversity & Inclusion IndexTM to do the same.

 

How can you help?  Send the survey to your colleagues and friends in all parts of the world. Studies have shown the lack of diversity in energy is not a uniquely American problem. To tackle it, we need to know what’s going on around the globe, not just in our own backyard.

 

More young professionals

When it comes to age, the majority of respondents thus far fall between the ages of 25 and 54. Career level and experience seem to coincide with that range, with most of our respondents labeling themselves as either middle management or intermediate career level, with the rest split between senior management and C-level executives. That means we need more young, entry-level professionals to weigh in. We know the industry struggles to retain top talent, and we need to know why.

 

How can you help?  Pass the survey along to your interns and the youngest members of your team. Even if they haven’t been in the industry long, it’s important to know the impressions they’re getting right off the bat. That could provide valuable information about how to keep them engaged for the long haul.

 

More sector diversity 

Lastly, we’ve collected a ton of responses from those working in upstream oil and gas, with decent representation from downstream and midstream companies as well. But we want the Energy Diversity & Inclusion IndexTM to represent the entire energy supply chain, from transportation and utilities to professional services. We also want it to represent newer forms of energy, such as renewables, hydro and nuclear.

 

How can you help?  Send the survey to your colleagues and friends in different parts of the industry and encourage them to participate.

 

What people are saying

Part of our survey leaves room for free-form responses — anecdotes, stories and opinions. The index is completely anonymous, so it’s an opportunity to weigh in with personal insight without fear of retribution. Here’s what a few of you have said so far.

 

 

“At one point, I was getting paid over 15% less than my male counterpart that had just been hired on with the same years of experience. I had to bring up to management that I needed to know why I was being compensated differently from other engineers. They decided to give me a raise but to not mention it to anyone. I still did not meet the pay level of my counterpart, but something is better than nothing.”

 

 

We have a fabulous mix for diversity. This enables all of us to be comfortable sharing views and adding value. We are a young company and the CEO sets the tone - open and honest. Having worked for 25 years in banking, this is a much better work environment!

 

 

"I feel that most of the I&D efforts at my company have been focused on biological differences, like race, Gender, sexual orientation and age. I think the conversation could be greatly improved if we looked at the other many dimensions of diversity available to us, whether they are personal (personality, hobbies, marital/parental status, geography, etc.) or work-related (location, seniority, department/division/group, functional level or classification, etc)."

This is your chance to weigh in on the state of inclusion in energy. Don’t miss out — click here to access the survey. And don’t forget to join us at the Experience Energy GRIT Awards on Oct. 3 to hear the results live! 

Inclusion is the new exclusiveEach year for the past three years, the New York Times has published something called the Glass Ceiling Index.

 

The index provides a look at the number of women and men in important leadership roles in American life. This year, the headline read: “The top jobs where women are outnumbered by men named John.”

 

At first, we saw the headline and laughed. After all, it’s pretty ridiculous that you’re more likely to find a “John” in a position of leadership in this country than you are a woman. But then we started thinking, and asking ourselves, Where is this information for the energy sector?

 

The answer? Nowhere — until now.

 

Experience Energy, a Pink Petro company, is launching today the Energy Diversity and Inclusion Index™ — the first survey of its kind that will examine the state of inclusion across our industry. But we aren’t looking at names; we’re going deeper than that to uncover what makes a culture truly inclusive.

 

The questions — pulled together with the help of cutting-edge tools made available by SurveyMonkey — cover those aspects of culture and inclusion that are hard to quantify: a sense of belonging, professional development opportunities, the ability to voice opinions, being valued, and fairness — in promotions, compensation and feedback.  After all, we know that pay is just one metric, and one that many industry surveys focus on.  More and more, we know that meaning, culture and belonging are the secret sauce to a great workplace.

 

Why does this kind of work matter? Because what gets measured gets changed, and a more inclusive energy industry is a more profitable, innovative, safe and sustainable one.

 

For our members and energy companies, this is an independent opportunity to make your voice heard. The survey allows you to weigh in on the state of D&I in energy now, and what needs to happen moving forward. And it only takes 8 minutes of your time. Click here to get startedRead all about it the EDII website.

