Carbon Capture, Utilization, and Storage (CCUS) is emerging as a promising technological solution to help polluting industries decarbonize their operations and meet sustainability goals. Oil and gas, along with mining and construction, are among the most carbon-intensive sectors. These industries face increasing pressure to reduce their carbon footprint to help accelerate the global transition to net zero. 
Today, the oil and gas industry only contributes 1% to total renewable energy investments globally, which is why there is such a massive push for decarbonization in the sector, with CCUS playing an important role. CCUS involves capturing CO2 from large point sources, such as power generation or industrial facilities, and utilizing or storing it safely underground. As mentioned in an <a href="https://www.spglobal.com/commodityinsights/en/market-insights/podcasts/energycents/041323-carbon-capture-storage-climate-technology-molecule-upstream">S&amp;P Global podcast</a> with industry experts Derek Gonsuron and Hill Vaden, CCUS must be 10-25% of the greenhouse gas reduction mix by 2050 to hit climate goals across the board.
According to a report by the International Energy Agency (IEA), the oil and gas sector contributes significantly to GHG emissions, with upstream oil producing 45Mt of methane emissions in 2022 and upstream gas producing 25Mt. The oil and gas industry accounts for half of today&rsquo;s energy supply but produces over 18 CO2 emissions, making it a catalyst for CCUS. The oil and gas industry encompasses a range of players, including Majors, Independent Operators, and International/National Oil Companies (INOCs/NOCs); however, <a href="https://iea.blob.core.windows.net/assets/f065ae5e-94ed-4fcb-8f17-8ceffde8bdd2/TheOilandGasIndustryinNetZeroTransitions.pdf">(NOCs) account for more than half of global production and nearly 60% of the world&rsquo;s oil and gas reserves</a>. 
<h2>CCUS in the US Upstream Oil and Gas Industry</h2>
While global efforts to deploy CCUS are significant, the United States has emerged as a leader in CCUS development and implementation in the upstream sector. The <a href="https://www.bedrockpcl.com/about-us/">oil and gas industry</a> has been an early adopter of CCUS technology, deploying it in North America since the 1970s. According to a report <a href="https://www.woodmac.com/press-releases/2024-press-releases/global-ccus-investment-requires-us$-196b-through-2034-according-to-wood-mackenzie/">by Wood Mackenzie</a>, global carbon capture capacity will reach 440 Mtpa by 2034, with storage capacity reaching 664 Mtpa, requiring a total investment of $196 billion (USD). Currently, the US leads this funding, contributing 50% of the total. Several factors drive this leadership:
<ol>
<li class="MsoNormal">Government support: the US government has committed significant funding to CCUS initiatives. For example, the Infrastructure Investment and Jobs Act (IIJA) provides $12 billion to support CCUS technology through 2026.</li>
<li class="MsoNormal">&nbsp;Regulatory Incentives: policies like the 45Q tax credit and the California Low Carbon Fuel Standard (LCFS) have created a favorable environment for CCUS projects, encouraging oil and gas companies to invest in carbon capture technologies.&nbsp;</li>
<li class="MsoNormal">Technology: US companies and research institutions are leading the development of more efficient and cost-effective CCUS technologies, making implementation more feasible for upstream operations. </li>
<li class="MsoNormal">&nbsp;Industry collaboration: Partnerships between oil and gas companies, technology providers, and academic institutions have accelerated CCUS innovation and deployment in the US upstream sector. </li>
</ol>
<h2>CCUS Technology Options and Applications </h2>
The oil and gas sector has become a driving force behind CCUS development globally, with several technologies becoming particularly relevant to the upstream market. The industry is involved in over 90% of operational CCUS capacity worldwide and has contributed to over 40% of CCUS investments since 2010. Many companies in the upstream sector are implementing these technologies, which are helping to reduce Scope 1 and 2 GHG emissions. Here is a list of the technologies being adopted:
<h3>Enhanced Oil Recovery (EOR)</h3>
Carbon dioxide (CO2) injection for enhanced oil recovery (EOR) is a well-established CCUS technique utilized for decades to increase oil production from mature fields. This method, also known as gas injection, involves pumping CO2 into oil reservoirs, dissolving and displacing oil residue trapped in rock pores. This process decreases oil viscosity, pressurizes it, and mobilizes it, creating a concentrated oil bank that&rsquo;s swept to producing wells. According to the <a href="https://www.energy.gov/fecm/enhanced-oil-recovery">US Office of Fossil Energy and Carbon Management</a>, the process can significantly extend the productive life of oilfields, potentially recovering 30-60% more of the original oil deposit. CO2 EOR accounts for nearly <a href="https://www.globalenergyinstitute.org/sites/default/files/020174_EI21_EnhancedOilRecovery_final.pdf#:~:text=CO%20EOR%20is%20an%20important%20component%20of%20U.S.%20oil.%202.">6% of onshore oil production in the United States</a>, notably in the Permian Basin. Globally, about 45Mt of CO2 is captured annually across 11 countries, with approximately three-quarters used for EOR. 
While CO2 EOR primarily boosts oil extraction, it also offers a pathway for carbon sequestration. The injected CO2 can be permanently stored underground, contributing to carbon capture and storage (CCS) efforts. A report by <a href="https://www.globalccsinstitute.com/wp-content/uploads/2020/05/Brief-_CCS-in-OAG-3.pdf">the Global CCS Institute</a> suggests that using anthropogenic CO2 for EOR could reduce the life-cycle carbon footprint of the produced oil by up to 50% compared to conventional methods. 
<h3>Direct Air Capture (DAC)</h3>
In the upstream market, DAC is a promising avenue for achieving net-zero emissions goals and potentially offsetting hard-to-abate emissions from various industrial processes. The technology aligns with the industry's increasing focus on sustainability and carbon management strategies. DAC facilities can be integrated with existing oil and gas operations, providing opportunities for EOR or permanent carbon storage in geological formations.
Recent developments in the CCUS landscape underscore the growing importance of DAC technology. A significant milestone was reached in August 2023 when Occidental Petroleum, a major oil and gas player, announced the acquisition of Carbon Engineering Ltd., a leading DAC technology company, <a href="https://www.oxy.com/news/news-releases/occidental-enters-into-agreement-to-acquire-direct-air-capture-technology-innovator-carbon-engineering/">for approximately $1.1 billion</a>. 
<h3>Carbon Capture from Natural Gas Processing</h3>
In the upstream sector, <a href="https://www.iea.org/reports/ccus-in-clean-energy-transitions/a-new-era-for-ccus">natural gas deposits often contain large amounts of CO2, sometimes up to 90%.</a> For technical and commercial reasons, this CO2 must be removed before the gas can be sold or processed for liquefied natural gas (LNG) production. Instead of venting this CO2 into the atmosphere, companies can use CCUS technology to reinject it into geological formations or use it for EOR. 
