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Volume 17 • Issue 5 • September 2017
Our Perspective

First of all, the U.S. had a horrific couple of weeks with weather affecting millions. We sincerely hope that you and all of your loved ones are now in a safe and secure place.

We all know that the digital world has changed everything. For instance, did you know that cursive writing is in danger of disappearing from school curricula resulting in students having trouble reading and writing by hand? If a student is unable to study the written Declaration of Independence it could make for a poorer learning experience, but what about the effect this has on our workplace? Here is a look at how communication techniques may have to be adapted.

Some of you have reached the point in your careers where you wish to pass on some of your knowledge and experience. If you are considering becoming a mentor, but are unsure about what steps to take first, we have a couple of points to prepare your journey.

Please keep in touch.

Your friends at Collarini

Upcoming Events^ Back to Top


Henry B. Gonzalez Convention Center
San Antonio, TX

October 9-11, 2017

SEG Annual Meeting

George R. Brown Convention Center
Houston, TX

September 24-29, 2017

Employer Tips^ Back to Top

Tips for Old and New Age Communication

Teachers have been lamenting for years that schoolchildren who grew up on keyboards are unable to read and write in cursive style. Learning becomes much more challenging when historical documents have to be studied, or when digital writing devices are not available and handwritten notes are necessary.

And now that the digital children have grown up and have entered the workforce we must learn to adapt to each other's styles.

Here are some points to think about:
  • Accept the digiverse. Boomers, and the generations before them, relied on personal interactions and the telephone to get things done. Now we also text message each other, even when in the same room. This does not mean that personal meetings and phone calls are a thing of the past. Digital communication will live alongside "analog" quite well; television did not cause the predicted extinction of film. When it comes down to it, we will still resolve matters by talking to each other in person. Texting is a complement, not a replacement.
  • Tweet-size it. It may be a challenge to express meaning in 140 characters, but short does not mean "fluff". Learning to express the essence of any particular subject in a very concise manner for digital devices and applications will get even more attention. It takes practice, but it can be done.
  • Stay connected. Eight-to-five schedules are still around, but they are becoming less prevalent in the professional world. Embrace this concept! We can now answer messages from work in the middle of a work-out out at the gym. Being reachable on mobile devices is the new reality. This is a positive, since it keeps a work team together and engaged. The downside is the potential for "compulsive connection." An observant manager will differentiate between commitment and such compulsive behavior and should provide guidance to establish healthy downtimes.
  • Accept shorter career arcs. The digital age has accelerated all time lines including those that used to define our career cycles. Yes, the days of one company-one career are long gone, but expectations for career advancement have increased. It is vital to communicate to your millennial workforce frequently, perhaps every couple of years, what advancement they can expect. Individuals look forward to making a positive move much sooner than in the past. This does not mean everybody can be a manager in two years, but your organization needs to adapt as much as possible to provide timelier advances and increases in responsibilities.
  • Assign meaningful work. Remuneration and competence for a particular job position need to be well defined and accepted. But that is not all. Today's workforce wants to know that a position will fuel their passions. Looking for job satisfaction is not a new concept, but a younger workforce has become more demanding on this point. The challenge is to establish job profiles that take into account an individual's career path and to find the right person to get the job done today. Both can be accomplished.
Today a number of different generations are working together in our industry. This creates wonderful opportunities for learning exchange, but it also poses challenges. We need to learn to empathize and to motivate each other, even though we had different tools and experiences in our own formative years.

This is asking managers of an organization to address communication styles and related skills and not ignore them as less important "soft factors." In the end, if differences in styles are not handled well, then there may be disappointment. On the other hand, well-managed communication will make for a more congenial and effective workplace.

The result will be that word gets around, digitally or the old-fashioned way, that to work for your company is an excellent choice for many reasons.

Talent Pool^ Back to Top

The following biographies are just a small sampling of the kind of talent available in our talent pool of over 24,000 experts. Please call our placement managers if you are interested in learning more about these professionals, or check out our website for more candidates.

Geologist with a master's degree in geology and 10 years of experience working for a major operator, a large independent, and a small independent. Experience includes mapping, formation evaluation, log evaluation, 2D and 3D seismic interpretations, mud and open-hole logging, play and reservoir analysis, field studies, horizontal well planning, permitting, pad construction, geosteering, drilling operations, recompletion evaluations, completion and stimulation recommendations, complex field planning and development, farmout proposals, oil and gas commission hearings, and management reports. Geologic plays worked include the Atoka, Bossier, Cleveland, Dakota and Gallup, Eagle Ford, Fayetteville, Granite Wash, Haynesville, and Woodford. Computer skills include GeoGraphix, DecisionSpace Geosciences, Petra, ArcGis Desktop, Stoner Engineering Software, and TerraVu. Ask for G2596