 

Once we’ve collected all this information, we’ll talk about what we learned at the GRIT Awards on Oct. 3 in Houston, an experience that will also be streamed live online. In addition to keynote addresses from INTECSEA President Geeta Thakorlal and futurist Crystal Washington, we’re assembling a panel of energy leaders and experts, sponsored by our good friends at NES Global Talent, to talk about the results of the survey and talk through what it all means for where we are now and where we’re headed. (Get your tickets today!)

 

We say it all the time: the new T’s and C’s in energy are talent and culture. The Energy Diversity and Inclusion Index™ is the tool in fostering that transformation. The faster our industry goes beyond diversity and embraces inclusion, the stronger we become.

Jerri BabinThis week in our series Profiles in GRIT, we’re introducing you to Jerri Babin, the vice president of reliability and sales operational strategy for National Oilwell Varco (NOV).

 

NOV is the largest global manufacturer of oilfield equipment. It builds, repairs and services equipment for every segment of the upstream supply chain.  Jerri’s division focuses primarily on the land and offshore drilling equipment. 

 

In our conversation, we spoke with Jerri, who was honored with a GRIT Award back in March, about having “the right people on the bus,” setting clear expectations and being willing to challenge the status quo.

 

PINK PETRO: What’s the biggest challenge you have faced and how did you overcome it?

JERRI BABIN: I was sitting in a leadership meeting discussing areas in need of improvement in our division. Four of the five areas were in sales support. At that time, I was in a project management role, but I knew this was the job I wanted. After convincing my new boss (and myself) that I could change “sales prevention” into sales support, I took on the challenge. 

 

My kickoff leadership meeting got off to a rough start. Most of the team was new to NOV and had no idea what I had in mind.  However, we established our goals and set to work immediately. With survey facts in hand, we reworked the organization to fit a dynamically growing environment.  My managers rocked it!

 

A mere 10 months later, we had another leadership meeting. This time NOV’s president was in attendance.  I counted more than 10 compliments to our new team.  We had overcome “sales prevention” and were recognized as the team behind the success of our climbing sales backlog. 

 

Having the right people on the bus — and setting clear expectations — changed the course of our department. Plus, it created awesome career opportunities for each of my leaders.  Not being afraid to challenge status quo enabled our team to succeed.

 

PP: What’s one mistake you made, and what did you learn from it?

JB: I have made many mistakes, but the one that comes to mind is when I took a job even when my “gut” feeling was to pass it up. I wanted to diversify my experiences at NOV. So I accepted a position in another business unit and set about “changing” the inside sales department. 

 

The group consisted of several acquired businesses, grouped together with no common goals or mission. I learned a lot about change management — what worked and didn’t work — and how to adjust. I made hard personnel changes and increased my network within NOV and the industry.

 

I wanted to be a project manager, but it didn’t seem possible at that time. So, I decided to try for the project manager position again after making this change. And it worked. Changing business units was risky, but I do not regret any time spent in that position. I realized that I was good at changing environments and could make a positive impact with hard work and great people. 

 

PP: What’s been the most rewarding part of your career?

JB: The most rewarding part of my career was creating a startup business in the Middle East.  I entered this role in 1996. I was not sure about being a female change agent in this part of the world.  And the dangerous images of the Gulf War were fresh in my mind. 

 

However, it was a blast! I can honestly say that I believe I am now equipped to meet any challenge. We exceeded all sales expectations right out of the gate, and I made lifelong friends in almost every country. Just getting it done was a journey. 

 

I worked with the local team in Jebel Ali while living in Houston. Every day had something interesting in store for me. My children even got involved in daily conference calls from my car. So, they got a firsthand experience of the international economy. This facility is now the hub of our operations, and I know that I had an influence on its success. 

 

Pink Petro: Who’s been a “gritty” role model for you and why?

JB: I have a friend, Lenore Gordon, who is absolutely my gritty role model. She was the first female I ever met who actually “worked” on a rig. I had always thought I was a pioneer until I met her. She worked right alongside the service techs and engineers to design and repair jacking systems in India, Singapore, Oman and many other countries. She even managed to break her ankle while working on a jack up in Oman.  

 

For our first meeting, she brought an ancient parts manual and wanted me to help her source parts. I have no idea where she found that manual, much less where I was going to find the parts. From that meeting on, we formed a lifelong friendship. And I thank her for paving the way for all females in non-traditional roles in our industry. 