An example is the Val Verde Natural Gas Plants in southern Texas, which pioneered a significant shift in CO2 management within the natural gas industry. Instead of venting the separated CO2, which can comprise <a href="https://www.globalccsinstitute.com/wp-content/uploads/2019/08/Introduction-to-Industrial-CCS.pdf">25% to 50% of the raw gas stream</a> (e.g. carbon dioxide, nitrogen, hydrocarbons), the facility compresses it and transports it via a long-distance pipeline to a different oilfield. This CO2 is carried hundreds of kilometers to the SACROC Unit in the Kelly-Snyder Field of Scurry County, West Texas, where it's injected for EOR, potentially capturing approximately 1.3Mt per annum. 
<h3>Electrification with CCUS</h3>
Some companies are exploring the combination of facility electrification with CCUS to reduce emissions from upstream operations further. This approach combines the benefits of electrification, which reduces direct emissions from fossil fuel-powered or hydrocarbon-powered equipment.
Electrification in the upstream sector involves replacing traditional gas turbines and engines with electric motors powered by renewable energy sources. This has been particularly prominent in offshore operations, where most drilling rigs rely on gas turbine-driven generators. By integrating renewable energy sources, such as offshore wind farms, into the power mix, companies can further decrease their carbon footprint.
<h2>Investments and Future Outlook&nbsp; </h2>
The CCUS market is poised for significant growth, with industry giant Exxon Mobil Corp. projecting that the global CCUS market could be worth <a href="https://www.reuters.com/business/sustainable-business/exxon-sees-carbon-capture-market-4-trillion-by-2050-2022-04-19/">$4 trillion by 2050</a>. This forecast aligns with the urgent need to deploy over <a href="https://www.globalccsinstitute.com/wp-content/uploads/2021/10/2021-Global-Status-of-CCS-Report_Global_CCS_Institute.pdf">2,000 large-scale CCUS facilities by 2050</a> to meet climate mitigation targets. These efforts are bound to produce a wealth of business and job opportunities across the industry to ensure sustained growth. 
<h2>The Energy Transition and Decarbonization&nbsp; </h2>
CCUS plays a vital role in the energy transition strategy of many upstream oil and gas companies. It allows these firms to:&nbsp; 
<ol>
<li class="MsoNormal">Reduce scope 1 and 2 emissions from their operations </li>
<li class="MsoNormal">Address the carbon footprint of their products (scope 3 emissions) </li>
<li class="MsoNormal">Develop new business lines, such as hydrogen production and low-carbon fuel generation</li>
</ol>
However, challenges remain. While <a href="https://www.woodmac.com/news/opinion/is-upstream-oil-and-gas-delivering-on-decarbonisation/">emissions intensity in the upstream sector has fallen by 12% since 2017</a>, absolute emissions have plateaued due to increased production. This underscores the need for continued investment in and deployment of CCUS technologies to achieve meaningful decarbonization in the sector.
<h2>How Bedrock Can Support You</h2>
At Bedrock, we understand the evolving needs of the upstream oil and gas industry, including the growing importance of decarbonization technologies like CCUS. As industry leaders in the US shale market with over 10 years of dedicated experience, we provide <a href="https://www.bedrockpcl.com/about-us/">expert contract support</a> to help companies navigate these challenges. Our team of technical recruiters can assist your organization in finding the right talent in the oilfield market. 
<a href="https://www.bedrockpcl.com/contact/">Contact us today</a> to learn how we can support your upstream operations.

The Role of CCUS in Decarbonizing the Upstream Oil and Gas Industry

The global push for clean energy and sustainability has grown enormously in recent years, with polluting industries shifting from traditional resources to more environmentally and economically viable alternatives. Among these, geothermal energy is a promising contender, particularly for its potential to utilize existing oil and gas expertise. Geothermal energy taps into Earth's natural resources for two primary purposes: <a href="https://jpt.spe.org/twa/geothermal-a-perfect-fit-for-oil-and-gas-players-in-the-energy-transition">electricity production and district heating</a>. The choice between these applications hinges on underground temperatures and regional energy demands. Power generation typically requires reservoirs above 150&deg;C, while district heating systems can operate between 50&deg;C and 150&deg;C. Geothermal electricity production dominates the market globally, with the United States at the forefront.
Geothermal drilling is a technique used in the industry to access the Earth&rsquo;s underground heat reservoirs, offering a clean and reliable power source. According to a report by <a href="https://www.skyquestt.com/report/geothermal-drilling-market">SkyQuest</a>, the geothermal drilling market, valued at $134.51 billion in 2019, is expected to reach $189.26 billion by 2031, growing at a CAGR of 5% over the forecast period (2024 to 2031).
However, despite its immense potential, geothermal power currently accounts for only 0.4% of global electric generation and <a href="https://time.com/6338438/oil-gas-geothermal-energy/">1.6% of the US energy mix</a>, despite the country being a leader in geothermal power. This adoption has been limited due to geographical constraints, investments, and technological challenges. Traditional geothermal systems have been confined to areas with natural reservoirs of high-temperature water in porous rock close to the surface, such as regions along the Pacific &ldquo;Ring of Fire&rdquo;, including California. But times are changing. With advancements in drilling technologies and a growing urgency for the energy transition, geothermal energy is gaining renewed attention from both the renewables sector and, interestingly, from oil and gas companies, with top players including Baker Hughes, Deep Rock Manufacturing, and Halliburton, to name a few.
<h2>Why Oil and Gas Companies are Going Geothermal</h2>
Oil and gas companies show increasing interest in geothermal drilling, which is not just a coincidence. These companies have a lot of expertise in drilling operations that can be directly used to expand geothermal energy production. The connection between traditional fossil fuel extraction and renewable energy development offers significant opportunities for both sectors. Here are some reasons why geothermal energy is an appealing prospect for the oil and gas industry:
<h3>Continuous power generation</h3>
Geothermal energy offers many distinct advantages over other renewable energy sources. Unlike intermittent sources such as wind and solar, geothermal power plants can operate continuously, providing a stable and reliable baseload energy supply. Additionally, geothermal energy has a significantly lower carbon footprint than fossil fuels and solar PV. Modern geothermal power plants release no greenhouse gases and possess life cycle emissions that are <a href="https://www.energy.gov/eere/geothermal/geothermal-basics">four times less than those of solar PV and between six to twenty times lower than those of natural gas</a>.
