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Apply NOW for the Energy Academy mentoring program! Are you concerned about transitioning from school to work? Join our mentoring program to develop your professional skills and competencies. The Energy Academy mentoring program starts again in December 2024, and it is organized jointly with the region’s higher education institutions. The companies and local organizations involved in the program include ABB Oy, Danfoss, Etha, Hitachi Energy, City of Vaasa, Vaasan Sähkö and Wärtsilä Finland. We are looking for promising talents and skilled students who will commit to the mentoring program and can develop themselves while studying before entering the job market. This mentoring program for students offers a unique opportunity to acquire new skills and knowledge in addition to growing your network to support future career opportunities. Who are we looking for? We are looking for students from various fields in different stages of their studies. Mentee selection is based on the received applications and the mentors’ professional positions and backgrounds. This year we have around 20 mentors from different business areas (e.g., software development, IT, R&D, sales and marketing, finance, product management, project management, automation, IoT, HR, sustainability, law, HSE, business development). MENTORING GOALS Mentoring is a key tool in development. The tactic knowledge and experience shared during the program will support competence development. The goal of the program is to support you in developing your skills and competencies for employment. The mentoring program will also develop your social skills, and you will gain more confidence. We greatly value the fresh perspective and experiences that students bring to the program. More specific mentoring goals will be defined together in the beginning of the mentoring process. During the program, we will also organize joint networking events for mentors and mentees. How to apply? Please apply for the mentoring program by October 7, 2024. The first networking session (kick-off) for the selected mentor pairs will be held on 3 December 2024. The mentoring program lasts approximately six months. The mentoring sessions will be scheduled with your mentor. Please complete the FORM and tell us why we should choose you for the mentorship 👉 https://lnkd.in/gxsfj3hd The interviews will be held in November. Further information: marika.kuusisto@hitachienergy.com 

Mentoring as a Learning Tool Mentoring is a relationship of guidance and support in which an experienced individual (the mentor) shares his or her knowledge, skills and experience with a less experienced individual (the mentee). It is a powerful learning tool that has been recognized since ancient times. In ancient Greece, philosophers such as Aristotle and Plato emphasized the importance of mentoring. Aristotle believed that education was essential for developing character and rational abilities, while Plato saw mentors as crucial figures who helped students reach their full potential. Benefits of Mentoring: Mentoring offers numerous benefits to mentees, including: - Acquisition of knowledge and skills: Mentors can share their expert knowledge and guide mentees in developing new skills. - Professional development: Mentoring can help mentees identify strengths, set goals, and advance their careers. - Personal growth: Mentors can provide emotional support and guidance, helping mentees overcome challenges and develop their values. - Broadening the network: Mentoring relationships can connect mentees with other professionals and expand their opportunities. How does Mentoring Work? Successful mentoring relationships are based on: - Trust: Both parties must trust and respect each other. - Open communication: Mentors and mentees must communicate openly and honestly. - Establishment of objectives: Clear goals must be established to guide the mentoring process. - Regular feedback: Mentors should provide constructive and timely feedback to help mentees improve. Thus, mentoring is an invaluable learning tool that has been used for centuries. By connecting mentees with experienced mentors, mentoring can accelerate professional, personal, and academic growth. By emulating the teachings of great thinkers like Aristotle and Plato, we can harness the power of mentoring to foster continued learning and development. Take advantage of the experiences and knowledge of our mentors at Geociencias Virtuales C.A., and at GeoVirtual Consulting Marketplace, and develop your technical capabilities to the fullest... while we all learn in the process. Saludos por el mundo. PETRONAS Petrobras Pakistan Petroleum Limited Sonangol