Consolidation on the Norwegian Continental Shelf continues

Companies on the NCS are transforming from smaller exploration companies into significant entities with complete life cycle activity including exploration, development and production, hereunder operatorship. On the contrary, international oil majors continue to divest and scale down its Norwegian activity. We expect that private equity backed players and newcomers will continue its growth and further diversify the marketplace.

 

This. Is. It.

 

The deadline for the Experience Energy GRIT Awards is this Friday, July 20. That means you have just a few days left to nominate yourself or someone you know for this unique honor in the energy industry. (You can take care of that right here, right now.)

 

We think it's a pretty incredible opportunity. But don’t take it from us.

 

Mike AdamsWe see a lot of the times with traditional awards the industry, [they are] focused on highly commercial new technologies or big business deals,” says Mike Adams of Norwell Edge, one of our inaugural GRIT Award winners. “But what the GRIT awards do is they highlight everyday progress that’s being made on the ground in areas like education, diversity and inclusion — huge parts of our industry going forward that people need to focus on.” (Click here to hear what else he had to say about GRIT.)

 

 

Jaime GlasJaime Glas of HauteWork said her GRIT Award reinforced what she was doing in creating a line of flame-resistant clothing designed exclusively for women. “This award, it really was life-changing for me. It was the first industry award that I won, and it gave me so much confidence that, ‘What you’re doing, Jaime, is right. It’s what we need. So keep at it.’” (Click here to hear more from Jaime on the impact of GRIT.)

 

 

Souzi WeilandAnd Souzi Weiland of Southwestern Energy calls it "a high honor, such great recognition for those of us who are working down in the trenches … So if you know anyone who has GRIT, who lives and work in a gritty way, I highly encourage you to nominate them.” (Click here for more from Souzi on what GRIT means to her.)

 

Katie Mehnert, the founder and CEO of Experience Energy and Pink Petro, couldn’t agree more.

 

“You can nominate entrepreneurs. You can nominate execs, professionals, teams, women and male champions. We need to get those nominations in!”

 

So consider this your last call: Nominate for the GRIT Awards today!

Mike Adams is the co-founder of the upstream elearning platform Norwell Edge. He’s also one of our inaugural GRIT Award winners.

 

The experience of winning a GRIT Award has allowed him to meet new people and connect with others who share the same values around education and diversity and inclusion. He has also welcomed the opportunity to be recognized by what he considers to be a first-of-its-kind award in energy now.

 

“We see a lot of the times with traditional awards in the industry, [they are] focused on highly commercial new technologies or big business deals. But what the GRIT awards do is they highlight everyday progress that’s being made on the ground in areas like education, diversity and inclusion — huge parts of our industry going forward that people need to focus on.”

 

Read more about Mike and his work with Norwell Edge here. To nominate yourself or someone you know for a GRIT Award, click here. The deadline for nominations is July 20!

 

What does GRIT mean to you?

 

We posed that question to Souzi Weiland, the manager of learning and organization development for Southwestern Energy and one of our inaugural GRIT nominees. This is what she had to say. 

 

“I think GRIT is all about perseverance and having the stamina to reach your goals, to envision that dream and to keep going regardless of the bumps along the way,” Souzi told us. “So if you know anyone who has GRIT, who lives and works in a gritty way, I highly encourage you to nominate them.”

 

We couldn’t agree more. Follow her advice and nominate yourself or someone you know for a GRIT Award. Deadline for nominations is July 20! 

 

Click below to hear more about what a GRIT Award has meant for Souzi, and read her story in full here

 

Need another reason to nominate yourself or someone you know for a GRIT Award?

 

Consider the impact it has had on Jaime Glas, founder of HauteWork (formerly Hot Stuff Safetywear) and one of our inaugural GRIT Award winners.

 

Jaime has created a line of flame-resistant clothing made exclusively for women, and she said winning a GRIT Award had a dramatic impact on her confidence.

 

“It reinforced what I was doing,” Jaime says in this video. “This award, it really was life-changing for me. It was the first industry award that I won, and it gave me so much confidence that, ‘What you’re doing, Jaime, is right. It’s what we need. So keep at it.”