<h3>Transferable skills and technologies</h3>
The oil and gas drilling techniques, especially those developed during the shale boom, directly apply to geothermal drilling. Many petroleum engineering and geoscience skills, including geological and geostatistical modeling, reserves estimation, rock mechanics understanding, and geophysical imaging, are highly transferable to geothermal energy development.
<h3>Opportunities for diversification</h3>
As the world shifts towards renewable energy, geothermal offers oil and gas companies a way to diversify their portfolios and remain relevant in the sector. It provides a promising avenue for companies to leverage their existing capabilities while adapting to changing market demands. This diversification helps oil and gas players mitigate risks associated with the energy transition and improve their sustainability profiles.
For example, OMV and BP are actively pursuing geothermal opportunities as part of their low-carbon growth strategies. They have invested millions in Eavor Technologies, a Canadian geothermal startup spearheading next-generation geothermal technology. In 2023, Eavor completed their <a href="https://www.eavor.com/eavor-deep/">&ldquo;Eavor-Deep&trade;&rdquo;</a> project in New Mexico, drilling a two-leg multilateral well down to 18,000&rsquo; TVD and reaching a temperature of 250&deg;C, successfully meeting project objectives.
<h2>Types of Geothermal Energy Systems</h2>
The real excitement in the geothermal sector comes from the development of unconventional geothermal systems. These systems are not limited by the geographical constraints of traditional geothermal and can potentially access geothermal power from resources previously considered unrecoverable due to rock type or location.
<h3>Enhanced Geothermal Systems (EGS)</h3>
Enhanced geothermal systems have been developed since the 1970s to improve the permeability of geothermal systems through hydraulic, chemical, and thermal stimulation. This technology allows access to high subsurface temperatures in areas with low rock permeability or lacking a natural water source. By injecting high-pressure water into these formations, engineers can create fractures that allow for the circulation of fluids and heat extraction. This technique has the potential to increase the number of viable geothermal sites worldwide dramatically.
EGS utilize technologies pioneered by the oil and gas sector, such as directional drilling, hydraulic fracturing, and reservoir stimulation. These techniques enable access to deeper and hotter rock formations, significantly expanding the potential for geothermal energy production. The <a href="https://www.nrel.gov/">U.S. National Renewable Energy Lab</a> estimates an EGS resource has the potential of over 5,000 gigawatts in the US alone, more than 400% of total U.S. electricity generation. To support this forecast, the U.S. Department of Energy (DOE) launched <a href="https://www.energy.gov/eere/geothermal/enhanced-geothermal-shot">Enhanced Geothermal Shot&trade;</a> in 2022 to help bring EGSs to America nationwide. The initiative aims to reduce the cost of EGS by 90% to $45 per megawatt hour by 2035, aiding in the transition to a clean energy future while also creating <a href="https://www.bedrockpcl.com/jobs/">job opportunities</a> and economic prospects in the US.
<h3>Advanced Geothermal Systems (AGS)</h3>
Advanced geothermal systems take the concept of geothermal energy extraction a step further. AGS utilizes deep, large, artificial closed-loop circuits where a working fluid circulates and absorbs heat from subsurface rocks through conductive heat transfer. The fluid is heated without direct contact with the hot rock, and the heat is then brought to the surface for direct heating or electricity generation. This approach eliminates the need for reservoir stimulation, reducing the risk of induced seismicity and lowering water consumption.
<h3>Geothermal Oil and Gas Hybrid Systems</h3>
The oil and gas industry's expertise and infrastructure are proving valuable in advancing geothermal energy production. Companies are exploring ways to repurpose existing oil and gas wells for geothermal energy extraction. These systems utilize geothermal fluids from existing wells to extend the life of the well, deliver energy savings, and reduce greenhouse gas emissions. It's a perfect example of how oil and gas infrastructure can be repurposed for renewable energy production.
<h2>Challenges in Scaling Up</h2>
While the potential of geothermal drilling is enormous, it's not without its challenges. Here are some key considerations:
<ol>
<li>High-temperature drilling: Geothermal wells often need to be drilled to 7-10 km depths to reach fluid at temperatures high enough for electricity production. This deep drilling in high-temperature environments presents unique technical challenges that require drilling at faster rates of penetration (ROP), demanding advanced machinery/tools and operators with the right level of aptitude.</li>
<li>Economic viability: The initial costs of geothermal projects can be high, particularly for enhanced geothermal systems. In a publication by the <a href="https://www.irena.org/-/media/Files/IRENA/Agency/Publication/2017/Aug/IRENA_Geothermal_Power_2017.pdf">International Renewable Energy Agency</a> (IRENA), the global installed costs for geothermal plants fall between 1,870 and 5,050 USD per kW. They can exceed the latter depending on site conditions. These substantial investments, coupled with the inherent risks of subsurface exploration, can deter potential investors and slow the growth of the geothermal sector. However, once operational, geothermal plants have low operating costs and can provide energy for decades.</li>
<li>Seismic concerns: Some enhanced geothermal techniques, particularly those involving hydraulic fracturing, have raised concerns about induced seismicity. The scientific community is still divided on the extent of this risk.</li>
<li>Regulations: The current regulatory environment poses significant barriers to rapid innovation and deployment. Permitting processes for geothermal projects, particularly on federal lands where many resources are located, can be lengthy and uncertain. This uncertainty adds to the overall project costs and can discourage investment in geothermal drilling and development.</li>
</ol>
Despite these challenges, oil and gas companies are well-positioned to drive innovation in the geothermal sector. Their expertise in subsurface characterization, drilling technologies, and project management can be invaluable in overcoming the technical challenges of geothermal energy production.&nbsp; Major oil and gas industry players are already moving into the geothermal space. For instance, as mentioned previously, <a href="https://www.bakerhughes.com/company/energy-forward/five-tech-trends-driving-geothermal-energy">Baker Hughes</a>, a leading oilfield services company, is developing a holistic approach to geothermal field construction. They're integrating surface and subsurface systems to optimize thermal output and improve project economics.
The potential for geothermal energy is immense, opening the doors to new project opportunities across the sector. The <a href="https://www.energy.gov/eere/articles/doe-analysis-highlights-opportunities-expand-clean-affordable-geothermal-power">U.S. DOE</a> estimates that with technological advancements, geothermal could provide up to 90GW of electricity-generating capacity by 2050, providing over 10% of the US&rsquo;s electricity generation, enough to power up to 65 million homes.
<h2>Drill Deep for Top Talent!</h2>
Here at Bedrock, we have decade-long experience in the US shale market and have successfully sourced and placed talent across the geothermal sector. From deploying specialized teams to contract engineers and supervisors, we have a proven ability to provide top-tier workforce solutions. We are also strategically located near all US oil and gas projects, ensuring you can have dedicated, on-the-ground support.
