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Atwood Hunter E-Colors Roll Out and Onboard Coaching End of Trip Report November 18 to 26, 2009

Atwood Hunter E-Colors Roll Out and Onboard Coaching End of Trip Report November 18 to 26, 2009 Coaches: Your name here. Atwood’s Vision: It is the Atwood Group’s vision, as a premier international offshore drilling and completion contractor, to remain dedicated to:

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Atwood Hunter E-Colors Roll Out and Onboard Coaching End of Trip Report November 18 to 26, 2009

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  1. Atwood Hunter E-Colors Roll Out and Onboard Coaching End of Trip Report November 18 to 26, 2009 Coaches: Your name here

  2. Atwood’s Vision: • It is the Atwood Group’s vision, as a premier international offshore drilling and completion contractor, to remain dedicated to: • Being a Safety, Health, Environmental and Security leader • Having outstanding rig and employee performance • Being the number one choice of clients • Increasing profitability and share price

  3. Agenda & Key Messages Key Messages Listening to understand We are not all the same but our reactions can be predictable E-Colors - an enabler to enhance communication, safety, reliability,efficiency; and risk management First understand yourself – then understand your people

  4. Objectives

  5. E-Colors Experience Accra • Conducted one-day Supervisor-level E-Colors Introduction Sessions in Accra • Developed relationships and clarified objectives with Atwood Operations Manager and Hunter OIM

  6. E-Colors Experience - Atwood Hunter • On arrival, met with Hunter OIM and STC to discuss expectations, objectives and plans for onboard E-Colors sessions and coaching • Conducted E-Colors Introduction Sessions for supervisors who had not been present at the Accra Session as well as for the National crew

  7. E-Colors Experience - Atwood Hunter • Developed relationships with Supervisors, DSM’s, Service Partners and crew

  8. Foundation • Provided individual/team coaching inside and on deck • Coaches split their schedules, providing the opportunity for interactions and coaching for both tours and all schedules

  9. Foundation • Participated in STOP program, in Tool Box Talks and in Pre Tour Meetings

  10. Foundation • Coached crew members on greater safety awareness

  11. Foundation E-Colors Foundation has been rolled out and experienced by most crews on the Hunter – the STC’s will assist in providing the same experience for the remaining two National crews Team members are now more aware of strengths and potential limiters, both as individuals and as teams and crews The Hunter leadership and workforce are using E-Colors processes to influence communications, performance and results

  12. What is Working • The Hunter Team: • Most Hunter Supervisors are long-time Atwood employees with years of experience working together as a successful team on the Hunter • Rig Housekeeping standards and expectations are high – this is a point of pride for the team • Cooperation and a lack of “departmental silos” are strong points of rig performance • The team showed genuine interest and saw value in implementing the E-Colors and associated processes into the rig culture

  13. What is Working • Involvement of Nationals: • From the first Pre Tour meeting, the OIM recognized National team members with professionalism and respect – setting the standard for the hitch • All team members are encouraged to actively participate in meetings, JSA’s and Tool Box Talks

  14. Going forward… • Support use of E-Colors in achieving the Atwood Hunter Vision: • Raise visibility and use of E-Colors with hard hat stickers and use of the Pocket Books and Slide Rules in one-on-one and team discussions • Include E-Colors and principles in one-on-one conversations, team meetings and daily operations (to reinforce and build sustainability)

  15. Going forward… • Support use of E-Colors in achieving the Atwood Hunter Vision: • Raise visibility and use of E-Colors with hard hat stickers and use of the Pocket Books and Slide Rules in one-on-one and team discussions • Include E-Colors and principles in one-on-one conversations, team meetings and daily operations (to reinforce and build sustainability) • Supervisors and crew have a basic understanding of their own E-Colors and how managing strengths and potential limiters leads to effective communication and improved rig performance – nurture and reinforce this • Familiarity with and use of E-Colors on board the Hunter (especially as a Leadership Example) will set the team up for success with the planned Leadership Sessions

  16. E-Colors Implementation Plan

  17. Realization What are we doing well today, in terms of our operational performance and safety culture? How would we grade our performance and culture? Which way are we going? Where do we want to be? What are we willing to do to get there?

  18. Thanks from Equilibria to the Atwood Hunter Team for your leadership and support Please address any questions, observations or suggestions regarding the E-Colors and coaching processes to Carlos or Mark. Carlos.sepulveda@equilibria.vg Mark.kopytek@equilibria.vg

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