Conoco's Leadership Development

The three aspects for ensuring that an employee grows through leadership is through continuity, capability, and connection. “Through succession management and career development, employees can acquire new skills and be prepared to assume different and higher-level positions in the organization” (Gully & Phillps 10). To corroborate, Conoco’s leadership development program has instituted a continual learning process of strong succession plan where the professional experts would also be able to share their knowledge upon completion. Conoco’s leadership development program goal is to assist employees in strengthening their leadership competencies through formal mentoring, coaching, and learning. In order to ensure that the information the employees have acquired is pertinent, Conoco’s leadership development program ensures that there is a challenging connection made, which is accomplished through virtual and classroom training.
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ConocoPhillips is a company that has sustained and remained effective through many years. One of the reasons why this organization continues to be an industry leader is due to its ability to metamorphose in order to adapt to the changing environment. To elaborate, instead of Conoco relying on the kerosene industry it began with at the time of inception, the organization augmented to refineries, mergers and acquisitions of crude oils, and many more. To ensure that the organization continues to headway, Conoco continued its dedication in pioneering spirit to responsibly deliver energy to the world by equipping its employees with the skills pertinent to do so with implementing the companywide Talent Management & Learning (TM&L), comprising of five areas for ensuring that the talent has the skills to execute day-to-day tasks: competencies, leadership and professional development, technical learning, talent management solutions and effective use of its new learning