Geologist with an MBA, a master's degree in geology, and eight years of experience working for small, independent operators. Experience includes mapping (structure, isopach, O/G in place, TOC, RO, and hydrogen and oxygen indices), hydrocarbon pore volume estimates, field studies, recompletion evaluations, regional formation top correlation, offset production evaluation, development planning, pre-drill planning, spacing tests, geosteering, unconventional drilling, post-well performance reviews, and data trades. Geologic formations worked include the Pettit, Travis Peak, Rodessa, Cotton Valley, Granite Wash, Haynesville Shale, Eagle Ford Shale, Angelina River Trend, Woodford Shale (New Mexico, Texas, and Oklahoma), Fayetteville Shale, Marcellus Shale, and the Arkoma basin. Ask for G2598

Field Engineer with an MBA, a bachelor's degree in computer information systems, and 12 years of experience working for service companies. Experience includes horizontal tractor operations, perforating, plug setting, logging, production logging, fishing, manipulation of sliding sleeves, onshore and offshore coil tubing, wireline logging through CT, N2 lifts, milling plugs, sand cleanouts, plug-and-perforations, evaluation of electronic PCB assemblies, component validation, crew management, parts and equipment inventory, and work reports. Geographic areas worked include Arkansas, Colorado, Louisiana, New Mexico, North Dakota, Oklahoma, Pennsylvania, Texas, West Virginia, Angola, Equatorial Guinea, and Norway. Computer skills include Cerebus 11.5, tractor monitoring software, financial planning software, computer programming, Labview, and Viewstation. Ask for P990

Drilling, Completions, and Production Engineer with a bachelor's degree in petroleum engineering and 15 years of experience working for a major operator, small independents, and service companies. Managerial experience includes exploratory drilling, vertical and horizontal drilling operations, completions, production operations, workovers, remediation, and consultant management. Additional experience includes reserves, economics, forecasts, AFEs, variance reports, permitting, regulatory compliance, behind pipe prospecting, CO2 field development, pipeline and compression facilities, wellbore utility studies, production optimization, high pressure and temperature completions, artificial lift, failure studies, compression optimization, SWD modification, asset development, production reporting systems, technology upgrades and rollouts, and training of engineers, technicians, foremen, and managers. Geographic areas worked include the Barnett Shale, the Gulf coast, Michigan, New Mexico, Oklahoma, the Permian Basin, east Texas, west Texas, offshore Texas, and Wyoming. Computer skills include FieldDirect, PowerTools, PERFORM, ARIES, Enerdeq, XSPOC, XROD, WellView, and WellEz. Ask for DO560

Division Order Analyst with over 30 years of experience working for major operators and small independents. Experience includes lease analysis and set up, chain of title review, title opinion analysis, title curation, transfer of interest, redistribution of suspended funds, pay code changes, suspense maintenance and review, net revenue interest, rental payments, minimum royalty and shut-in payments, obligation reports, and JOA analysis. Geographic areas worked include California (the LA and San Joaquin basins), the Gulf of Mexico, Louisiana, New Mexico, North Dakota, Oklahoma, Texas, and Wyoming. Computer skills include Word, Excel, Excalibur, Quorum, and Oracle. Ask for L1300

Lease Analyst with a bachelor's degree in sociology and nine years of experience working for a major operator, a large independent, and a small independent. Experience includes lease review and tracking, lease transfer to production, lease verifications, title opinion review, title curation coordination, unit declaration review, map analysis, AFE coordination, revenue and joint interest billing, divisions of interest, interest transfers, ownership determinations, ownership changes, ownership spreadsheets and decks, owner relations, activation and deactivation of leases and contracts, and tax deductions. Geographic areas worked include Pennsylvania and Texas. Computer skills include Enertia, Excalbur, Tobin, Quorum Land System (QLS), MS Windows, Word, Excel, WordPerfect, Outlook, and People Soft. Ask for L1166

Division Order Analyst with 15 years of experience working for an energy company, a pipeline company, a large independent operator, and small independents. Experience includes chain of title construction and maintenance, research, acquisition of legal records, lease analysis and interpretation, assignments and title documents, owner relations, ownership change processing, distributions, payments, suspense/release, records updates, file maintenance and restructuring, land lease file preparation, and divestiture data preparation. Computer skills include PI/Dwights, Excalibur, PA (Production Access), NeuraScanner, Tabquik, OmniRIM, Waterfield, Quorum, and Microsoft Word and Excel. Ask for AA1273

Accountant with a master's degree in accounting and eight years of experience working for major operators, small independents, and service companies. Experience includes account reconciliation, variance analysis and reclassification, annual close processes, SAP and HFM month-end journal entries, SunGard monthly journal entries, bank reconciliation, EBIT analysis, debt scheduling, solvency statements, payroll (journals, detail reconciliations, and costs and estimates), month-end closings, hedging analysis of energy commodity derivatives, operational internal audit tests, quarterly budget forecasts, general ledger entries, Access queries, technology upgrades, regulatory compliance (SOX and SFAS 133 and 157), expense reports, cash and expense account audits, and invoice processing. Computer skills include SAP R/3, Oracle, Hyperion, and SunGard. Ask for A1626

