August 4, 2025 • 19 mins
Ever wondered what it takes to transform from a deck hand chipping paint into a skilled production operator on an offshore platform? The journey might be shorter than you think.
Meet Billy Bedsole, the first graduate of Danos' Develop U program. Billy shares his firsthand experience navigating the program, from initial competency assessments to mastering complex technical skills through cutting-edge virtual reality simulations.
Are you a Danos employee looking to advance your career? Reach out to your account manager or project manager to learn how you can take ownership of your professional development journey.
Listen
Watch
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:28):
Hello everyone.
I'm Samantha McGee, your hostfor today's episode, and today
we are going to talk about theDanos Develop U program.
We have a few guests joining metoday.
First in studio with me isaccount manager Rocky Keefe
Keefe Do I say that right, keefe?
And online we're joined bytraining manager Mark Theriault,
along with production operatorBilly Bedsoul.
(00:51):
And thanks for joining me today.
Gentlemen, billy, you're theprogram's first graduate,
correct?
Speaker 2 (00:57):
Yes, ma'am, that's what I've been told.
Speaker 1 (00:59):
Congrats, that's really great.
So first I guess, Mark, can youtell us what is the Develop U
program?
Speaker 3 (01:04):
So the Develop?
U program is an employeedevelopment initiative that is
centered around three coreobjectives One, we want to
support individual growth bypromoting and providing
educational resources that buildcompetencies and promote
employee career progression.
Two, we want to provideevidence-based development to
support career advancementopportunities within Danos and
(01:28):
with our customers as well.
And then, lastly, we'd like toenhance customer service, which
is part of our values, bydeveloping highly competent and
adaptable employees.
We designed DevelopU to equipemployees with knowledge, skills
and abilities needed to performjob functions safely,
(01:49):
efficiently and at a highstandard of excellence.
Speaker 1 (01:53):
Got it so?
Essentially, it's a programthat employees can go through to
develop themselves and learn alittle bit more about their
trade.
Is that right?
Speaker 3 (02:02):
That's correct, either their trade or something
else that they may be interestedin advancing to you know
another career opportunity oranother craft.
Advancing to you know anothercareer opportunity or another
craft.
Speaker 1 (02:12):
Got it, and when did the program start?
Speaker 3 (02:22):
So the program started.
I'll go all the way back to 10to 11 years ago.
You know we started noticingthat our customers, as well as
our employees, were asking fornew opportunities to learn and
grow, and so we starteddeveloping things a long time
ago, years ago.
And you know we've gottenbetter over the years and our
program has advanced in waysthat, with technology, you know
(02:45):
at that.
So you know, in short, you knowwe started a long time ago
trying to satisfy the needs ofour customers and our employees,
and today it all came togetherwhen we started an initiative
called Project 42.
And I think Rocky may be ableto add a little bit more about
Project 42.
Speaker 4 (03:05):
Right.
So I was initially brought oninto the fold about February of
24.
And I was tasked with, theysaid, we have this competency
program.
It's something that we've triedto take off the ground in the
past and it just it never madeit to fruition.
So they asked me to puttogether a group and see what we
could do about fully developingthe program.
(03:27):
You know, using Mark'sexpertise and getting together
and sort of ironing out all theways that we could get this
delivered, make it attractive tothe employee.
Who we would involve?
Who would it be available to?
Michael Higgs and a few others.
And we started ironing outdetails.
How would we start?
(03:56):
Who would it be available to?
Speaker 1 (04:00):
And who is it available to?
Speaker 4 (04:01):
So as of right now I guess we can call it sort of in
the pilot stage Right now it'savailable to production
operators in the Gulf of America.
We're hoping that we'll be ableto expand that to other crafts
and maybe other areas.
But I think we're taking itslowly to where we want to see
how employees are engaging, ifthey're completing the program.
(04:23):
What do they feel about it, ifthere's anything we could make
better before we rule it outcompletely, but so far it's been
a great success and we're veryhappy with it.
That's awesome.
Speaker 1 (04:33):
So when did the I guess you know pilot program,
when did it officially roll out?
Speaker 4 (04:37):
So that would have been March 1st of this year.
Okay, great so we worked quitea while perfecting it to make
sure that it was attractive tothe employee because, in all
honesty, it's a proactiveapproach.
Right, the employee has tovolunteer to essentially do more
.
Right, they're doing thisoutside of their normal work
scope, their normal worktraining, so it's something that
(04:57):
is for the proactive approach,the person who's looking to take
that step in advance right, andgain more knowledge in advance,
rather than just what'srequired of them.
Speaker 3 (05:07):
Yeah, I would add that you know, like 10 or 11
years ago, you know, over thelast 10 or 11 years I should say
we built all of the pieces andparts for this program.
But in the last six to eightmonths or so I would say that we
put all of these parts togetherand started building an actual
machine.
Right, employees would be proudto be a part of something that
(05:32):
they would be interested in,something that can give them
some real educational resourcesto help advance their careers.
And, like Rocky said, a lot ofthe program's intention is for
the employee to have theinitiative to do this on their
own.
This is done in an employee'sspare time.
It's voluntary.
This is done in employees'spare time.
(05:52):
It's voluntary.
It's something that they wantto or they have to do when they
want to do it.
It's not something that we aretrying to push on them or
anything like that.
It's just something that theyhave to have the want to and the
initiative to be intentionalabout growing and progressing
(06:14):
their career.
Speaker 1 (06:15):
Got it.
And, billy, how did you hearabout the program?
Speaker 2 (06:18):
I believe it was around like February.
In February, I received anemail from my project manager,
blake Westerman, detailing someof the things that it would
require of me and I myself I'mjust.
