This Week in Leadership
Can Big Oil Go Carbon Neutral?
Energy giant BP wants to hit this highly ambitious goal by 2050. Now it needs a plan.
Our energy consultants can help you attract, develop and retain best-in-class talent for your organization.
Adjusting to constant disruptions in the market requires an agile pipeline of leadership talent prepared to weather the storm. We work with you to assess the full spectrum of your talent-related needs.
Build end-to-end strategic solutions that align your structure, people and business processes and workflows.
Identify the talent you need compared to the talent you have and discover how to close the gaps.
Attract and retain the right people at every level of your organization by leveraging our scientific research, practical experience and healthcare expertise.
Unlock the potential of everyone in your organization, from executives to new hires, to thrive in today’s challenging business environment via targeted learning programs.
Create flexible, competitive total rewards strategies that attract, engage and motivate a diverse workforce.
Build the mindset, skills, structure and culture to transform your organization.
Our AI platform pulls together market intelligence and data to provide insights and recommend actions.
There is no more powerful combination - or one more fundamental to the success of any enterprise - than the partnership between a CEO and the board.
Your performance and results are what matters. We partner with you to continually evolve and optimize to reflect the changing needs of your business. We have helped our energy sector clients address challenges like these:
Approximately half of the current energy industry’s workforce will retire within the next decade. As the current workforce heads into retirement, the energy industry must recruit and retain fresh talent. With nearly 1.9 million job opportunities projected in the oil, natural gas and petrochemical industries through 2035, there’s a vast opportunity for the industry to develop lifelong careers for a younger workforce.
We help energy organizations build their next generation of leaders. We work with our clients on preparing for this talent shift by mobilizing and developing the talent that exists and anticipating and acquiring the talent that is needed. We also explain how clients can attract young professionals by offering learning and development and opportunities for career progression. We use our tools and assessments to help our clients determine what their future leaders will look like and how they differ from their current leadership, so they can formulate a strategy for recruiting and developing tomorrow’s talent.
There’s a huge talent gap in many sectors of the energy industry when it comes to the recruitment of women and minorities. And a strong commitment to creating a diverse, inclusive workplace is a significant factor in attracting and retaining top talent.
Our energy consultants help organizations create diversity and inclusion strategies that appeal to younger candidates and close the gap on talent and skills shortages. Given our global reach, we help energy companies source, recruit, engage and develop diverse talent, even in the scarcest of markets. We also work with our clients to assess their opportunities to do better and build fair and equitable talent management structures and processes. We also help them create high-impact career advancement programs for underrepresented talent.
A significant tech skills gap is stalling progress toward digitalization in the energy industry. And millennials are reluctant to join the energy sector because they believe it lacks innovation. As a result, it’s difficult for energy sector employers to attract STEM students, as they may be drawn to other fields perceived as more tech-driven.
We help organizations chart a course toward successful digital transformation by showing them how to recruit, develop, and retain the right talent. We offer assessments and success profiles that help businesses in the energy sector define their talent strategy, then guide their development, succession and promotion decisions.