Someone asked me whether this is a part of a training activity. Well, upon reflection, it's an activity not in training but an activity I facilitated in a 3-day program in Kuala Lumpur, Malaysia, last weekend. . I first learned the basics of facilitating this activity in September 2017 (again in Kuala Lumpur, Malaysia) when I joined the TetraMap Facilitator Certification course. And, of course, I still need to settle at the beginner level. So, during these few years (other than the three years of lockdown due to COVID-19), I was constantly looking for ways to make this activity better ... better because I had to ensure that the participants were not playing the activity for the sake of doing it . So, yesterday, I drew out lessons on leadership styles, communication versus non-communication, miscommunication, energy, synergy, negotiation, mergers & acquisitions, and money belief. . Talking about money belief, the participants participated by playing with money because I always believed that people attach their emotions to a piece of paper (called money). When emotion is high, intelligence is low. That's the memorable part I have from facilitating this activity yesterday. You see ... you and I can learn to facilitate the same activity and follow the manual. As a Master Facilitator, learning how to design an activity (which I am now teaching on Day 4 of Blair Singer's Mater Facilitator Program) is way more important than learning how to facilitate it. In the end, the context is more important than the Content. . I so wish I could have 2 days to debrief this activity. Well, two days? Can meh? Of course! Once you master the debrief template I am teaching on Day 2 of Blair Singer's Master Facilitator Program, you will understand what I am talking about. The short answer is "Can!". Even 5 days is a possibility. All you need to do is to stay present and curious and follow our Debrief Template. . I am happy to say I developed a more advanced version of this activity (called Geodesic Dome). I will remember this experience for a very long time. . Thanks to all 51 participants who played full out in this activity yesterday, giving me the most valuable thing as a facilitator - an experience. . Like I said to my students often, learning is not by learning but by doing. And once you have the experience, you earn the right to share it with your students, coaches, mentees, and workshop participants. See some of you in my upcoming TetraMap Facilitator Certification (March 15-17) in Singapore and Blair Singer's Master Facilitator Program in March and April in Kuala Lumpur, Malaysia. . #tetramap #tetramap #tetrahedron #certifiedtetramapfacilitator #mastertetramapfacilitator #MTF #CTF #TFC

Training and mentorship serve different purposes in professional development, though they often overlap. Here’s a breakdown of the differences 1. Training Objective - Focuses on imparting specific skills or knowledge. Duration - Typically structured over a fixed period, such as a course or workshop. Format - Formal, with predefined learning outcomes and curriculums. Approach - Trainer delivers information, provides instructions, and guides participants on particular topics (e.g., digital marketing, data science). Scope - Can be technical or skills-based, with an emphasis on achieving specific competencies. 2. Mentorship Objective - Centers around personal and professional growth, guiding long-term career or business decisions. Duration - An ongoing relationship without a fixed end point, often lasting months or years. Format - Informal, with conversations shaped by the mentee’s needs and goals. Approach - A mentor offers advice, shares experiences, and provides guidance, often focused on holistic development (e.g., leadership, career strategies). Scope - Broader and often includes guidance on mindset, networking, and personal development beyond technical skills. In short, training is more about teaching specific skills, while mentorship focuses on long-term guidance and growth. P.s Which way would you prefer?

Hire for Attitude and Aptitude; Teach Tools and Tactics; Encourage Learning and Growth.   I recently found a supervisor training class I wrote years ago. On the introduction slide for the section titled "Your Team," I had written the above principles.   When I was hired for my first job at NASA, I was fortunate to have an amazing boss and fantastic co-workers who served as great mentors.   Jose Amoedo, my first real boss, was our fearless team lead. He and Jay Bondi selected team members not just for who they were but for the potential they had to grow in their skills (capability) and contributed to the team’s cohesion and character. This approach acted as a force multiplier, where the right character amplifies the strengths of others, while the wrong character diminishes the team’s overall potential. Jose and Jay "Hired for Heart."   Don Jacob and Don Fuhrman were exceptional teachers. They didn’t expect us to know everything, but they did expect us to learn—and learn quickly. This wasn’t just about technical training (tools) but also about understanding the methods, processes, and the unwritten cultural rules of the team and the organization (tactics). These things must be taught. As a new employee, making avoidable mistakes while "learning the culture" is not only potentially devastating to morale but could result in years of political consequences. Therefore, "Coach for Competence" and create foundations for lasting mentorship bonds.   One day, I'll write about the clear distinction between the skills that should be provided through training and those expected to be developed through personal initiative and self-improvement. James U'Ren, Greg Flesch, and Gary Clough were my gurus. They taught me this essential lesson: 'RTFM' (Read the Freakin' Manual). While this might seem harsh, it underscored their expectations for self-motivated learning and the recognition that no one needs to know everything. Pushing us out of our comfort zones sent a strong message that independent learning is part of our responsibility—and, by their example, they demonstrated how bringing that knowledge back to the team serves as a catalyst for continuous innovation. They "Inspired Improvement" not only through their actions but also through their expectations.   I have spoken to many misguided managers who have passed over amazing people. Typical conversations went like this:   "I've been trying to fill this position for six months! I found some great candidates, but none of them are experts in the Oracle OTL Fast Formula module."   "Well, can't you hire the candidate with the most potential and send her to training?"   "Ugh! That takes too long, and once I train them up, they'll just leave for another job."   So, I hired them. And I built some awesome teams!   No acronym this week—but if I were to rewrite that title slide today, it might read a little differently:   - Hire for Heart - - Coach for Competence - - Inspire for Improvement -