If you&rsquo;re struggling to close your talent gap or are starting a new project, <a href="https://www.bedrockpcl.com/contact/">contact Bedrock today</a> to learn how we can power your geothermal ambitions with our industry-leading staffing expertise.

Is Geothermal Drilling the Next Frontier for Oil and Gas?

The modern business landscape has witnessed a significant shift in how organizations source and utilize talent. With engineering projects requiring specific skills at specific times and the challenge of finding the right skills in a given project's region, businesses increasingly turn to contingent workers to fill critical skill gaps, meet project demands, and enhance workforce flexibility. Hiring full-time engineers for short projects is costly and inefficient, and contracting elements of a project to third-party companies can also blow project budgets. The answer is finding, engaging, and implementing the right skills at the right time, and a growing response to this challenge is contingent workers.&nbsp;
&nbsp;
<h2>What Are Contingent Workers?</h2>
Contingent workers, freelancers, independent contractors, or 1099 workers are hired to perform specific tasks or projects. Unlike traditional employees, contingent workers are not part of the business's regular workforce. They operate independently, providing expertise and skills to companies project-by-project or contractually.&nbsp; Contingent workers have the autonomy to determine their work schedules, choose where they perform their tasks, and even decide on the number of hours they dedicate to each project. They are not added to the organization's payroll and are typically compensated based on the agreed-upon project fee or hourly rate. Because they are non-employees, they are not entitled to benefits such as health insurance, paid time off, or retirement plans.
<h3>Types of Contingent Workers</h3>
Contingent workers encompass a wide range of individuals with diverse skill sets and expertise. There are also legal and contractual differences between contractors, temporary workers, and part-time or full-time employees. An organization must first thoroughly understand the problem or task they're looking to solve, the budget, and the deadlines for completing a task or project to select the best contingency.&nbsp;
Independent Contractors
Independent contractors are highly skilled individuals who offer specialized services to organizations on a project basis. They often work with multiple clients and have the freedom to set their rates and work arrangements. Independent contractors may use their tools and equipment and are responsible for managing their own taxes and business expenses. They will typically work on-site with clients, adhering to the client's working hours but working around the project's timeline rather than a set number of hours.&nbsp;
Freelancers
Freelancers are self-employed individuals who provide services to organizations on a project or contractual basis. They offer expertise in various fields, such as graphic design, writing, programming, marketing, and more. Freelancers can choose the projects they want to work on and often collaborate with multiple clients simultaneously. Freelancers often differ from contractors in that freelancers rarely work on-site with clients, instead working remotely to complete tasks on the client's behalf.
Temporary Workers
Temporary workers, or temps, are individuals hired for a specific period to fulfil short-term staffing needs. They are often employed through staffing agencies and are assigned to businesses based on their skills and availability. Temporary workers may be engaged for significant project stages, peak business periods, or to cover employee absences.
Consultants
Consultants are highly experienced professionals who advise and guide organizations seeking specialized knowledge. They may be engaged in short-term projects or long-term strategic initiatives. Consultants bring industry expertise and help businesses solve complex problems, develop strategies, and optimize performance. These will often be engineers or managers with many years of experience in their field.&nbsp;
&nbsp;
<h2>Benefits of Hiring Contingent Workers</h2>
There are many advantages to using contingent workers for skills or labor gaps in projects.
1. Flexibility and Scalability One of the key advantages of hiring contingent workers is the flexibility and scalability they provide. Businesses can quickly adapt to changing business needs and project demands by tapping into a contingent talent pool. Contingent workers enable businesses to scale up or down their workforce based on project requirements, ensuring optimal resource allocation and cost efficiency.
2. Cost Savings Engaging contingent workers can result in significant cost savings for businesses. Unlike traditional employees, contingent workers are not entitled to benefits such as health insurance, paid time off, or retirement plans. This reduction in benefit expenses, combined with the ability to hire talent on a project basis, allows organizations to allocate their budget more effectively and optimize their overall labor costs.
3. Access to Specialized Skills and Expertise Contingent workers often possess specialized skills and expertise that may not be readily available within the organization. By tapping into the contingent workforce, businesses can access a diverse talent pool and bring in individuals with specific knowledge and experience to address critical business needs. This infusion of specialized skills enhances business capabilities and promotes innovation and growth.
4. Attract top talent Well-planned projects with learning and career development opportunities will often attract the best talent. Contingent workers will be highly attracted to working with clients known for good organization, timely payment and good working conditions. Well-managed projects will also attract returning workers, allowing a company to develop a portfolio of preferred suppliers who know the business and can re-engage efficiently.&nbsp;
5. Knowledge Transfer and Learning Opportunities Contingent workers often bring a wealth of industry knowledge and experience to the organizations they engage with. Consultants can support director and management-level positions with new skills, while contractors can train full-time workers to use new equipment or processes. Traditional employees can benefit from working alongside contingent workers, gaining new skills and expanding their professional networks.
&nbsp;
<h2>Considerations when Hiring Contingent Workers</h2>
While there are numerous benefits to hiring contingent workers, it is essential to be aware of the potential drawbacks associated with this workforce strategy.&nbsp;
1. Management Challenges Managing a contingent workforce requires a different approach compared to traditional employee management. Contingent workers operate independently and may need additional guidance and support to align their work with organizational objectives. It can be challenging when using different contractors each time they are needed, requiring re-training each time. Effective communication, clear expectations, and ongoing performance feedback are essential to ensure seamless collaboration between contingent workers and the business.
2. Control and Supervision Contingent workers have the freedom to carry out their work according to their preferred methods and schedules. This level of independence can be challenging for some managers who prefer more direct control and supervision over their team members. Building trust and establishing effective communication channels are crucial to meeting project requirements and fostering successful collaboration.
3. Compliance and Legal Considerations Proper classification of workers is essential to avoid legal and compliance issues. Misclassifying workers as contingent when they should be classified as employees can lead to severe penalties and legal consequences. Organizations must stay updated on relevant labor laws and regulations to ensure compliance when engaging contingent workers.
4. Stability and Commitment Contingent workers, by nature, do not have a long-term commitment to the organization they are engaged with. They may have multiple clients and projects simultaneously and can choose to leave once their current assignment is completed. This lack of stability and commitment may pose challenges regarding workforce continuity and long-term strategic planning.
5. Integration and Team Dynamics Contingent workers may face challenges in fully integrating into the organization and establishing strong working relationships with traditional employees. The temporary nature of their engagement and focus on specific projects can hinder the development of strong team dynamics. Businesses should foster a culture of inclusivity and collaboration to bridge any gaps between contingent workers and their traditional counterparts.
