1 / 16

A Recipe for Success

A Recipe for Success. People, Execution and Growth. Recipe for coaching success. Establish with each D and C team with whom we work, that we co-ordinate with our contractor advisor , so that all arrangements, logistics, materials requests, forward planning is done through them. 

syshe
Download Presentation

A Recipe for Success

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. A Recipe for Success People, Execution and Growth

  2. Recipe for coaching success • Establish with each D and C team with whom we work, that we co-ordinate with our contractor advisor, so that all arrangements, logistics, materials requests, forward planning is done through them.  • Hold SQM (Service Quality Meetings) every six months so we can monitor our progress and opportunities for improvement.   • Have pre and post rig visit meetings with Chevron and drilling contractors managers (coordinated and organized by the contract advisor). • Have clear objectives and measurable KPI´s for our coaching efforts, agreed at each SBU.   • Run SWOT analysis with both supervisors and non-supervisors (separate) on arrival on the rig and then of course, before we leave. • Utilize JSA and Debrief auditing tool as it simply points us in the right direction, as to where our coaching should be focused.

  3. The Tools We have three perfect tools to help: • RPJ (Realizing Potential Journey) • Arrival SWOT (and same before departure) • JSA Checklist

  4. Realizing Potential Journey (RPJ) Three Phases with specific Coaching Modules for each phase, all mapped out and handed over from one coaching team to the next. Personal Intervention Seven Essentials of High Performance Teams Reactions & Response How Can I Get Hurt? What Makes it Difficult For Me to Use SWA? Appreciation for Who Does or Does Not Follow Policies & Procedures? Strengths Potential Limiters

  5. Realizing Potential Journey RPJ Foundation Realization Sustainability

  6. What the tools do for us • The RPJ can tell us what phase the rig may be experiencing or what coaching modules have been completed. • But, it cannot tell us what is working and what might have been forgotten or not reinforced. • So, we have the Arrival SWOT to draw from and get a better idea of what the rig personnel think is working and what is not.

  7. SWOT questions. What are the Strengths, Weaknesses, Opportunities, and Threats regarding the skill sets of the crews on the rig to conduct an effective and quality JSA Meeting? SWOT the quality of PJSM, JSA review and Hazard ID that are performed by the crew on the rig. Desired Skill Sets • Possess and use the IFO Pocketbooks • Qualified to do the job • Job plan coach identified • What if” questions asked and discussed • Rehearse SWA/TOFS • Trained in hazard Identification and mitigation • Can communicate actively • Focused listening • Language skills with translation • Job execution monitor identified • “How can I get hurt” asked and discussed • Trained in JSA development and application • Plans in place to debrief and recycle into future JSA’s

  8. SWOT analyisis • As you can see, this is a powerful exercise to get real specific feedback on the skill-sets of the crews relative to managing and running Pre-job safety meetings, JSA’s, and Debriefings. • The Weaknesses, Opportunities and Threats are perfect indicators as to where to start your coaching efforts, regardless what the RPJ says they have completed.

  9. Elements of SWOT STRENGTHSWEAKNESSES OPPORTUNITIESTHREATS Anything that is working well plus positive attitudes that are observed and results that can be measured. Anything that is not working well plus behaviors and attitudes that may not be so positive and constructive. Any area that can be improved and reinforced as well as things that can be added and coached. Any obstacles and anything that threatens the integration and application of E-Colors principles.

  10. Tool applications The third tool we have is the JSA Pre-Job Planning Quality Checklist. It is a standard list of behaviors and items we want to see covered in every Pre-Job Safety Planning Meeting and JSA. Whatever is missing here is a definite action area for E-Colors Coaching. Complete at least two of these during the first day or 2 of your planned hitch.

  11. JSA Audit checklist • This is where we want a picture of the Checklist

  12. Each E-Color combination should have their question answered HOW? WHO? WHY? WHAT?

  13. Communication We always want to improve and increase the participation of all crew members in all JSA and Pre-Job Safety Planning Meetings, which is deepening the communications and the understandings.

  14. Before leaving the rig • At the end of a coaching visit to the rig we should repeat the SWOT process, so that progress can be registered and monitored. • So, we have the Arrival SWOT to draw from and get a better idea of what the rig personnel think is working and what is not and the Post coaching SWOT to evaluate progress.

  15. What´s in it for me? I will get the information and data I need, so I can do my job in an organized manner. I will know who else is going to be involved and how they could be effected by what we are going to be doing. We can get the task done efficiently and effectively. I will know my role in the task and I will also feel included.

  16. Questions and comments, please.

More Related