 

Watch this video to learn more about what Jaime is working on and how winning a GRIT Award has pushed her business forward. To nominate yourself or someone you know, click here. Deadline for nominations is July 20!

 

 

We need to build confidence in everyone. That’s really what Pink Petro is about,” she says. “So nominate someone…It really will mean the world to them. and I’ll be proud of it forever.”

Registration is now open!

We are pleased to announce that the 8th Annual KPMG Global Power & Utilities Conference is now open for registration! This year the conference will again take place in beautiful Brussels, Belgium on 14 November 2018 at the Steigenberger Wiltcher's. We would also like to invite you to the pre-conference complimentary dinner being held on the evening of 13 November 2018. Once your registration is complete a conference representative will reach out to confirm your attendance to the dinner.

The conference is designed for energy executives, investors and luminaries to share ideas and gain insights on the current issues and emerging challenges that are expected to impact the industry in the coming year. A full day interactive program is being designed providing you with access to industry experts, networking opportunities, interactive sessions, knowledge sharing and market insights. This year’s conference is shaping up to be a great opportunity to drive industry collaboration!

Conference keynote:

Please join in welcoming Isabel Aguilera, Former President of General Electric, Spain and Portugal; Former Managing Director of Google, Spain and Portugal to the conference stage as a keynote speaker.

Isabel will address competitive leadership skills and building unique business models. Isabel will share effective tips, tricks and stories drawn from her experience. We hope her keynote address will support energy colleagues in being more responsive to changing conditions.

Conference topics include:

Energy transition – removing the barriers to decarbonization

Disruptive energy technology

Driving convergence – P&U implications in an electrified transport era

Future focused data analytics

Accelerating sustainable energy innovation

Future power markets.

Registration information

Register now to join fellow energy executives to discuss the future of the industry. NOTE: As a guest/client of KPMG, you will not be subject to a registration fee but are required to pay for any travel/accommodation expenses. When booking hotel reservations you will be provided with a preferred conference rate. Room rates at the Steigenberger Wiltcher's will be EUR€229/night, including breakfast from 11 November to 15 November 2018. Any hotel rooms outside these dates will be subject to market price.

Please book travel and hotel accommodation accordingly.

In case of any questions, please feel free to contact energy@kpmg.com or go to www.kpmg.com/powerconference to learn more about this year’s conference. For information on last year’s conference view the 2017 conference summary page.

 

KPMG Global Energy Institute

To register for KPMG's Global Energy Institute enabling you to automatically receive future content, as well as invitations to upcoming industry webcasts and events, please click here.

We look forward to welcoming you at this year’s conference!

 

GRIT AwardsWe're about 12 weeks away from the Experience Energy GRIT Awards celebration (register today so you won't miss the festivities Oct. 3!), and we wanted to share with you all some exciting updates. 

 

Sponsors!

First, a HUGE shoutout to Marathon Oil and NES Global Talent, who have signed on as sponsors for the event. We are so grateful for your support. The GRIT Awards are dedicated to honoring energy's unsung heroes — the women who lead and the men who advocate for their progress in energy. We love that the major players in our industry get that and want to do whatever they can to support it. 

 

If you're interested in a GRIT Awards sponsorship, click here for to find out more about our various packages.

 

Nominations!

We've got less than two weeks left before nominations close on July 20, and we have been overwhelmed by your response so far. To date, we've collected more than 50 nominations for energy leaders from Kenya, Pakistan, Australia and the U.S., and from companies such as ConocoPhillips, ExxonMobil, Shell, Schlumberger, KPMG, Aera Energy and Weatherford, to name a few. It is an eclectic, powerful and humbling group so far, and we can't wait to see who else joins the mix. 

 

Submit your nominations now until July 20, and remember: We aren't just honoring women in energy; we are also looking for the men who champion inclusion and the teams that work hard to support diversity in the workplace. 

 

Speakers! 

 

We've got TWO incredible speakers lined up for the GRIT Awards experience on Oct. 3. 

 

Geeta Thakorlal is the president of INTECSEA, a Worley Parsons company. Geeta began her career in Auckland, New Zealand, as a production technologist working in the manufacturing and chemicals industries before joining an engineering consulting and project delivery organization servicing the hydrocarbon sector, starting in Australia and transferring to the UK. She started in technical consulting and progressed to an operations director role and was promoted to regional director for the Europe, Africa and Middle East region. She joined WorleyParsons in 2011 and has held a succession of senior roles with WorleyParsons before her appointment as president of INTECSEA, a leading global business with expertise in design and engineering of subsea systems, pipelines and floating production systems.