<h2>How to Effectively Manage Contingent Workers: Best Practices for Success</h2>
There are some key strategies to maximize the benefits of hiring contingent workers and ensure a smooth integration into the business.
1. Clear Communication and Expectations Establish open and transparent communication channels from the outset of the engagement. Clearly define project goals, deliverables, timelines, and performance expectations. Regularly communicate progress updates, provide feedback, and address any concerns or issues that may arise. This transparent communication fosters a sense of alignment and ensures everyone is working towards the same objectives.
2. Onboarding and Orientation Provide comprehensive onboarding and orientation for contingent workers to familiarize them with the company culture, values, and policies. This process should include an overview of the project scope, access to necessary resources and tools, and introductions to key team members or stakeholders. A well-executed onboarding process sets the stage for a successful working relationship.
3. Collaboration and Integration Promote collaboration and integration between contingent workers and traditional employees. Encourage cross-functional teamwork, knowledge sharing, and opportunities for collaboration on projects. This integration fosters a sense of inclusivity and harnesses the collective expertise of both contingent and traditional workers.
4. Performance Management and Feedback Implement a performance management system that provides regular feedback and evaluations for contingent workers. Set clear performance metrics and review progress against established goals. Recognize and reward exceptional performance to foster motivation and engagement. Regular check-ins and performance discussions enable continuous improvement and ensure alignment with organizational objectives.
5. Compliance and Legal Considerations Stay updated on labor laws, regulations, and guidelines for engaging contingent workers. Ensure proper classification of workers to avoid legal penalties and compliance issues. Consult legal or HR professionals to ensure adherence to relevant regulations and best practices.
&nbsp;
<h2>Embracing the Power of Contingent Workers</h2>
The rise of contingent workers has revolutionized how organizations source and utilize talent. With their flexibility, specialized skills, and cost-effectiveness, contingent workers have become integral to the modern workforce strategy. By understanding the nuances of contingent work arrangements, effectively managing these workers, and complying with relevant regulations, businesses can unlock the full potential of their contingent workforce. Embrace the power of contingent workers and harness their unique contributions to drive innovation, agility, and success in your organization's journey towards the future of work.
<h2> How Bedrock can support diverse staffing needs</h2>
Workforce management is a challenge every business in the oil and gas industry understands. The industry has evolved to be more technical and specialized than ever before, and companies need reliable sources of workers to meet tight project deadlines with quick onboarding.&nbsp;
Bedrock can support your candidate search for contingent workers and full-time, part-time and contracted staff in the Upstream Oil and Gas industry. Our centralized team of technical recruiters specialize in the onshore market, with many years of experience understanding the industry's requirements and delivering the right talent. Our extensive roster of contractors is built on the specific needs of the changing oil and gas market.&nbsp;
<a href="../../../../../../contact/" target="_blank" rel="noopener">Contact us today</a> to find out how we can support your contractor requirements.&nbsp;

The Rise of Contingent Workers: A Game-Changer for the Oil and Gas Industry

Dealing with unsuccessful job applications&nbsp;is completely normal - you can&rsquo;t get every job you go for - but that doesn&rsquo;t mean your confidence and self-esteem won&rsquo;t be affected.
Continuous disappointment can leave us feeling discouraged, and in some cases, cause us to lose hope of achieving our goals. When this happens, it can be hard to get that motivation back &ndash; but not impossible!
If you&rsquo;re currently&nbsp;looking for a role&nbsp;and experiencing a lull in your self-esteem, here are some tips for remaining confident and in good mental health.
&nbsp;
<h2>1. Get some perspective</h2>
Self-esteem is built on the judgements we make upon ourselves and our perceived value to society. The more positive these perceptions are, the higher our self-esteem will be. We also rely on others to confirm our perceptions - for many this comes in the form of feedback from our managers or workplace.
Recognition is a key part of building self-esteem and when we&rsquo;re unemployed it can be difficult to obtain feedback. This can cause confidence to fall.
But, it&rsquo;s vital to recognise that self-esteem is&nbsp;subjective. It&rsquo;s something we build ourselves based on perceptions, not reality. Therefore, it&rsquo;s important to get some perspective and think objectively about your skills. There&rsquo;s a difference between your interpretation of your value and the truth!
This isn&rsquo;t always easy to do alone though &ndash; to combat this you could talk to a recruiter from your sector to help you gain a neutral and objective view on your skillsets and what you have to offer your industry.
​
<h2>2. Don&rsquo;t doubt your abilities</h2>
It&rsquo;s not uncommon to experience impostor syndrome &ndash; especially during the recruitment process when you compare yourself against different job descriptions. You may also worry about how your skills compare with others who apply for the same role. To combat this, remember that no one is perfect! You may have skills and experience others don&rsquo;t have &ndash; don&rsquo;t allow self-doubt to get in the way of your success.
Consider taking a step back, remaining positive and taking some time to rebuild your confidence in your abilities. If you were previously getting a sense of self-worth from your career, you could try an activity outside of work, such as learning a new skill that gives you a platform to receive feedback. Experiencing achievements in any capacity, be it work or a hobby, will help you to recognise your abilities.
Exercising or taking part in social activities will also give you a well-deserved break from job hunting that can lift your mood thus contributing to your general sense of self-esteem. Whilst a lot of social activities maybe limited currently due to Covid, getting out for some fresh air and exercise with family can be a great substitute.
​
<h2>3. Take action!</h2>
If you&rsquo;ve experienced a few disappointments in your job search, it can be easy to feel discouraged. You may even want to stop looking altogether. Whilst&nbsp;taking a break can sometimes be good for your wellbeing, if you wait too long to take action, fears or self-doubt can begin to creep in causing your confidence to plummet even more.
It&rsquo;s important to take control of the situation and take action! By doing so, you&rsquo;re more likely to strengthen your sense of self-esteem. Set goals for yourself that are healthy and manageable &ndash; such as &lsquo;I will apply for 3 jobs today&rsquo; or &lsquo;I will revamp my CV today&rsquo;.
You could also consider:
<ul>
<li>Looking for new connections on LinkedIn who currently operate within your sector to grow your network</li>
<li>Spending time enhancing your online presence</li>
<li>Making contact with former colleagues or others in your network who may be aware of job opportunities suitable for you</li>
<li>Organise your job search &ndash; make a list of the vacancies you&rsquo;ve applied for and keep track of your progress</li>
<li>Research training courses you could do in your downtime to grow your skillset. There are many free courses available on websites like Linkedin, so this doesn&rsquo;t necessarily have to cost you anything</li>
</ul>
By taking actions each day, you will begin to see positive results, such as making a new acquaintance that could become a mentor or finding a course that teaches you a new skill. These experiences will ultimately help you to build a more optimistic perception of yourself.
