So I see all these post about who should go, who should stay, technical expertise, support functions - what COP lacks is LEADERSHIP at every level in the organization. Just because you have supervisor, manager, etc. in your title does not mean you are a leader. Until leadership makes its way back into the company - we are destined to fail.
Just saying.
Hindsight is 20/20. At the time to keep the young (30 yr old) high pot's you had to move them up quickly. They are the future. Even if they don't make the best decisions now they will learn from experience and make good decisions for the future.
Many young supervisors( below 30 years of age) within last 3-5 years were given those positions. Many in roles they had no previous experience (RE now PE supervisor) and some if you don't make me supervisor I will leave the company. COP is to blame.
@Iwm4fNr-hho I agree that in a company like COP, or any other science or tech orientated company, that the leaders must have good tech skills. However, they must also have good people and leadership skills. At COP, many people were given leadership positions who did not have leadership potential. Another major flaw at COP is the bonus and rating system. Instead of encouraging cooperation and teamwork, it encourages politics, backstabbing, and unnecessary internal competition. As a hole, the senior management has a strongly skewed ratio of bad decisions to good decisions. Given the long track record of bad decisions, it is very unlikely that the management can turn the company around.
Iwm4fNr-zgk, Your observation is spot-on, succinctly stated. Not sure that a 3rd party could square things away though, as leadership and the good ol’ boy culture starts at the top....Ryan, and mid to ELT level management. Ryan sanctioned failure, and evidently approved of the rotten leadership. RL needs to go, and my opinion is not an off the cuff slur. He is ultimately responsible for the poor management, lack of leadership, and dysfunctional vision! Unfortunately (not that I really care, I’m retired) I suspect it is too late to reinvigorate the leadership and create a vision leading to success. Too much damage has been done to COP’s most valuable assets: People and Culture. At this point, I’m afraid the only viable option is to bust it up and sell it off.
@hho: You are living in an utopian world. A lot of office Supervisors at COP only have basic technical skills or may be skilled in a specific discipline like Geophysics or Geology. They do not know what the other team member does inside out. If Supervisors at COP were so experienced, we would be making more money and have more oil producing wells and less gas wells or dry wells and at lower cost per well.
Writing leadership in all caps sure does make your point....dipshit.
Who is going to follow a leader that does not have any tech skills. Especially if they don't know what you do. At a team lead level or a supervisor level they better know what their staff does inside and out.
I agree 100%. I would say that for the past 10-15 years, COP as a whole had outstanding employees but very weak leadership. From what I saw, they generally put people in leadership positions when they first succeeded at technical positions. The problem with this approach is that success at a technical level does not translate into management success. If COP is going to survive, I think that an outside consulting firm has to be brought in to fix the leadership issue. McKinsey Consulting formulated EOG's management structure.