 

Crystal Washington is a futurist, technology strategist, techie and author. She's known for her ability to take complex web and social media topics and make them easy to understand and accessible for everyday people and small business owners. Crystal also hosts a weekly technology segment on Houston’s Fox television affiliate and has appeared in Black Enterprise Magazine, Essence and CareerBuilder.com. She has been interviewed by ABC, NBC, FOX, CBS, Associated Press, and numerous radio stations and magazines around the globe as a social media expert.

 

See why we're excited? 

 

Don't forget to nominate yourself or someone you know. And we'll see you on Oct. 3!

Amy BoweNext in our series, Profiles in GRIT, we would like you to meet Amy Bowe, a director at Wood Mackenzie, Ltd., a research and consultancy business for the energy, chemicals and extractive industries. 

 

Amy, who received a GRIT Awards at our inaugural ceremony back in March, serves on Wood Mackenzie’s consulting team, working with clients to deliver bespoke solutions to their strategic challenges. Over the past two years, Amy has spearheaded an initiative to develop a new offering that will help the oil and gas industry transition to a lower carbon future by providing standardized, forward-looking, asset-level data on carbon risk exposure.

 

One of the most important lessons she’s learned throughout her career is the importance of gathering insight from multiple stakeholders to come to the best solution, no matter what the challenge at hand.  

 

"Collective action is necessary to bring about the required change.  One or a few cannot dictate the solution for all," she says.  

 

Read more from our conversation with Amy below. (Know someone like Amy? Nominate them for a GRIT Award! Nominations close July 20!)

 

PINK PETRO: What’s the biggest challenge you have faced and how did you overcome it?

AMY BOWE: Like many women with whom I've spoken to, I struggle with self-confidence. There are days when I feel like I could conquer the world and other days where I question why anyone would listen to me. These self-doubts are strongest when faced with new challenges.  I often feel inadequate to the task and can't imagine how I will ever achieve what is expected of me — even in cases when I have set those expectations myself.  

 

Yet I somehow always manage to achieve what initially seemed unachievable.  Cumulatively, these experiences have helped to grow my confidence.  Now, each time that doubt creeps in or I feel inadequate to take on a task, I think back on these previous experiences and tell myself that, just as I overcame those doubts to accomplish my goal, I will do the same this time.

 

I also remind myself, what is the worst that could happen even if I do fail? One day I very well might. Quite often our fears are greater than the actual consequences. Both these tactics have helped build my self-confidence. Still, overcoming my insecurities is an ongoing challenge that requires constant reinforcement and diligence.  Maybe one day I will overcome them for good! 

 

PP: What’s one mistake you made, and what did you learn from it?  

AB: I have made many mistakes over the course of my career.  Some have been more instructive than others. One mistake I made was on one of the first large consulting projects I ever managed. Wanting to prove my competence to the project director and earn his trust, I took on responsibility that would normally fall to him—including key decisions regarding analytical methodology, scope execution and presentation of results.  

 

He was traveling quite a bit at the time, which made it easier for me to take the lead in his absence.  I tried to keep him in the loop regarding these decisions through emails and team communications, but I never specifically sought his input or guidance. The result was that, when I sent him the final presentation for review, he had very different ideas about the approach the team should have taken and what we were presenting. 

 

We ended up reworking the final analysis together, as a team. The result was a better product.  However, if I had made a concerted effort to seek his input earlier in the process, we could have avoided the stress of reworking the material at the last minute.  

 

If I'd involved him in the decision-making from the beginning, it's possible we might have taken a fundamentally different approach altogether.  Alternatively, it's possible that he might have felt more comfortable with the approach the rest of the team and I devised if he'd been part of the discussion. 

 

I have therefore learned that, even if I could do something all myself, it's important to seek input from all stakeholders — particularly senior stakeholders, but also peers and junior members of the team — to ensure that everyone is bought into the process and that the ultimate product or decision is as strong as possible.

 

PP: What’s been the most rewarding part of your career?  