​
<h2>4. Find a support network</h2>
Although the current global pandemic has made spending time together more difficult, it&rsquo;s essential to stay connected with friends and family. Having positive relationships with networks that support you will bolster your sense of self-worth &ndash; especially if they can offer constructive criticism that helps you to be subjective about your job search.
Criticism, even when it&rsquo;s constructive, can be difficult to take but if you allow yourself to become isolated your self-esteem will only be informed by your judgements which, as mentioned previously, is not always a reflection of the truth.
If you don&rsquo;t feel like you have anyone in your life to support you, a positive step you could take is finding a network of people who are in the same position as you&nbsp;&ndash; there are plenty of support groups online or sector networks that can help you to find likeminded individuals.
​
<h2>5. Don&rsquo;t be afraid to explore other sectors or career opportunities</h2>
Considering a career change is daunting for many, but this could be the perfect time to explore all your options. If you&rsquo;re struggling to secure a role, it may just be that the job market is tough and there aren&rsquo;t many roles available in your chosen sector &ndash; by looking outside you could find you have many transferable skills&nbsp;that could really benefit an industry you hadn&rsquo;t considered before.
By assessing your assets and strengths and looking at them through a different lens, you may find a renewed sense of self-confidence as the possibilities stretch out in front of you.

How To Stay Confident Whilst Looking For A Job

October 10th is&nbsp;<a style="color: #737373; background-color: transparent;" href="https://www.who.int/campaigns/world-mental-health-day/2022" target="_blank" rel="noopener noreferrer">World Mental Health Day</a>. At NES Fircroft, we&rsquo;re committed to supporting businesses and their employees in prioritising mental health and wellbeing. We understand the challenges of our industries, and how our working environments affect us, personally and professionally.
Remote working can mean different things - office jobs that combine home working and field work, working as an individual in isolated places with lots of travel, and even&nbsp;<a style="color: #737373; background-color: transparent;" href="https://www.nesfircroft.com/blog/2019/03/living-on-an-offshore-oil-rig" target="_blank" rel="noopener noreferrer">offshore work</a>away from home and family life.
Stress and poor mental health can make&nbsp;<a style="color: #737373; background-color: transparent;" href="https://www.nesfircroft.com/blog/2022/08/productivity-tips" target="_blank" rel="noopener noreferrer">being productive at work difficult</a>&ndash; so if you work in an isolated location, here&rsquo;s what you can do to look after your mental health.
&nbsp;
<h2>The effects of poor mental health in the workplace</h2>
Without a good mental health provision in your workplace, it can be hard to open up about how isolation or stress is affecting you.
A study between&nbsp;<a style="color: #737373; background-color: transparent;" href="https://mentalhealth-uk.org/help-and-information/loneliness-and-mental-health-at-work/" target="_blank" rel="noopener noreferrer">Mental Health UK and YouGov</a>&nbsp;found that 23% of remote workers (those who work entirely at home or a place in isolation) and hybrid workers (those that combine home and field work) felt that isolation had affected their mental health. Of those, 46% felt they wouldn&rsquo;t feel confident sharing their feelings with their colleagues.
In the construction industry, as an example, these figures rise;&nbsp;<a style="color: #737373; background-color: transparent;" href="https://www.constructionnews.co.uk/agenda/mind-matters/mind-matters-is-the-industry-progressing-on-mental-health-23-06-2022/" target="_blank" rel="noopener noreferrer">74% of workers said there was still a stigma around mental health</a>&nbsp;in the industry.
Factors contributing to work stress in isolated workers include:
<ul>
<li>Blurred boundaries between work and home, meaning employees often work longer, with fewer breaks</li>
<li>A &lsquo;full-throttle&rsquo; culture where workloads are poorly managed, or team members are kept overloaded</li>
<li>A lack of acknowledgement, where the focus is on what needs doing, rather than successes</li>
<li>Feeling isolated from colleagues, where conversations are online, structured, and short</li>
<li>A sense of poor collaboration when work is left without feedback or team support</li>
<li>A lack of culture, which is normally built around a task by the people doing it, rather than the task itself.</li>
</ul>
&nbsp;
<h2>8 Tips for improving mental health in the workplace</h2>
So, how can engineers working remotely or in isolated locations look after their mental health?
Although employers themselves have a role to play when it comes to supporting their employees, here are a few of our top tips that you can try straight away to look after your mental health.
<h3>1. Maintain a good work-life balance</h3>
When working remotely, it&rsquo;s easy to lose track of time and, working beyond office your agreed hours and with fewer breaks. When your work and home are the same place, the lines between them are easily blurred.
This can become even more apparent for those working offshore. The usual working shift for offshore workers is 12 hours &lsquo;on&rsquo; and 12 hours &lsquo;off&rsquo;, and many shift patterns are a mixture of both day and night because operations run around the clock. Many offshore jobs require shift patterns of 2 or 3 weeks on the rig and 2 to 3 weeks onshore, but the patterns can be longer. If this applies to you, make the most of your breaks and setting boundaries to prevent work and downtime blurring into one.
If you work at home and in the field, it&rsquo;s important to agree on hours with your employer that match the needs of the organisation and your own schedule. For office workers, look to set your task time into blocks, with short, regular breaks. Take lunch away from your desk or work area, minimising screen time if you can. For field work, ensure you take regular rest between physical tasks.
This applies to managers too &ndash; set a good example and look after yourself too!
&nbsp;
<h3>2. Acknowledge that &lsquo;working at home&rsquo; means someone working, in their home</h3>
Partners, pets, children, deliveries, and other distractions are the realities of combining the home and the office.
If you work from your home for some or all of all the week, managing this balance poorly can cause a feeling of insecurity at work, as well as feeling inattentive with other responsibilities, which increases stress.
Being distracted by a co-worker at work and being distracted by a child at home are two different scenarios, but the distraction has the same effect. The brain needs to switch quickly from one task to another, and back again.
Normalising distractions from the home or remote office, the occasional cat in a Zoom call, and making employees feel safe that they can take time to deal with both situations, creates a more compassionate and relaxed environment.
<h3>3. Set a time to catch up with friends and family</h3>
If you work in an isolated location, such as an offshore oil rig, living away from home for long periods can contribute to poor mental health. The absence of family and friends can be difficult to deal with and mobile signal is often unreliable, making traditional methods of keeping in touch tricky.
