UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS

PETROLINK

UK/NW MENTORINGPROGRAM

LESSONS LEARNEDROUND 2 2007 - 2008

RUNE KVERNBERGABERDEEN 1 JUNE 2010

UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS

Mentee

• Person-Harper Ltd, Teeside, UK

• Business: Content Engineering to various industry segments including oil & gas.

• No of employees: 50

• Representative: Steve Pearson

• Position: Managing Director

• Objective: Keen to explore the Norwegian oil & gas market for expansion of business

UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS

Mentor

• Kongsberg Maritime AS, Kongsberg, Norway

• Business: Multi-technical corporation within positioning, navigation and automation to the shipping and offshore industries in Norway and internationally.

• No of employees: 2,500

• Representative: Rune Kvernberg

• Position: Business Development Manager, Oil & Gas

• Objective: Keen to assist a UK company to expand into the Norwegian oil & gas market and to gain more insight into the UK market in view of own business development plans for the UK.

UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS

Framework

• Establish objectives and targets – individually and jointly.

• Exchange viewpoints on oil & gas industry’s need for Mentee’s and Mentor’s products & services in each other’s home market.

• Understand the supply chains, how they work, where differences exist and how values are perceived and rewarded in terms of purchasing.

• Estabslish ”differentiators” to guide bussines plan development.

• Meet with users of products & services to broaden understanding of technology, application and practical business demands.

• Consider how to develop Mentee and Mentor products & services to become attractive in the two markets.

• Study business models for profitable development of the markets.

• Prepare key points for action plan to expand businesses into Norway and the UK respectively.

• Priority was clearly given to Mentee’s business development issues.

UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS

Lessons learned

Challenges:

• Allocation of sufficient time and dedication for the mentoring program.

• Difficult to gaining attention for the program in Mentor’s organization.

• Low frequency of contact between Mentor and Mentee hampered continuity of discussions and work.

• Exchange of viewpoints, experience and solutions among the program participants.

Opportunities:

• Mentee found the program to be useful and to provide considerable insight into the Norwegian market and its business processes.

• Mentor identified opportunities for further development of applications and services incl. for the establishment of a possible partnership with Mentee.

• Specifically, the connection of Mentee’s library and associated services to Mentor’s dynamic plant control & analyses offerings should have a cooperation potential.

UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS

Improvement potentials

• Assign sufficient time and dedication for program participation.

• Mentor and Mentee to share detail as regards business conduct, drivers and interests upfront as a means to guide development of viable business model for new market entry.

• Have all program participants to share business experience, opportunities and challenges in more detail.

• Program Management to be more active in following up and guiding of plans, initiatives and conclusions.

• More reporting to Program Management necessary to keep up momentum and allow discussions and facilitation of practical outcome.

• Spend more time to inform about UK/NW formal and informal business practices.

• Add more “business & social contents” in conjunction with program meetings by using local opportunities at venue of meetings.

UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS

Testemonial

• Overall impression: A great scheme, but there’s more potential!

• However, at times frustrating due to lack of progress.

• No follow-up of the conclusions from the program initiated – neither jointly nor individually by actual Mentor and Mentee.

Is there a “life” after close-out meeting?

Of course, but “it takes what it takes” from both Mentor and Mentee

– dedication being the main driver!

UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS

MORE INFORMATION

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