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A recent project of mine was to transition the data management support team from one long standing provider to a another provider for the six largest sites of a super- major. One the metrics was business disruption, and one of the ways we measured this was by user complaints. The most vociferous complaint was from a user indignant that the support had degraded so much that the old providers must be brought back…. It was my job to tell him that for his site the transition was going to be the next week.

It is often not the message but the way it is delivered which makes the difference between a successful outcome and back to the drawing board. In E&P IT every programme, project or initiative has to do two things simultaneously, firstly it has to deliver business value and secondly the value has to be delivered painlessly into the business. Delivering painlessly has both an emotional and a practical side to it. On the one hand you want people to feel that a good job has been done and other the other hand business success depends on keeping the geoscientists and engineers working effectively (inevitably through technology).

No matter how good or how much of an improvement your technical solution may be the users will have to change something about the way they work in order to get the benefits and this change needs to be communicated. Many IT people would like to spend all day in a darkened room with a command-line interface, many CIO’s would like implement SAP continually however the business depends on the Technical Environment and without constant attention the value and effectiveness of the Technical Environment degrades.






Change Management is a science it itself. Thee are reams of papers, books, cheese shops and melting icebergs dedicated to understand and explaining change to the reluctant and how to implement change to the management team. This is very useful material and can be applied in many areas of Oil and Gas. However most of it is ‘big-scale’ and may not work in Technical E&P.

This workshop provides some insight, examples and areas for discussion leading to an improved understanding of how to survive and thrive in change in E&P IT and how to improve your chances of success in any initiative

• Types of Change
• Effective Change
• What works in E&P IT
• Ownership of Change
• Making your Changes stick
• Continuous Improvement

Attendance at this workshop would be ideal for those who …
• are Implementing Petrel …
• supporting unconventionals exploration and development
• need Data Governance led from the business.

Workshop programme

13:00 Opening Remarks

13:00 Registration & Coffee

13:40 A look at change management and change in E&P

15:00 Afternoon Tea

15:30 Impact of change

16:10 Successful change

16:50 Closing Remarks

17:00 End of workshop


Marriott Regents Park

128 King Henry's Road
London NW3 3ST
United Kingdom

Marriott Regents Park

This 4 star north London hotel in zone 2 is the perfect destination for the astute business traveler as well as the leisure guest that knows how convenient north London hotels are, as a base from which to explore the city .Bond Street is just 3 stops from Swiss Cottage underground station on the Jubilee Line, so you can be shopping, exploring the sights and taking in one of London’s world-renowned West End shows in less than 15 minutes when you stay at this hotel near central London. At the same time, the hive of activity that is Camden Town, the chic shops, cafes and restaurants of Primrose Hill and ZSL’s London Zoo in Regents Park are all just a short walk from this hotel in north London.



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CPD stands for Continuing Professional Development’. It is essentially a philosophy, which maintains that in order to be effective, learning should be organised and structured. The most common definition is:

‘A commitment to structured skills and knowledge enhancement for Personal or Professional competence’

CPD is a common requirement of individual membership with professional bodies and Institutes. Increasingly, employers also expect their staff to undertake regular CPD activities.

Undertaken over a period of time, CPD ensures that educational qualifications do not become obsolete, and allows for best practice and professional standards to be upheld.

CPD can be undertaken through a variety of learning activities including instructor led training courses, seminars and conferences, e:learning modules or structured reading.


There are approximately 470 institutes in the UK across all industry sectors, with a collective membership of circa 4 million professionals, and they all expect their members to undertake CPD.

For some institutes undertaking CPD is mandatory e.g. accountancy and law, and linked to a licence to practice, for others it’s obligatory. By ensuring that their members undertake CPD, the professional bodies seek to ensure that professional standards, legislative awareness and ethical practices are maintained.

CPD Schemes often run over the period of a year and the institutes generally provide online tools for their members to record and reflect on their CPD activities.


Professional bodies and Institutes CPD schemes are either structured as ‘Input’ or ‘Output’ based.

‘Input’ based schemes list a precise number of CPD hours that individuals must achieve within a given time period. These schemes can also use different ‘currencies’ such as points, merits, units or credits, where an individual must accumulate the number required. These currencies are usually based on time i.e. 1 CPD point = 1 hour of learning.

‘Output’ based schemes are learner centred. They require individuals to set learning goals that align to professional competencies, or personal development objectives. These schemes also list different ways to achieve the learning goals e.g. training courses, seminars or e:learning, which enables an individual to complete their CPD through their preferred mode of learning.

The majority of Input and Output based schemes actively encourage individuals to seek appropriate CPD activities independently.

As a formal provider of CPD certified activities, SMI Group can provide an indication of the learning benefit gained and the typical completion. However, it is ultimately the responsibility of the delegate to evaluate their learning, and record it correctly in line with their professional body’s or employers requirements.


Increasingly, international and emerging markets are ‘professionalising’ their workforces and looking to the UK to benchmark educational standards. The undertaking of CPD is now increasingly expected of any individual employed within today’s global marketplace.

CPD Certificates

We can provide a certificate for all our accredited events. To request a CPD certificate for a conference , workshop, master classes you have attended please email events@smi-online.co.uk

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