However, larger oil rigs will often have internet connections enabling apps such as&nbsp;<a style="color: #737373; background-color: transparent;" href="https://www.nesfircroft.com/blog/2021/09/5-best-apps-for-global-communication" target="_blank" rel="noopener noreferrer">Skype and other messaging services</a>&nbsp;for uninterrupted communication with those back home. When you know your work schedule, put some time in for regular contact with loved ones so you can be on hand to celebrate any important occasions or simply catch up with their day-to-day lives.
&nbsp;
<h3>4. Meet physically and plan in-person events</h3>
For many people, virtual meetings aren&rsquo;t as effective as in-person meetings. In-person meetings are a chance for the team to be social and gain the benefit of physical and social cues that are difficult to spot in online meetings.
And while meeting up for work meetings can help boost team cohesion, organising in-person events that aren&rsquo;t work related can also help against feelings of isolation or exclusion within a team. Mandatory &lsquo;team-building&rsquo; days may be clich&eacute;, but consider going for a coffee after work, walking lunches and picnics are great opportunities for shared downtime.
<h3>5. Buddy Up</h3>
Working alone can cause feelings of isolation and exclusion. Some people can also struggle with motivation when working independently for long periods of time.
A simple solution is to &lsquo;buddy up&rsquo;. This can be a physical meeting regularly in person, or it can also be virtual, where two or more colleagues develop an open chat channel or regular meetings just to catch up, ask questions, or support each other&rsquo;s work. These colleagues don&rsquo;t need to be in the same team &ndash; just willing to work in the same space co-operatively.
<h3>6. Make time for physical exercise</h3>
Studies have found that,&nbsp;<a style="color: #737373; background-color: transparent;" href="https://bmcpublichealth.biomedcentral.com/articles/10.1186/s12889-018-5079-4" target="_blank" rel="noopener noreferrer">in remote jobs like wind turbine technicians</a>, the level of routine and physical exercise makes a positive contribution to mental wellbeing. There are many other studies, and&nbsp;<a style="color: #737373; background-color: transparent;" href="https://www.mind.org.uk/information-support/tips-for-everyday-living/physical-activity-and-your-mental-health/about-physical-activity/" target="_blank" rel="noopener noreferrer">whole organisations</a>, dedicated to spreading the connection between physical activity and mental health.
Schedule in time to get away from the desk or workspace, perhaps for a few minutes each day, or a couple of lunchtimes a week. This can be as simple as walking around the house and stretching, to taking short walks on lunch breaks.
&nbsp;
<h3>7. Conduct Risk Assessments</h3>
​Risk assessments that used to focus on physical risk are now also taking into consideration mental health risks and stress-related issues. If you are concerned about your mental health in the workplace, it&rsquo;s important to communicate this with your employer so they can provide you with the support needed to succeed.
​
<h3>8. Set SMART goals, not time-based ones</h3>
Employees working from home or on rotation offshore, are often doing so for the flexibility so setting goals based on a traditional working schedule is counterproductive. On top of this, setting goals you&rsquo;re unlikely to meet can cause distress leading to poor mental health.
Instead, consider setting weekly goals using the&nbsp;<a style="color: #737373; background-color: transparent;" href="https://corporatefinanceinstitute.com/resources/knowledge/other/smart-goal/" target="_blank" rel="noopener noreferrer">SMART methodology</a>. SMART stands for Specific, Measurable, Achievable, Realistic, and Timely. This methodology focuses on the end goal of a project. By working with this model, employees can agree to targets that fix a more flexible daily schedule.
<h2>More Information on World Mental Health Day</h2>
Monday 10 October is World Mental Health Day, set by the World Federation of Mental Health, and is making mental health and wellbeing for all a global priority.&nbsp;<a style="color: #737373; background-color: transparent;" href="https://mentalhealth-uk.org/get-involved/mental-health-awareness-days/world-mental-health-day-2022/" target="_blank" rel="noopener noreferrer">You can learn more about World Mental Health Day here.</a>

How To Promote Strong Mental Health While Working Remotely Or In Isolation

When searching for a job, it can sometimes feel like there are hundreds of opportunities one moment, and nothing the next. This is because companies follow recruitment cycles, which peak or dip depending on the priorities of the business and the workload at the time.
In this blog, we&rsquo;ll examine the best and worst times to look for a job, and why a high demand for skills and experience means there&rsquo;s never really a &lsquo;bad&rsquo; time to apply.
​
<h2>​The (best and worst) time of year to search for jobs</h2>
<ul>
<li>January-March&nbsp;&ndash; a great time to look for jobs as budgets are set and projects are in planning.</li>
<li>April-June&nbsp;&ndash; Still a suitable time to search as notice periods for Jan-March end on outgoing roles.</li>
<li>July-August&nbsp;&ndash; A quiet time for recruitment, but with skills in high demand, it&rsquo;s still worthwhile to apply.</li>
<li>September-November&nbsp;&ndash; The best months for graduates to apply for roles in advance of the new year.</li>
<li>December&nbsp;&ndash; Most companies slow down during this time, so it&rsquo;s better to network and prepare for January. ​</li>
</ul>
​
&nbsp;
<h2>Best time of the year to search &ndash; January, February, September, and October</h2>
January and February are the best times to apply for roles. Organisations are updating their budgets for the year and are returning to the workplace after the festive season with fresh plans. The process may be slower as more recruitment means larger workloads, but by mid-January, job boards tend to fill up.
Additionally, employees looking to change their jobs in the new year may start leaving their roles in December and hiring managers will be looking to fill those positions during the existing employee&rsquo;s notice period.
This means the first couple of months of the year are the busiest for hiring and are the best time to look for vacancies and new opportunities.
There&rsquo;s a similar rush from September through to October. Many companies will be ramping up for projects in the autumn season up to December. With the demand for new talent so high, they will also be looking to take advantage of the new pool of graduates from the previous year. These graduates may find the best results in September&rsquo;s hiring season.
​​
<h2>The worst time of year to search &ndash; July, August, and December</h2>
In contrast, summer is the worst time of year for new opportunities. By July, many companies have spent their hiring budget and are instead focused on delivering projects, preparing reports, and attending events. Organisations may also have staff on hand, having planned work and staffing to cover gaps created by annual leave.
This means summer can be the slowest time for recruitment; opportunities are still available, but candidates should consider expanding their network, making new connections, researching companies that could be hiring in September &ndash; and taking some time off themselves.
Additionally, many companies reduce recruitment in December for the festive period. The focus shifts to completing end-of-year tasks, finishing projects, and lower staff counts due to annual leave. The focus for recruitment will be preparing new roles for release in the new year.
Again, it&rsquo;s wise for candidates to use this time for research and networking and preparing their CVs for January onwards.