AB: The past two years’ effort to develop and promote the upstream oil and gas carbon benchmarking study was rewarding. Also, my time in industry working to develop Hess’ corporate climate change strategy (which served as the inspiration for the carbon benchmarking study) has also been an extremely rewarding part of my career.  

 

In both cases, I was doing work that I felt passionate about and that could proactively help the company, if not the wider industry, move forward and address future challenges. 

 

PP: Who’s been a “gritty” role model for you and why?  

AB: Christiana Figueres, the executive secretary of the UN Framework Convention on Climate Change (UNFCCC). She is largely credited with laying the foundation for the global climate change agreement that was reached in Paris in 2015. 

 

She stepped into the role in 2010, after a highly anticipated attempt to reach a global climate agreement at COP15 in Copenhagen ended in disappointment. Over the next six years, Figueres worked to re-establish trust and collaboration among UNFCCC member states, while building needed financial support within the private sector. One of the primary reasons for her success was that she abandoned previous top-down solutions for a bottom-up approach. 

 

Though she provided the leadership necessary to build support for this approach, inherent in the strategy is the recognition that collective action is necessary to bring about the required change. One or a few cannot dictate the solution for all. I have tried to remember these lessons in my own efforts to bring transparency to oil and gas sector emissions risk. 

Halliburton, a valued Pink Petro community sponsor and corporate member, is publishing a series of videos across social media as part of a campaign to highlight the impressive women in its ranks. 

 

This week, we meet Stephanie Garcia, an associate technical professional at Halliburton. Stephanie joined the company from a career in retail — a transition she calls a complete “180.” In the process, though, she’s learned a lot about herself.

 

“One of the biggest things I’ve learned is I can. I can survive a job at 32 degrees Fahrenheit, I can provide competent solutions to my customers, and I can continue developing myself to be a well-rounded engineer and individual to better serve Halliburton.”

 

 

For more on how you can join the team at Halliburton, explore open opportunities at Experience Energy

Halliburton, a valued Pink Petro community sponsor and corporate member, is publishing a series of videos across social media as part of a campaign to highlight the impressive women in its ranks. 

 

This week, we meet Sarah Zuck, a mud engineer at Halliburton who spends her days offshore by the Gulf of Mexico. For Sarah, it's the job's continuous learning that keeps her alert and focused. “My career has been extremely rewarding. Every day when I’m offshore, I look around, and I just think about how I’m getting to do and see things that most people can’t even imagine.”

 

 

For more on how you can join the team at Halliburton, explore open opportunities at Experience Energy

Elijio SerranoThis week on Profiles in GRIT, we’re talking with Elijio Serrano, the senior vice president and chief financial officer of TETRA Technologies, Inc. (NYSE:  TTI) and CSI Compressco, LP (NASDAQ:  CCLP). 

 

TETRA and CSI Compressco are global oilfield and gas compression services companies focused on the onshore and offshore markets for completion fluids, production well testing, water management and compression services. 

 

TETRA Technologies is the general partner and largest shareholder of CSI Compressco. TETRA is listed on the NYSE and CSI Compressco is listed on NASDAQ.

 

We spoke with Elijio, who received a GRIT Award at our ceremony back in March, about the challenges of balancing work and family, lessons from his mother and the problem with wanting everyone to overachieve. Read on for more from Elijio.

 

PINK PETRO: What’s the biggest challenge you have faced, and how did you overcome it?

 

ELIJIO SERRANO: My biggest challenge has been balancing my responsibilities and time commitments as an executive in a very demanding and volatile industry like the energy sector with the responsibilities and commitment to my wife and daughters.  

 

I addressed this challenge by building a strong relationship with a very understanding and supportive wife who understood the demands of my profession (married 42 years in February). I also built a tight relationship with our two daughters by finding ways to constantly be involved in their lives (coaching their softball and basketball teams, having common interests, running races throughout the world as a family, taking family vacations and guiding them as they evolved through their lives and professions).  

 

I’ve also blended my professional life with my family life by keeping both constantly aligned (i.e. finding opportunities to bring my family on business trips, turning business colleagues into family friends, using business lessons to teach my daughters about the world, etc.).  I believe that an executive in a well-grounded family environment will be a successful executive if he can find the right balance between both. If one allows work to stress the family or allows the family to feel second to the job, the individual will struggle to balance both to be successful.  One must be able to pay appropriate attention to both.

