Future of the Energy Industry - solving HR talent crisis - keynote speaker

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http://www.globalchange.com Future of energy industry talent shortage. HR issues in workforce development, shortage of workers in nuclear, oil and gas, green tech, solar, wind and smart grids. Ways to manage talent and fast-track leadership development in the energy industry. Ways to recruit talent, retain and motivate teams, reduce staff turnover. Encouraging workplace diversity in recruitment, changing the image of the energy industry. Patrick Dixon is a keynote conference speaker on energy industry trends and human resource trends, leadership, change management and motivation. Patrick Dixon is co-author of the book SustainAgility. How to create more sustainable energy industry.

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Future of the Energy Industry - solving HR talent crisis - keynote speaker

  1. 1. SustainAgility Developing agile teams in the energy industry to drive profitable growth in a rapidly changing world Dr Patrick Dixon Chairman Global Change Ltd
  2. 2. Global  Talent  Crisis  in  the   Energy  Industry  is  a  long  term   threat,  and  can  only  be  solved   by  energy  companies  and   governments  working   together  for  a  more   sustainable  future
  3. 3. Big strategies often overtaken by events World can change faster than you can hold a board meeting
  4. 4. Wild  Cards:  Risk  Management
  5. 5. Arab Spring
  6. 6. • Click  to  edit  Master  text  styles
  7. 7. Cycles  of  Boom  and  Bust
  8. 8. AGILITY means   more  than   one  strategy  
  9. 9. Demographics populaDon  growth and  decline  -­‐  impact  on     energy  and  workers
  10. 10. 300 million move to cities in China and 475 million to cities in Africa by 2030
  11. 11. >40%  WDP  by  2015 — IMF - adjusted for Purchasing Power Parity
  12. 12. Europe  is  Dying     4 couples needed to produce just one greatgrandchild
  13. 13. US  energy  age 50%  of  engineers  reDred   during  2008  -­‐  2015 40%  of  nuclear  workers Similar  in  EU  /  other  regions  
  14. 14. US  energy  age 50%  of  engineers  reDred   during  2008  -­‐  2015 40%  of  nuclear  workers Similar  in  EU  /  other  regions  
  15. 15. Skilled workers returning to Asia
  16. 16. Build,  SubsDtute  or  Buy • BUILD - “growing own timber” - too slow • SUBSTITUTE - with technology, difficult • BUY - competing globally for a few people!
  17. 17. Talent  War  to  Talent  Partners Talent  Takers   to   Talent  Makers  
  18. 18. RAPID ENERGY CHANGES
  19. 19. $40 Trillion Green Tech Boom driven by oil price, cost cuts, green activism
  20. 20. Shale gas 33% US supplies 3.3m US jobs $468bn pa + more oil produced than Saudi by 2020 200 years global supply Up from 60 years in 5 years
  21. 21. • Click  to  edit  Master   text  styles
  22. 22. Boom Bust
  23. 23. 5  coal  plants  replace  with  gas  =  9000  megawa>s  wind   Coal  prices  fall  =  more  coal  burnt  in  Vietnam  and  China 57  coal  plants  closed  in  US  in  2012  
  24. 24. 120,000 terawatts of ARIZONA sunlight /day QUEBEC  from   7,000 times total power use MOSCOW  from  SAHARA
  25. 25. Solar  cell  generaDon  parity  
  26. 26. Falling  solar  cell  prices  
  27. 27. 120,000 terawatts wind by 2050” “40% EU power = of sunlight /day Surplus wind to total global to methane ? 7,000 times hydrogen - power use Power Moscow from Libyan Desert
  28. 28. Growth  +  Cuts  in  Nuclear   — Challenge  to  achieve  carbon  reducDon  AND  cut  nuclear — Wild  card  =  dirty  terror  bomb  or  another  meltdown
  29. 29. Smart  Power  RegulaDon   UDlity  Co  controls  consumpDon  in  homes  /  factories 10%  Australian  power  generaDon  only  used  for  72  hours  a  year Energy  prices  can  soar  from  $50/Mw  hour  to  $10,000/  Mw  hour
  30. 30. Germany  Power  Surplus • In  June  2013 • Electricity  prices  became  negaDve   • -­‐  minus  EU150  /  MWhr  !!
  31. 31. Power  Storage   Enough salt caverns planned to power Germany for a week
  32. 32. • Rapid growth HVDC Super Grids • 500,000 S Korea jobs - $200bn Smart Grid Project • China planning to power Moscow
  33. 33. The future is about EMOTION
  34. 34. Life  is  Short     do things you really believe in
  35. 35. PEOPLE HR  development  needs  to  be   as  agile  as  energy  trends  -­‐   protecDng  and  redeploying   talent  through  booms  /  busts
