• Chairman's Monthly Newsletter - Chad Senters - November 2017

    ​​Several of our section officers, including myself, were able to attend the ATCE in San Antonio last month.  The conference was well attended and had an excellent technical program as always.  There were many opportunities to network with students and members from around the world and to share our knowledge and experiences.  One of the things we continue to receive positive feedback on is the free webinar we are providing to our members in Oklahoma City.  We also learned of some of the changes coming in the structure of SPE.

    One of the exciting changes announced is a newly created regional award for service.  The winner of this award will be a member who performs outstanding service to the community.  I am sure we all know someone that is applicable to receive this award.  Nominations are now open for all regional and international awards.  It is surprisingly easy to fill out an awards nomination.  A couple of sentences is all it takes to get the process started and the nominee will then provide the requested details.  If you know someone that deserves to be recognized on a regional or international level and don’t feel you have the time to fill out a nomination or would like to avoid talking to a potential nominee directly we can help.  Just email me or any of our section officers with the name of the person you would like to nominate and why and we’ll take care of the rest.  The deadline to submit an international award nomination is February 15th and the deadline for regional awards is March 1st.

    The SPE Hydraulic Fracturing Technology Conference will start January 23rd of2018.  The conference is held in the Woodlands each year and showcases fracturing and completions technical content as well as networking opportunities.  In addition to our OKC oil and gas bi-annual symposium (formerly known as the POS) the HFTC, URTEC, and ATCE are great conferences to showcase your technical skills.  There are additional technical events that can be found on spe.org under “call for papers” as well.  We are always pleased to see how many of the OKC SPE section members have written and presented papers at these conferences.  Have you considered writing a paper for a conference or technical journal and have any questions on where to start, what it requires, etc.?  Let one of our officers know and we can pair you with one of our paper writing mentors to guide you through the process.  There is no charge for the mentorship but BEWARE, we might call you up and ask you to present your topic at one of our local technical events.

    Please be safe as we continue to increase activity and train employees who are new to our industry and have a great week.

    Chad Senters
     405-312-9239 (c)

    Chad.senters@corelab.com More

  • Chairman's Monthly Newsletter - Chad Senters - September 2017

    As we enter the month of September many SPE sections are now resuming monthly meetings and events.  Another great thing about the OKC SPE section is the fact that we don’t take a vacation.  As a matter of fact we continue to host excellent technical and social events throughout the summer.  We have historically had a small drop in attendance but it really does not seem to correlate to vacation season.  By keeping the summer months active with events the students from the SPE chapters we support who intern in Oklahoma City have an opportunity to attend over the summer months so that alone is a good reason to continue working hard year round.

    Last month I went into detail on soft skills training and appreciate all of the feedback that we received on aiding in the improvement of this important skillset.  I wrote about intrinsic motivation and we have since had our 2nd Annual Awards Banquet (please read the article on the banquet in the newsletter).  I am excited to be a part of this process and I hope that we have encouraged many of the award winners to continue to do what they do with renewed enthusiasm.  Time management is a soft-skill is another “not so soft” skill that each of us have to practice whether we want to or not.  Time only runs in one direction and we can’t get more than 24 hours in a day (believe me, I have tried).  Many SPE volunteers are required to “make time” for activities related to section operations and continuous improvement. 

    We all have things that we value in our life and have to prioritize our schedules around these values.  The concept of “making time” is really stealing time from something we value and shifting it to something we value a little bit more.  We have to take great care not to accept too many commitments and leave little time for what we value the most.  It is difficult to remember the last time that I really had “ample time”.  For many of us, our industry has a tendency to take away any excess time or boredom.  While things are booming there are many projects to be completed and can’t seem to hire support quick enough.  Then unfortunately when things slow down we are left with less resources to accomplish the workload at hand and have to do more with less.  I think an important aspect of an effective time management strategy is to take a look at what you are spending your time on and evaluating how much value these activities provide in your life.  The most difficult, but possibly the most productive component of time management is learning to say “no”.  I would like to think each person has a certain “eagerness to please” and reluctance to disappoint.  When making a commitment that requires your time you are making a promise.  One thing we often fail to realize is if we break a commitment or deliver less than expected results we are breaking a promise.  Breaking that promise can result in a loss of internal and external integrity and the negative effects can be far worse than the perceived negativity ... More

  • Chairman's Monthly Newsletter - Chad Senters - August 2017

    ​August 2017 Chairman Newsletter

    It is amazing how many members in our section have been involved and have been recognized at the regional and international levels.  The Oklahoma oil patch has a way of inspiring greatness and bringing out the best in our industry.  I have several theories on why this is true but I can’t help but think about the amazing way Oklahomans (or even transplants like myself) come together to accomplish great tasks and overcome adversity.  As an industry we are really bad about giving people a pat on the back or an “at-a-boy”.  When I was a young manager, this was something that troubled me as well.  We (as an industry) accomplish so much with minimal resources that often times we are afraid that this will decrease if we ever acknowledge these accomplishments out loud.  Perhaps there is a fear that a pat on the back could make someone complacent or discourage them from accepting challenges.  As I’ve gained experience and built on the experience of others I realized that this could not be further from the truth.  Recognition is a skill and has to be exercised and practiced for it to be effective and feel less awkward.  Like many skills, some people seem to have a natural ability while others struggle to dribble the ball down the court.  This is a “right brain” activity that many engineers who have a tendency to rely on a strong “left-brain” struggle with (at least at first).  I still remember the first time I gave someone intentional recognition outside of an annual performance appraisal.  The particular employee had more experience in the oilfield than I had rotations around the sun.  The employee was also a real “tough” guy that didn’t express any feelings or emotion that I had ever observed and I thought the idea of me telling him “good job” was ridiculous.  I thought it would be almost arrogant for such a complement to come from a person with such a large gap of experience.  I just got out of a managerial training course and accepted this as an action item for intrinsic motivation of my employees.  I sat down with the experienced employee and looked him in the eye and told him very specifically that he did a good job on a recently completed project and detailed what I liked about it.  After he realized I was not using this complement as a way of softening up a “needs improvement” meeting he was truly grateful for the recognition.  I was amazed to find that he was not a creature without emotion and that his performance somehow increased even further.  This was over 10 years ago and I still remember how awkward I felt the first time I attempted intrinsic motivation.

    SPE gives an opportunity to recognize the tremendous efforts of our workforce through regional and international awards (more to come on that when nominations open up).  Our local Oklahoma City section will be acknowledging these awards recipients as well as outstanding local contributions at our 2nd Annual SPE OKC Awards Banquet.  If you did not get a chance ... More


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