 

My circle of business associates all know my family, and my family knows my business associates.

 

Elijio Serrano ringing the bell at the NYSEPP: What’s one mistake you made, and what did you learn from it?

ES: I tend to build long-lasting relationships with all my employees and co-workers.  I give them a lot of room to develop and evolve and to learn from their mistakes. But sometimes not everyone is a good fit for the demands of a particular job. 

 

I have tended to give employees one or two opportunities more than was probably appropriate. Early in my career, I gave one individual room to evolve and kept coaching them, but ultimately that individual was not a good fit for the requirements of the job.  This person was ultimately relieved when I let them go from the stresses of the job. And I was relieved of seeing that individual no longer struggle with it. Many times, the hard decisions to make are the ones where you need to have an individual confront and acknowledge that they are not a right fit for a very demanding job.

 

In retrospect, I should have moved sooner to move this person out of their role.  Realizing that someone simply can’t succeed is a difficult thing to do as I don’t like to give up on anyone. I want everyone to over achieve.

 

PP: What’s been the most rewarding part of your career?

 

ES: The most rewarding part of my job is helping individuals evolve their careers, become self-confident and become successful. I have had the pleasure of working with, coaching and mentoring many individuals who have gone on to become senior executives in the industry and that have evolved beyond what they thought they could achieve.  I have had the pleasure of working with very many impressive ladies that felt the industry was a man’s world, but persisted and became very respected and successful. However, this is only the first part. I want them to help others evolve, become self-confident and successful.  

 

If, in your career, you can make a big impact on 50 individuals, then each of them can make an impact on 50 others each, and so on.  You then see how this multiplier effect can impact a profession, generations of families and groups of people. That’s how one can make an impact in the world. 

 

I have been the catalyst to many individuals being the first in their family to go to a university, to be the first successful business person. Then they do the same to others. I want to make an impact by helping individuals evolve to be self-confident, successful business people who balance family and work. And that creates another wave of such individuals.  It is so rewarding to see individuals become self-confident, learn how to deal with adversity and do better than what they thought they could achieve.

 

I was the first in my family to be a university graduate and to become a successful business person.  Two of my brothers have now done the same.  Both of our daughters are now doing the same. 

 

PP: Who’s been a “gritty” role model for you and why?

 

ES: My mother was born in Mexico and immigrated to the United States at a very young age. And she raised five boys, mostly as a single mom, working paycheck to paycheck. 

 

She placed priority on her boys.  Without finishing high school, she was able to become a successful and impactful manager in the fast food services industry.  Her work ethic and commitment to a successful business made her a sought-out individual in that chain of restaurants.  She taught me that the focus on family along with dedication to her job and profession can be achieved with perseverance, commitment and treating everyone like a unique individual.  She taught him to outwork everyone and remain focused on the family.

 

I got married while in high school (and am still married after 42 years), and I constantly worked harder than everyone else to get ahead. This was all heavily influenced by what my mom did.

experience energyYou may have noticed that we’ve been talking a lot lately about Experience Energy, the sister company Pink Petro launched last year during HERWorld.

 

It’s the brand behind the GRIT Awards, which we are bringing back this fall to honor a new class of phenomenal women in energy and the men who support them. (Nominations are now open through July 20!)

 

It’s also the brand we developed to unite more qualified, driven, diverse candidates with companies that champion inclusion in our industry — leveraging the power of our network and the expertise of our internal recruitment specialist, Kathy Wagner. (You can read more about Kathy here.)

 

Energy may be undergoing a massive transformation, but it’s not going away. We need it more now than ever. It’s not just about powering our cars and keeping the lights on. It’s about maintaining our modern lives. Think about it: Without energy, there is no Internet. Scary, right? WE KNOW.

 

If energy isn’t going anywhere, then neither are energy jobs. The industry is hiring again, and we can help companies ensure they are building inclusive teams that will allow them to become stronger, safer, more innovative and more profitable.

