Kompetanse. Norges Museumsforbund,

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1 Classification: Internal Status: Draft Kompetanse Norges Museumsforbund, By Siri Bentsen Head of people performance development and deployment, Technology and New Energy, StatoilHydro

2 Demographic and educational data for TNE staff 2335 people recognised for high technological and natural science competence % Master level Doctor level 250 Doctor level Master level 2-4 years degree 15 % 2-4 years degree Techn./Adm support Techn./Adm support Number of emloyees % 3 % 11 % 59 % Business and adm. Other 50 Science and technology >60 Age (years) 86 % years experience, from StatoilHydro, from other companies

3 3 The value of beauty In 1559 Conrad Guestner brought the first tulip bulbs from Constantinople to Holland. People fell in love with them and soon tulip bulbs became a status symbol for the wealthy. By 1634, the rage for owning tulips had spread to the middle classes of Dutch society. The following two years popular interest shifted from hobbyists and collectors to speculators and gamblers. People liquidated their homes and land at incredibly low prices in order to speculate in tulip trading. In November 1635, a single tulip bulb was sold for natural goods to a value of 75,000. In November 1636, some began to liquidate their tulip holdings and tulip prices began to weaken. Public laws and regulations were developed to control the tulip craze. Six weeks later Tulip prices were down to the equivalent of an Euro each.

4 4 The value of knowledge Value creation Execution Skill Wise decisions Knowledge Information

5 5 Leadership who appreciate the value competence We must add value to our business by our competence and skills. Helge Lund, StatoilHydro CEO

6 6 Knowledge Management Acquire Systematically Develop knowledge Mobilise Do Plan Follow up Improve Ref. Linda Lai

7 7 Holistic competence model Acquire Develop Mobilise Recruit Create Research Buy On the job learning Organised learning Team learning Network learning People deployment Experience transfer Wise business decisions Knowledge, attitude and skills

8 8 This is what you asked for Hvordan jobbe med kompetansekartlegging i forhold til overordnede strategier Hvilke forventninger har "nye" arbeidstagere til en kompetanseutvikling Hvordan jobbe med kompetanseutvikling for erfarne ansatte erfaringer/tilbakemeldinger utvikling og innhold av program, rammebetingelser som er viktige for å lykkes Hvordan kan arbeidsgiver best nyttiggjøre seg kompetanse fra nye medarbeidere

9 9 Holistic competence model Acquire Develop Mobilise Recruit Create Research Buy On the job learning Organised learning Team learning Network learning People deployment Experience transfer Wise business decisions Knowledge, attitude and skills

10 10 Three different phases of attraction Attract Select Develop (Reward) Deploy Attract to natural science Attract to oil& gas Attract to Statoil

11 Math and natural sciences in the Norwegian school 11

12 Hands on recruitment processes 12

13 13 Summer project Talent nurturing and profiling Creating energy Imaginative and challenging projects Project development support

14 Students number 1 14

15 15 Holistic competence model Acquire Develop Mobilise Recruit Create Research Buy On the job learning Organised learning Team learning Network learning People deployment Experience transfer Wise business decisions Knowledge, attitude and skills

16 16 Diskuter Hvilke metoder bruker dere i formidling av kunnskap på museene? Hva er det mest effektive?

17 17 Diskuter Hvilke metoder bruker dere i formidling av kunnskap på museene Hva er det mest effektive? Hva har du selv lært mest av?

18 "Energy for Development" 18

19 19 Energy for Development The cigar box Direction and serendipity Brains, heroes and stories Natural drugs creating flow Gaining wisdom from Guilds Impossible is nothing The proof is in the pudding The adrenaline is your body's natural drug.

20 The Cigar box 20 If you ask for a job description or a training programme, you are not my man.

21 Learn to handle serendipity 21

22 You know more than you can tell and you can tell more than you can write down.. 22

23 Some reflections on learning 23

24 Master apprentice 24

25 Heroes 25

26 Your brain is hot-wired for stories 26

27 Your brain is hot-wired for stories 27

28 The power of conversations: 28

29 Experience repertoires 29

30 30 Learning can be accelerated The adrenaline is your body's natural drug. - In moderate amounts it makes you sharp, creative, and quick. - It creates the feeling of excitement and exhilaration that comes from trying something new. Difficulty Comfort zone Competence

31 31 A corporate tool for planning and realising people development Provides StatoilHydro with an overview of our combined expertise Ensures purposeful skills development and management Is the engine for our development of people

