Embed Size (px)
DESCRIPTION
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.
Citation preview
SustainAgilityDeveloping agile teams in the energy industry to drive profitable growth in
a rapidly changing world
Dr Patrick Dixon Chairman Global Change Ltd
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
Big strategies often overtaken by eventsWorld can change faster than you can hold a board meeting
Wild Cards: Risk Management
ArabSpring
• Click to edit Master text styles
Cycles of Boom and Bust
AGILITYmeans
more than one strategy
Demographics
populaDon growthand decline -‐ impact on energy and workers
300 million move to cities in China and475 million to cities in Africa by 2030
>40% WDP by 2015� IMF - adjusted for Purchasing Power Parity
4 couples needed to produce just
one great-grandchild
Europe is Dying
US energy age
50% of engineers reDred during 2008 -‐ 2015
40% of nuclear workersSimilar in EU / other regions
US energy age
50% of engineers reDred during 2008 -‐ 2015
40% of nuclear workersSimilar in EU / other regions
Skilled workers returning to Asia
• BUILD - “growing own timber” - too slow • SUBSTITUTE - with technology, difficult• BUY - competing globally for a few people!
Build, SubsDtute or Buy
Talent War to Talent Partners
Talent Takers to
Talent Makers
RAPIDENERGYCHANGES
$40 Trillion Green Tech Boom driven by oil price, cost cuts, green activism
Shale gas 33% US supplies
3.3m US jobs$468bn pa + more oil
produced than Saudi by 2020
200 years global supplyUp from 60 years in 5 years
• Click to edit Master text styles
Boom
Bust
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
120,000 terawatts of sunlight /day7,000 times total power useQUEBEC from ARIZONAMOSCOW from SAHARA
Solar cell generaDon parity
Falling solar cell prices
120,000 terawatts of sunlight /day7,000 times total global power usePower Moscow from Libyan Desert
“40% EU power = wind by 2050”Surplus wind to hydrogen - to methane ?
�Challenge to achieve carbon reducDon AND cut nuclear�Wild card = dirty terror bomb or another meltdown
Growth + Cuts in Nuclear
Smart Power RegulaDon UDlity Co controls consumpDon in homes / factories10% Australian power generaDon only used for 72 hours a yearEnergy prices can soar from $50/Mw hour to $10,000/ Mw hour
Germany Power Surplus
• In June 2013• Electricity prices became negaDve • -‐ minus EU150 / MWhr !!
Enough salt caverns planned to power Germany for a week
Power Storage
•Rapid growth HVDC Super Grids
• 500,000 S Korea jobs - $200bn Smart Grid Project
•China planning to power Moscow
The future is aboutEMOTION
do things you really believe inLife is Short
PEOPLEHR development needs to be as agile as energy trends -‐ protecDng and redeploying talent through booms / busts
Text
80% lost in seconds
IMAGEGraduates want to feel that they are making a
posiDve difference to world
How do they feel about energy industry ?
1 trillion pages 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.
74 million users a month
HIGH SCHOOL
PromoDng engineering and energy industry as exciDng, agile ways to create a beaer world
UNIVERSITYPARTNERSHIPSAgile trainings schemes, radical approaches, Sponsoring courses,
individual students, work placements, PhDs and research departments
STEMScience, technologyengineering, maths
>70% rise energy demand wil be in Asia
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)
Most STEM graduates in emerging markets
China and India dominate
STEM degrees including post-‐graduate / PhDs
STEM degree holders in US
STEMGlobal market -‐ opportuniDes
for pro-‐acDve, dynamic, visionary and rapidly adapDng Specialist Talent Agencies
KAGGLE and YourOncore
AGILE CAREERSGraduates and reDred people want freedom, agility and flexibility, variety and
opportunity
AGILE COMPANIES
Smart technology, radical team structures, rapid redeployment,
partnership, collaboraDon, empowering
AGILE TRAINING
fast-‐track for flexible, agile roles
MENTORINGCONSULTING
by older workers
Encouraging oldest experts to teach vital skills and give
experience to younger teams
AGILE CAREERSRotaDng high fliers through variety of stretching jobs in
different sectors and regions to create agile leaders for
tomorrow
RECRUITNG DIVERSE WORKFORCE
Local talent, reverse expats, hiring from emerging markets, broader mix of gender, age,
culture, experience
Diversity in workplace leads to diversity in marketplace
Diversity linked to higher sales, market share and profits, talent recruitment
85% of leaders of largest US corporaDons say diversity
is key to innovaDon
Forbes study
What have we learned from
tackling GENDER issues?
Only 30% Wal-‐Mart management are women
Women Outperform Men
•Most sales to women• 60% US graduates• 40% primary earners•Most women leave corporaDons early• Solve talent shortage
UrbanTribal
Toxic Testosterone Culture
•Young children•Dependent parents•Double careers•Double shiP pa>erns•Divorce / separaDon
Fit around Complex Homes
Balance usually about people
Reproduce own imageTend to recruit people with familiar name,
voice, accent, personality, culture, appearance
• 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
Agile answers to talent crisis
�For individuals�For family�For community�For whole earth
Making Life BetterEnergy industry is vital to our future
SustainAgilitySLIDES + VIDEOS
globalchange.com
Dr Patrick Dixon Chairman Global Change Ltd
