The 10 Things We Learned from People in Energy

The Rosetta Stone team just came off an energizing three days at the 2014 People in Energy conference in Houston, TX. Here are the top 10 things we learned after hearing from many of the top voices in oil & gas HR leadership today:

1. “We need to change the public perception of engineering to sustain the U.S. capacity for innovation, and attract young people to the profession.” – Dr. Terri Reed, Texas A&M

2. “Three things that millennials seek in the workplace are a sense of mission, the challenge of learning new things, and a culture of transparency.” – Seth Mattison, Futuresight Labs

3. “The most important thing we can do is to teach students HOW to learn, not what to learn. You can’t teach them technology because four years later, that technology will have changed.” – Dr. Terri Reed, Texas A&M.

4. “Rather than ask for a seat at the table, we need to learn to host dinner parties. Look at talent acquisition as an integral part of the talent cycle, and not in a silo.” – Brad Wilkins, Adcap Network Systems

5. “Improving engagement by 15% increases operating margins by 2%.” – Andrea Gappmayer, Globoforce; from a Towers Watson survey

6. “The most important competency you can develop in your talent: Learning Agility.” – Christina Pritchard, Meta-LUCID

7. “Culture eats strategy for breakfast.” – Dave Logan, Ph.D, USC & co-author of Tribal Leadership; quoting Peter Drucker, explaining that while strategy is key, and you have to have a good one, your culture will trump your strategy every time.

8. “The key to getting employees to engage in social media is to highlight efficiency over engagement.” – Crystal Washington, Social Media Marketing Strategist

9. “When we think about the core competencies of global readiness, the lynchpin in all of this is Communication. Without the ability to communicate in the local language, an expat can’t be sociable, develop relationships, gain trust or establish credibility.” – Judy Verses, Rosetta Stone Enterprise & Education

10. “For the assignment to be a success, companies need to enable the repat to integrate effectively back home and share knowledge gained while on assignment. Repatriates are groomed to be an agent of change, but only if they are set up for success. And success starts by making that strategic link between mobility management and strategic talent development.” – Sonya Kaleel, Aperian Global

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