​
<h2>Growth in the industry and high demand for skills</h2>
The energy sector follows this recruitment cycle, with&nbsp;<a style="color: #737373; background-color: transparent;" href="https://www.globaldata.com/data-insights/power-and-utilities/global-job-trends-in-the-power-sector-2094896/" target="_blank" rel="noopener noreferrer">spikes slightly earlier in August</a>, but there is an extra consideration. The renewable energy market is set to grow at a CAGR of 8.4% from 2021 to 2030. New projects are underway globally, and the industry is struggling to hire and keep skilled individuals.
Skilled workers in the oil and gas industry are also moving towards renewable roles. This leaves a shortage of skilled and experienced workers in the renewable market. The rate of companies hiring for future work roles&nbsp;<a style="color: #737373; background-color: transparent;" href="https://www.offshore-technology.com/analysis/future-of-work-hiring-levels-in-the-offshore-industry-rose-to-a-year-high-in-august-2022/" target="_blank" rel="noopener noreferrer">rose in August 2022</a>, matching the trend of increased opportunity.
For individuals looking to enter these industries, this means there is no &lsquo;bad time&rsquo; to start a job search or to apply. Demand for skills is so high now that while following the peaks could mean the quickest success in placement, opportunities are available year-round.
​​
<h2>NES Fircroft can help you find your next role, any time of the year</h2>
This guide can help you to plan your job search based on the time of year, but the reality is that we&rsquo;re seeing growth across all our sectors, and the demand for skilled talent is high. This means there&rsquo;s never a bad time of year to start your search and NES Fircroft can support your next career move, from search to placement, across over 100 offices worldwide.

The Best (And Worst) Times To Apply For Jobs

&lsquo;Good Leadership&rsquo; can mean lot of different things depending on the person you&rsquo;re talking to and having a good leader can make all the difference between a team&rsquo;s success, or failure.
However, according to the&nbsp;<a style="color: #737373; background-color: transparent;" href="https://www.ddiworld.com/global-leadership-forecast-2021" target="_blank" rel="noopener noreferrer">2021 Global Leadership Forecast</a>, businesses around the world are going through a leadership crisis:
<ul>
<li>79% of employees quit their job due to a lack of appreciation</li>
<li>58% of managers reported not receiving any management training, even though companies in the US spent $160 billion on employee training and education in 2021</li>
<li>77% of companies are experiencing a leadership gap</li>
<li>63% of millennials believe their leadership skills were not being fully developed</li>
</ul>
Looking at these statistics, it&rsquo;s clear that leadership, and more importantly good leadership, is something that many people and companies are still working on and looking to develop more effectively.
So, which qualities do the best leaders hold? And what should you focus on in order to hone your leadership skills?
&nbsp;
<h2>Encourage open communication and honesty throughout the team</h2>
One of the most important factors when it comes to strong leadership is&nbsp;<a style="color: #737373; background-color: transparent;" href="https://www.nesfircroft.com/blog/2022/04/under-pressure-at-work-heres-how-to-communicate-effectively" target="_blank" rel="noopener noreferrer">effective, transparent, and open communication</a>. A good leader always strives to be honest and straightforward with other team members. They set the example and expect this to be reciprocated.
This builds an environment where members of the team feel like they have a voice, creating a stronger sense of trust, purpose, and belonging within their team and the wider business.
When it comes to effective communication, it&rsquo;s also important to emphasise the importance of listening - when people focus too much on what they&rsquo;re going to say next rather than being present and actually listening to the other person, it prevents them from fully understanding the other person&rsquo;s point of view.
Within a team environment, this can lead to misunderstandings and frustration, which can ultimately lead to a negative work environment and put any progress or projects at risk.
&nbsp;
<h2>Demonstrate social intelligence and empathy</h2>
A telling sign of a good leader is that they&rsquo;re able to connect with every member of their team. This requires a great deal of social intelligence and empathy.
Again, this can inspire a much greater sense of trust and loyalty, but also crucially, accountability, within the team.
When challenges occur within the workplace, good leaders will work with their team to understand what might be going wrong or what needs to be improved, without instilling a punitive or blame culture.
Whilst it&rsquo;s important to remain professional within the workplace, we are all human. Someone might be feeling dissatisfied with something at work or have misunderstood a task. External factors completely unrelated to work might also be having a negative effect on a person&rsquo;s performance.
A good leader will strive to understand the individual&rsquo;s struggle and demonstrate empathy, focussing on how the person can be supported rather than on their failure.
&nbsp;
<h2>Enable others to learn and grow</h2>
A major part of being a good leader is encouraging your team members to learn and develop their own skills and career. This involves giving them increased responsibility wherever possible and actively creating opportunities for them to grow.
For example, this could mean allocating a part of the team&rsquo;s budget towards development opportunities such as courses and professional qualifications.
This also means giving them the time to learn and try out new things, rather than only focussing on their day-to-day responsibilities and existing skills.
Good leaders will challenge their team, delegating tasks and getting them to try out new things, to go outside of their comfort zone, whilst also giving them the support and confidence they need to accomplish whatever is set before them.
Ultimately, the more you invest into your team, the more you&rsquo;ll get back from it and the better it&rsquo;ll be for the overall business.
<h2>​</h2>
&nbsp;
<h2>Maintain a positive environment even in the face of failure</h2>
How a person handles mistakes and failures says a lot about what kind of leader they are. Whilst one always hopes that everything runs smoothly, most of the time, there are going to be obstacles that come up at work.
However, obstacles, failures, and challenges are often the best way to learn. Whilst they are an inconvenience and it&rsquo;s important to take any issue at face value, it&rsquo;s also important to not get bogged down in the negativity of the situation.
Thinking about which aspects of a given issue are negative and which are positive makes it possible to have a more balanced view.
A leader who can focus on solutions rather than problems and look at the positives in any given circumstance is much more likely to motivate their team members to overcome the challenge or to learn from a failure, rather than to let it consume them.
&nbsp;
<h2>Be open to different perspectives, new ideas, and change</h2>
A huge sign of good leadership is openness to new ideas. Change can be a scary thing, especially when one has become accustomed to working in a certain way for a long time. However, the best leaders are those who take this head-on and don&rsquo;t shy away from trying out new things.
There are always opportunities to learn new things. Welcoming different perspectives and new ideas from anyone, regardless of how high up they are in the team, is the hallmark of a great leader. It makes it possible to embrace potential and explore new possibilities for improvement.
When looking at a challenge together, encourage the team to think about it together, come up with ideas, and feed them back to the group, without fear of making mistakes or silly suggestions. A culture where feedback and openness are encouraged leads to greater creativity, drive, growth, and success.
&nbsp;
&nbsp;

INSIGHTS