Engineering Technician with 15 years of experience working for small, independent operators. Experience includes daily production reports, oil purchaser statement reconciliation, lease setups and maintenance, daily production reports, monthly production analysis, SOX compliant allocation letters, regulatory reporting (ONRR, the State of Louisiana, and the Texas Railroad Commission), technology training, and production data training for field personnel. Computer skills include Landmark TOW/CS (Total Oilfield Workstation), RRC, Sonris (LA), BOEMR, ONRR, Merrick Systems CARTE, ProCount, eVIN, Petroregs, and all Microsoft applications. Ask for TE702

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Career Advice ^ Back to Top

So You Want to Be a Mentor?

You may have had the desire to become a mentor and pass on what you know to the next generation in our industry. If you are unsure what might be expected of you, relax. Mentoring is not a deep science, and it is almost certain that you have shown traits or acted as a mentor in the past without realizing that you did.

First, a quick point to avoid confusion: there is a difference between coaching and mentoring. You may have done all or parts of both. Coaching is generally task oriented and short term, whereas mentoring tends to have longer duration with a focus on building relationships.

If your employer has an established mentoring program, then introductions are easier and most likely facilitated by somebody in the organization. But if you are meeting somebody from the outside through your personal network, then you have more to think about to begin your relationship on the right foot. Here are five tips to provide that starting point to your career as a mentor:
  • Decide on the format and setting for meeting. It depends on the individual's physical location and preferences, of course, but deciding where to meet is important. A welcoming and calm atmosphere without too many interruptions goes a long way towards having a fruitful first conversation. Once a relationship is created, rules will probably relax a little, but initially an environment where you can understand each other well is important. For example, local libraries have meeting areas which make for a thought-stimulating atmosphere!
  • Be welcoming from the start. Mentees might feel that they are taking time or somehow bothering the mentor. This can impede the process of building a relationship. It is a mentor's role to put the minds of their mentees at ease. A tip: mentors can express that they are looking forward to learning something, too, which will further break down barriers.
  • Get to know each other. Before ideas and goals can be exchanged, it is important that the partners get to know each other. Exchanging bios or resumes is a good start. The first few meetings are important to establish rapport and to set a framework to manage expectations. Initially both parties will have to find out the other's passions to tap into future sources of inspiration: a lover of books might draw inspirations, ideas, and understanding differently than the person who enjoys the outdoors and likes to spend time in nature.
  • Develop a curriculum. Once a rapport is built, it is a good idea to prepare a written plan and schedule. This does not have to be a rigid and overly restrictive document, but it should serve as a general road map to how often meetings might be held and which general topics could be discussed. Don't be afraid to get on a different path once in a while as subjects of current interest arise. The whole idea is to avoid a nagging feeling of "What do we do next?" by putting a bit of structure into your relationship. Mentor and mentee can now talk about important items rather than logistic details.
  • Be yourself. When people take on the role of mentor, they may assume they have to behave in certain ways or stick rigidly to their own fields of expertise, which could limit the free-flow of ideas. By being yourself and utilizing your life's entire "box of chocolates", much more can be learned and shared: weaknesses and how they were overcome, failures and what was learned from them, and poor choices and the effects they had on your life. These are all examples of what mentees can learn from their mentors as guiding ideas for their own life and career.

We hope you enjoy your own learning experience as much as many mentors have before you. We would love to hear from you and your own impressions of being a mentor and what you found out about yourself along the way.

About Us ^ Back to Top

Connecting the Industry's Experts...

Collarini Energy Staffing is a full-service agency specializing in the placement of personnel including the disciplines listed below.
Collarini Energy Experts manages projects to provide Fit-for-Purpose solutions for upstream oil and gas using these same experts.

Accounting and finance personnel
Administrative and clerical personnel
Business analysts
Civil and architectural engineers
Data Management
Drilling engineers
Drilling operations supervisors
Energy trading professionals
Facilities engineers
Geologists, geophysicists, and petrophysicists
Health, safety, and environmental personnel
Human resources personnel
Instrument and electrical engineers
IT professionals
Land, legal, and supporting personnel
Marine engineers and naval architects
Materials and corrosion engineers
Mechanical engineers
Operations supervisors
Pipeline, riser, and subsea engineers
Process engineers
Procurement personnel
Production engineers
Production operations supervisors
Project managers and support personnel
Quality control and inspection personnel
Reservoir engineers
Sales and marketing professionals
Technical writers
Technicians, drafting and graphic
Technicians, engineering and geoscience

Guiding Careers to the Next Level...

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1500 S. Dairy Ashford Road, Suite 350
Houston, Texas 77077

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