Key Elements of a Mentorship Program: A successful mentorship program involves several key elements: 1. Clear Goals and Objectives: • Define the purpose: Clearly articulate the goals and objectives of the program, such as career development, skill enhancement, or knowledge sharing. • Align with organizational needs: Ensure that the program aligns with the organization's overall goals and strategic direction. 2. Careful Matching: • Assess needs: Evaluate the needs and goals of both mentors and mentees to ensure a good match. • Consider factors: Consider factors such as experience level, career aspirations, and personality traits when pairing mentors and mentees. 3. Structured Program Design: • Regular meetings: Establish a schedule for regular meetings between mentors and mentees. • Activities and workshops: Provide opportunities for mentors and mentees to engage in activities and workshops that support their development. • Feedback mechanisms: Incorporate feedback mechanisms to assess the effectiveness of the program and make necessary adjustments. 4. Ongoing Support and Guidance: • Mentorship resources: Provide resources and tools to support mentors and mentees, such as training materials, templates, or online platforms. • Check-ins: Conduct regular check-ins to monitor progress and address any challenges. • Mentorship training: Offer training and development opportunities for mentors to enhance their skills and effectiveness. 5. Evaluation and Improvement: • Collect feedback: Gather feedback from both mentors and mentees to assess the program's effectiveness. • Measure outcomes: Track and measure the outcomes of the program, such as career advancement, skill development, or increased job satisfaction. • Make adjustments: Use feedback and data to make necessary adjustments and improve the program over time. 6. Commitment and Accountability: • Expectations: Clearly communicate expectations to both mentors and mentees, including their roles and responsibilities. • Accountability: Hold both mentors and mentees accountable for fulfilling their commitments. • Celebrate achievements: Recognize and celebrate the successes of both mentors and mentees to foster a positive and motivating environment. By incorporating these key elements, organizations can create effective mentorship programs that provide valuable opportunities for both mentors and mentees to grow and develop.