  36. 36. Text
  37. 37. 80%  lost  in  seconds
  38. 38.                
  39. 39. IMAGE Graduates  want  to  feel   that  they  are  making  a posiDve  difference  to  world How  do  they  feel  about  energy  industry  ?
  40. 40. 1  trillion  pages                  a  month
  41. 41. 74  million  users  a  month "Perfection!, Wonderful hotel. Good value, beautiful views.“ Madrid May 20, 2013 This was the most beautiful hotel. Clean, friendly and good value. “Worst hotel I have ever been in. Should be closed down.“ Paris April 11, 2013 NEVER stay in this terrible place. Rats, insects, dirty. Many guests got sick.
  42. 42. HIGH  SCHOOL   PromoDng  engineering  and   energy  industry  as  exciDng,  agile   ways  to  create  a  beaer  world
  43. 43. UNIVERSITY PARTNERSHIPS Agile  trainings  schemes,  radical   approaches,  Sponsoring  courses,   individual  students,  work  placements,   PhDs  and  research  departments
  44. 44. >70%  rise  energy   demand  wil  be  in  Asia
  45. 45. 3.6m engineering graduates a year in China by 2015 • Even if only 20% are “employable” in global market, China’s output is already larger than US • Brazil will produce more engineering PhDs than US by 2016 • Challenge to LOCATE and ACCESS talent in unfamiliar emerging markets • Barriers of language, culture, willingness to move, immigration controls etc • (Accenture Inst for High Performance 2011)
  46. 46. Most  STEM  graduates  in  emerging  markets  
  47. 47. China  and  India  dominate STEM  degrees   including  post-­‐graduate  /  PhDs
  48. 48. STEM  degree  holders  in  US
  49. 49. STEM Global  market  -­‐  opportuniDes   for  pro-­‐acDve,  dynamic,   visionary  and  rapidly  adapDng   Specialist  Talent  Agencies
  50. 50. AGILE  CAREERS Graduates  and  reDred  people   want  freedom,  agility  and   flexibility,  variety  and   opportunity
  51. 51. AGILE   COMPANIES Smart  technology,  radical  team   structures,  rapid  redeployment,   partnership,  collaboraDon,   empowering
  52. 52. AGILE  TRAINING fast-­‐track  for  flexible,  agile  roles
  53. 53. MENTORING CONSULTING by  older  workers
  54. 54. AGILE  CAREERS RotaDng  high  fliers  through   variety  of  stretching  jobs  in   different  sectors  and  regions  to   create  agile  leaders  for   tomorrow  
  55. 55. RECRUITNG  DIVERSE   WORKFORCE   Local  talent,  reverse  expats,   hiring  from  emerging  markets,   broader  mix  of  gender,  age,   culture,  experience  
  56. 56. Diversity  in   workplace  leads   to  diversity  in   marketplace
  57. 57. Diversity  linked  to  higher  sales,  market   share  and  profits,  talent  recruitment
  58. 58. 85%  of  leaders  of  largest  US   corporaDons  say  diversity   is  key  to  innovaDon Forbes  study
  59. 59. What  have  we   learned  from   tackling   GENDER  issues?
  60. 60. Only  30%  Wal-­‐Mart  management  are  women
  61. 61. Women  Outperform  Men Urban Tribal • Most  sales  to  women • 60%  US  graduates • 40%  primary  earners • Most  women  leave   corporaDons  early • Solve  talent  shortage
  62. 62. Toxic  Testosterone  Culture
  63. 63. Fit  around  Complex  Homes •Young  children •Dependent  parents •Double  careers •Double  shiP  pa>erns •Divorce  /  separaDon
  64. 64. Balance  usually  about  people  
  65. 65. Reproduce  own  image Tend  to  recruit  people  with  familiar  name,   voice,  accent,  personality,  culture,  appearance
  66. 66. Agile  answers  to  talent  crisis • Treat  as  board  strategic  issue  requiring  rapid  acDon • Invest  heavily  in  in-­‐house  training  and  development • Promote  cross-­‐training  /  transfers • Ensure  be>er  career  paths  /  conDnuity  between  projects • Allow  diverse  career  pa>erns  eg  part-­‐Dme • Re-­‐posiDon  older  /  reDring  team  members  incl  mentoring • Partner  with  UniversiDes  +  placements • Industry-­‐sponsored  PR  campaign,  partner  with  government • Teams  of  non-­‐specialist  leaders  supported  by  specialists • Recruit  people  who  thrive  on  change  and  ambiguity
  67. 67. Making Life Better Energy industry is vital to our future —For  individuals —For  family —For  community —For  whole  earth
  68. 68. SustainAgility SLIDES + VIDEOS globalchange.com Dr Patrick Dixon Chairman Global Change Ltd

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