32 - from business objectives to individual delivery and behaviour goals 32

33 33 Stretch assignments Comfort Zone Stretch Zone From Ambition to action and The Impossibility Zone

34 34 Holistic competence model Acquire Develop Mobilise Recruit Create Research Buy On the job learning Organised learning Team learning Network learning People deployment Experience transfer Wise business decisions Knowledge, attitude and skills

35 35 The StatoilHydro School A good school is the most powerful artefact you have to demonstrate that you really mean learning and knowledge is important. Quality content is important, but quality of pedagogical methods really makes the difference. Then you learn about learning and the knowledge stick. Ca learning programmes available participants Ca course participant days new e-learning participant

36 36 Holistic competence model Acquire Develop Mobilise Recruit Create Research Buy On the job learning Organised learning Team learning Network learning People deployment Experience transfer Wise business decisions Knowledge, attitude and skills

37 Gaining wisdom from Guilds 37

38 38 Knowledge grows with sharing The day we take ten telephones before we start a new task, we have a learning organisation

39 Professional Networks Manager Training 39

40 Networks 40 Discipline competent colleagues in StatoilHydro International societies Customers Vendors Universities and Research institutes Partners

41 Web support 41 News People Network Discussions Business Research Work Processes Data and Applications Training References

42 Gaining wisdom from Guilds 42

43 43 Learning is a social activity Groups won t learn from their mistakes if the same interactions are being used to fix blame, keep score or humiliate. Review and deal with mistakes without assigning blame Foster open debate Expect all to participate Listen Games build trust and relationships

44 44 This is what you asked for Hvordan jobbe med kompetansekartlegging i forhold til overordnede strategier Hvilke forventninger har "nye" arbeidstagere til en kompetanseutvikling Hvordan jobbe med kompetanseutvikling for erfarne ansatte erfaringer/tilbakemeldinger utvikling og innhold av program, rammebetingelser som er viktige for å lykkes Hvordan kan arbeidsgiver best nyttiggjøre seg kompetanse fra nye medarbeidere

45 45 How people feel good about their development The best personal development is reached through stretch tasks and on-the-job training. You feel good about your personal development when - you are stretched - you are coached - you are given feedback - you belong to a team undergoing the same development - the responsibility for development is a joint effort between you and your manager

46 46 Balance between knowing what we know and creating new knowledge Professional: If StatoilHydro knew what StatoilHydro know. Courageous: If you always do what you always did, you will always get what you always got

47 Research and serendipity 47» 1968: 3M research scientist Dr. Spence Silver was working on ways to improve adhesives used in tapes» In a classic case of innovative serendipity he developed the new adhesive The adhesive formed itself into tiny spheres very sticky individually. But because they made only intermittent contact, they did not stick very strongly when coated onto tape backings. Now the challenge was: What to do with it? Next five years, Silver gave seminars, extolling the potential of this new adhesive and showing samples of it in spray-can form and as a bulletin board

48 Eureka 48 One Sunday in 1974, Art Fry, a new-products developer at 3M, was singing in his church choir. I found that the little piece of paper I used to mark the music had fallen out, making me fumble about trying to find the right page. This was followed by a dull sermon. My mind was wandering back to the music problem when I had one of those flashes of insight. Eureka! By using a recently invented adhesive, I could make a bookmark that could be stuck on, and removed, without damaging the book. The next day at work, I prepared some samples of the bookmark. My colleagues started using their bookmark samples as notes and soon were at my desk saying that they were instant addicts and demanding more samples. As the circle of addiction quickly spread within our product development laboratory, I came to the very exciting and satisfying realization that those little, self-attaching notes were a very useful product. This of course was just the beginning of the innovation process. Samples had to be tested for every [possible] application we could think of. We had many tough problems to solve in manufacturing, quality, packaging, and sales. It took a lot of us to solve those problems, and we all feel good about what we did.

49 Pick your fights 49

50 You do not know what you know before you need to know it 50

51 Columbus discover America

52 You do not know what you know before you need to know it 52

53 53 Impossible is just a big word thrown around by small men who find it easier to live in the world they ve been given than to explore the power they have been given to change it Impossible is not a fact it s an opinion! Impossible is not a declaration - it is a dare! Impossible is potential. Impossible is temporary. IMPOSSIBLE IS NOTHING.

54 54 Vilje og mot Nike: Just Do it! Adidas: Impossible is Nothing JUST DO IT!

55 55 The proof is in the pudding Your delivery is your exam