Presentation on theme: "UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS PETROLINK UK/NW MENTORING PROGRAM LESSONS LEARNED ROUND 2 2007 - 2008 RUNE KVERNBERG ABERDEEN."— Presentation transcript:
UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS PETROLINK UK/NW MENTORING PROGRAM LESSONS LEARNED ROUND RUNE KVERNBERG ABERDEEN 1 JUNE 2010
UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS Mentee Person-Harper Ltd, Teeside, UK Business: Content Engineering to various industry segments including oil & gas. No of employees: 50 Representative: Steve Pearson Position: Managing Director Objective: Keen to explore the Norwegian oil & gas market for expansion of business
UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS Mentor Kongsberg Maritime AS, Kongsberg, Norway Business: Multi-technical corporation within positioning, navigation and automation to the shipping and offshore industries in Norway and internationally. No of employees: 2,500 Representative: Rune Kvernberg Position: Business Development Manager, Oil & Gas Objective: Keen to assist a UK company to expand into the Norwegian oil & gas market and to gain more insight into the UK market in view of own business development plans for the UK.
UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS Framework Establish objectives and targets – individually and jointly. Exchange viewpoints on oil & gas industrys need for Mentees and Mentors products & services in each others home market. Understand the supply chains, how they work, where differences exist and how values are perceived and rewarded in terms of purchasing. Estabslish differentiators to guide bussines plan development. Meet with users of products & services to broaden understanding of technology, application and practical business demands. Consider how to develop Mentee and Mentor products & services to become attractive in the two markets. Study business models for profitable development of the markets. Prepare key points for action plan to expand businesses into Norway and the UK respectively. Priority was clearly given to Mentees business development issues.
UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS Lessons learned Challenges: Allocation of sufficient time and dedication for the mentoring program. Difficult to gaining attention for the program in Mentors organization. Low frequency of contact between Mentor and Mentee hampered continuity of discussions and work. Exchange of viewpoints, experience and solutions among the program participants. Opportunities: Mentee found the program to be useful and to provide considerable insight into the Norwegian market and its business processes. Mentor identified opportunities for further development of applications and services incl. for the establishment of a possible partnership with Mentee. Specifically, the connection of Mentees library and associated services to Mentors dynamic plant control & analyses offerings should have a cooperation potential.
UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS Improvement potentials Assign sufficient time and dedication for program participation. Mentor and Mentee to share detail as regards business conduct, drivers and interests upfront as a means to guide development of viable business model for new market entry. Have all program participants to share business experience, opportunities and challenges in more detail. Program Management to be more active in following up and guiding of plans, initiatives and conclusions. More reporting to Program Management necessary to keep up momentum and allow discussions and facilitation of practical outcome. Spend more time to inform about UK/NW formal and informal business practices. Add more business & social contents in conjunction with program meetings by using local opportunities at venue of meetings.
UK/NW Mentoring Program | 1 June 2010 Copyright: Petrolink AS Testemonial Overall impression: A great scheme, but theres more potential! However, at times frustrating due to lack of progress. No follow-up of the conclusions from the program initiated – neither jointly nor individually by actual Mentor and Mentee. Is there a life after close-out meeting? Of course, but it takes what it takes from both Mentor and Mentee – dedication being the main driver!
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