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BEYOND CHEMICAL PROCESS ENGINEERING #1: COACHING, MENTORING, COUNSELING OR TRAINING? Have you ever asked yourself what you must do to work, shift or improve your career in chemical process engineering and plant design? Or have a successful career? Let me tell you that in the first 10 years of my career, I hadn’t done this kind of question to myself. Although I did a specialization in Chemical Process Engineering and another in Reliability Engineering, in those years, I did not know how to drive my career. However, everything changed around 2018 when I became aware of personal development subject. DIFFERENT WAYS There are different ways to start your personal development in chemical process engineering and plant design. For sure, having someone to support you is the fastest way. But what kind of assistance should you look for? Depending on your choice, you can get it through books, training, podcasts, seminars, one one-on-one meetings, group meetings and so on. Let’s start with the basics. In this post, I will clarify what is coaching and mentoring. COACHING Coaches endeavor to enhance the performance and well-being of individuals or groups by establishing goals, delving into values and beliefs, and devising action plans. Rather than offering direct advice or instructions, they primarily employ questioning techniques to foster self-awareness and self-guided learning. Coaches do not need expertise in the coachee’s specific field; in fact, their lack of familiarity can promote neutrality and lead to more open-ended inquiries. MENTORING Mentoring involves an experienced professional consistently providing guidance to a less experienced professional. Mentors serve as professional guides, offering insights and addressing queries from their mentees. The main purpose of mentoring is to help develop the career path of an individual and help them succeed in their role. If a person has a mentor to turn to for help, they will be able to complete tasks properly and effectively. Mentor-mentee relationships can evolve into friendships over time, lasting for years. I hope you have liked this new series "BEYOND CHEMICAL PROCESS ENGINEERING". Every Saturday, I will share a new subject related to my experience with personal development. Let me know your feedback in the comments 😁 You can get access to the full text covering coaching, mentoring, counseling and training at https://lnkd.in/ezeXdiVH #chemical #process #engineer #hysys #aspenplus #chemicalengineer #processengineer #processsimulatio #jefersoncostaengineer #inprocessbooster #processdesign #piping #linesizing #pfd #separator #aspenhysys #processengineering #chemicalengineering #petrochemical #simulation #plantdesign #PnID #gas #dehydration #naturalgas #oilrefining #mentoring Picture source: Witten.Kim

The importance of training. One thing that's missing from many job adverts is information on the training that will be provided as part of the role. Training is vital for employees to feel valued and supported. It plays an essential role in professional development and the generation of new ideas, and it empowers us to approach projects from a new angle. Over the past year, I was fortunate to attend a range of training sessions as part of my role - here are some of my personal highlights: 🙎♀️ Line Management: Supporting colleagues is a big part of my role, and having the relevant training has empowered me to make it an incredible experience of partnership and continued learning. 💯 Insight: Using data to our advantage is vital when making decisions, planning projects and supporting students. Having the toolset to analyse feedback effectively has made a huge difference to our teams' approach this year. 🤝 Managing Conflict & Mock Mediation: There's conflict in any place, but as part of my role I also support students with resolving their conflicts. I empower them to find solutions for themselves - in light of this, these sessions have been invaluable to my professional journey. 📣 Giving and Receiving Feedback: It's important that we help each other improve by communicating feedback constructively. Being trained to give and receive feedback has hugely shaped the interactions I've had with my colleagues this year. 🔋 Responsibility and Delegation: Sharing projects and working together is so important to make sure that things get done. This session greatly enhanced my ability to share work with colleagues effectively - both when being given projects and when delegating work to others. This training makes me more confident in my role, and has accelerated my growth as a young professional. Shout out to Ruth Fernandes, Acas and BiteSize Learning for the great sessions, and thank you to University of Manchester Students' Union for continuously supporting my professional development. What does your employer do to support your learning and development?

"Why would an engineering consultancy invest in mentoring?" the answer can be complex and long so I'll write to a single point, "confidence". In 2 days I've had 3 mentoring sessions (4th requested a delay). In each case I saw I was supporting each engineer to confirm they were improving themselves in the right direction and giving them confidence to comfortably keep pushing. They are most definitely self driven and very capable. One I offered the assessment that they are working to a level years ahead of their average peer and not to think they aren't ready to go further. Another I reinforced their belief that there was great value in working to understand engineering from a first principles perspective and not just relying on calculations by others. The third was more experienced and I wanted to confirm they are pushing for change and improvements in the right direction. In fact I asked them to consider pushing a step further and start mentoring newer engineers. Their training presentation (next day) was awesome and showed me that you can deliver breadth and depth at the same time to keep all levels of experienced engineers interested. Our leadership has been clear with the plan to grow by accelerating our current engineers knowledge and experience while recruiting more good people. Annual promotions have been replaced with quarterly promotion announcements. The business is confidentially investing for growth and the plan is to support the engineers so they have the confidence to grow at a pace they are comfortable with. It's taken decades for me to see mentoring be so supported and prioritised.