 

How do we do that? In three key ways: 

 

  • First, we created our dedicated careers site, Experience.energy, to help companies tap a diverse pool of talent as they build their teams. Companies can post jobs, search resumes and reach a targeted audience of thousands of highly qualified candidates. 
  • Second, we work with companies to develop campaign strategies around their recruitment efforts, including email, organic and paid social, advertising and content marketing. Companies can also create detailed employer profiles so candidates can build connection with organizations from the moment they see an opportunity online. 
  • And most importantly, we offer targeted recruitment and placement services to take the hard work out of the recruitment process. We research and screen candidates. We conduct first-level interviews, and we work with companies to develop a slate of candidates to choose from.

 

So how do you start?

 

If you’re a job seeker, click here to get a rundown of how to get started.

 

If you’re a company looking to hire, contact Kathy Wagner, our director of cool careers, at Kathy.Wagner@pinkpetro.com! You can find more information about all our recruitment services here

Diverse women working togetherBy now, the benefits of inclusion have become well-known and well-documented. Diverse companies are stronger, safer, more innovative and more profitable

 

Need proof? Consider these stats from global consulting firm McKinsey & CompanyGender-diverse companies are 15 percent more likely to outperform companies that aren’t diverse. When it comes to ethnically diverse companies, that percentage jumps to 35 percent.

 

 

We created Experience Energy to help companies find that diverse talent and build powerful, inclusive workforces — as easily as possible. 

 

So, how do you get started? Experience Energy offers a variety of packages to help companies find the talent they need, whether they are trying to fill administrative, leadership or highly technical roles. (You can also find more information here.)

 

End-to-end Inclusivity recruitment: If you're looking for someone to handle your recruitment from beginning to end — with the utmost attention to quality and fit — this is your best option. Kathy Wagner, our director of cool careers, has more than a decade of recruitment experience in oil and gas. She knows the industry, the companies and the trends better than anyone, and she thrives on helping businesses find the right person to join their team. Interested? Email Kathy.Wagner@pinkpetro.com 

 

30-day job posting: This is our baseline package and gives your job posting a 30-day run on the Experience Energy website. We also post open jobs across the social channels for Pink Petro and Experience Energy, and we publicize new opportunities in our weekly newsletter. 

 

The Job Flash package: This package includes the 30-day posting, plus all the supplemental social media and newsletter coverage, as well as email distribution to more than 4,000 women in energy around the world. 

 

The premium Job Flash package: This includes all of the above, plus guarantees your job ranks highly in search results and is highlighted on the Experience Energy site. 

 

The Ultimate Recruitment package: This includes everything in the premium package PLUS distribution to a network of 1,000 national, niche and local job boards. Part of finding the right talent is getting your job post in front of as many eyes as possible. This package does just that. 

 

Not sure what's best for you and your business? Kathy can help. Feel free to email her for a free consultation. 

experience energy womanYou've decided you're ready for your next challenge. Good. That's step #1. 

 

Step 2 is taking action. And that's where Experience Energy can help. 

 

Your friends at Pink Petro created Experience Energy to help experienced candidates find amazing opportunities at innovative, inclusive companies. And we are thrilled to feature jobs from some of the biggest names in our industry — from Halliburton and BP to Berry Petroleum and C&J Energy Services. 

 

Here's how to get started. 

 

Create your account: This part is easy. Just type in your name and email address and create a password to set up your account. It's free and allows you to do so much more than just look for a job. 

 

Search jobs: Experience Energy features both administrative and highly technical opportunities and serves companies across the entire energy value chain. We are also international, featuring opportunities everywhere from Dubai to Houston. You can search by keyword, job title or location. You can also refine your search by job function and industry. 

 

upload your resume screenUpload your resume: Candidates can upload their resumes directly to the Experience Energy site, which provides three key benefits: First, it allows companies to find you, if you choose to make your resume public. Second, it allows you to apply for opportunities directly through the site. And third, it gives you access to our free resume evaluation service, courtesy of TopResume.

 

Add a cover letter: You can also use Experience Energy to upload a cover letter, which streamlines the application process and allows you to submit everything via our portal. We like to make things as easy as we can, because hunting for a job is already hard enough. 

 

Create job alerts: Don't have time to check the site 10 times a day? That's OK. You can create job alerts that match your search preferences so you can be notified as soon as a potential opportunity is posted. 

 

Want a little more help with the process? Send us an email at careers@pinkpetro.com. We're there for whatever you need. 

 

Happy hunting!