I like learning things.
I'm very curious person and Ithought it was very interesting,
but I received an email, forit's the way I saw anything
(06:40):
about it.
Speaker 1 (06:41):
Got it and so it just attracted you, because you know
you like learning and youwanted to further your knowledge
.
Is that right?
Speaker 2 (06:47):
Yes, ma'am, that is correct.
Speaker 1 (06:48):
So can you tell us about your experience?
What happened next?
Speaker 2 (06:56):
Well, obviously I reached out to my project
manager and expressed how I wasinterested in it and he got me
in touch with me too forstarting the program.
And once I got into it theysent me to one of the Danos HQs
to go through an in-personbasically just competency
scoring to see what I do when Idon't know, based on my position
as a C operator and anythingthat I happened to be lacking in
(07:20):
or didn't understand at all.
They gave me some extralearning tools through YALSA's
Stelma website, an ICANNtraining and once going through
all that and learning some more,I had a secondary competency
training just to make sure Iactually understood the material
that I was at first missing andpassing through that.
Speaker 1 (07:40):
Got it.
So did you do like besides thein-person stuff, is it all?
You did some online courses, isthat right?
Speaker 2 (07:46):
Yes, ma'am, anything that I happened to not score a
three on it, they rank itbetween one and three.
Anything that did not happen toscore a three on, they had
specialized training modules forit through ICANN.
Speaker 1 (07:58):
Got it, and so Rocky.
Other than being a productionoperator in the Gulf, are there
any other specific requirementsthat employees need to meet?
Speaker 4 (08:05):
Yes, so you'll have to have completed your short
service employee section of youremployment with Danos.
So anybody within the first sixmonths of employment with Danos
is considered a short serviceemployee.
So once that program iscompleted and you're a
production operator, anybody isavailable able to enter into
this program.
Who has the proactiveinitiative?
Speaker 1 (08:27):
Got it.
And so, Billy, you started outas a C operator, is that right?
Speaker 2 (08:34):
Well, I started out my career offshore as a
roustabout, actually chippingand painting on our platform.
Speaker 1 (08:40):
Very good, and so now you're a C operator and the
idea is that you're workingtowards that next step.
Speaker 2 (08:47):
Yes, ma'am, I'm doing my best as I can.
Speaker 1 (08:50):
And what's the next step for those of us who are not
as versed in the progression?
Speaker 2 (08:55):
Preferably being promoted up to a B operator and
making my way even further up toan A, and from there there's
different opportunities fromwhat I've heard.
I'm not the most knowledgeableon where to go from there
exactly, but from my position,going up to a B operator would
be my next step exactly, butfrom my position, going up to a
B operator would be my next step.
Speaker 1 (09:16):
That's awesome, and so do you feel like this.
The program has really kind ofequipped you or given the tools
or skills that you might need towork your way there, I believe.
Speaker 2 (09:20):
so, at minimum, I did learn some things that I did
need to know, specifically aboutmy platform that I happen to
not know.
So I feel like, if anything, ithas at least aided me in
getting there.
Speaker 1 (09:32):
Very good, and I guess either Rocky or Mark.
Are there incentives other thanyou know the personal and
professional development?
Are there any other incentivesfor employees to participate in
the program?
Are there?
Speaker 4 (09:43):
any other incentives for employees to participate in
the program.
Well, from my end and Markmight have something in addition
but for the value, it shows thecustomer that the employee has
taken the initiative.
While it doesn't guaranteepromotion, it shows it and we do
(10:05):
share this information with thecustomer on the back end or
during the process, and they canrequest information because we
track different KPIs anddifferent parts of the progress
to where, if the customer isinvolved, we're able to let them
know hey, this employee isdoing this to better themselves
and I think in the long run itshows the initiative, it shows
the quality of employee, itshows the improvement and we're
hoping it's just an early stepto where the customer sees the
(10:30):
value, to where it'll maybe fasttrack promotion.
Speaker 1 (10:36):
And speaking of values, how does the program tie
into Danos' values?
Speaker 4 (10:41):
Well, obviously, one value being improvement, one
value being service.
So I mean we're here to servicea customer, also with our
purpose right to develop greatpeople.
And how better to develop greatpeople than a program called
Develop you right and withimprovement?
We're constantly trying to bebetter every day, and this is
(11:04):
just yet another way an employeecould do that.
I've spoken with anotheremployee who's currently about
to finish the program under oneof my accounts and he was
talking to me about how some ofthe knowledge he obtained from
it.
He was thinking that it wouldbe a little bit more mundane, it
wouldn't be as in-depth, thatthis would be just sort of going
(11:26):
with the motions, and he wasvery impressed with the
intricacies of the modules thathe was given.
So I think these trainingswhile training might not always
be the fun thing to do.
I think there's a lot of goodknowledge and information in
Mark's programs and I think that, um, it's constantly getting
(11:49):
better.
Speaker 1 (11:50):
Mark, what do you have to say about that?
It's not the most fun thing,yeah, no that that Rocky's
absolutely right.
Speaker 3 (11:58):
I mean, you know anybody will tell you that that
training is is, for the mostpart, is a snooze fest, right,
but you know, as we're, you know, developing these programs,
we're trying to find new ways tomake it better, to make it
funner, to make it moreattractive to people.
So we're bringing in new, youknow, technologies that people
(12:20):
are used to and love.
You know, like virtual reality,you know we bring people in and
we put a VR headset on them andwe'll walk through where we've
developed a platform within a VRspace and we can walk through
and talk through all of theequipment and they can actually
do simulations where they'reopening and closing valves and
(12:41):
starting compressors andlaunching and receiving pigs,
those kinds of things, and so itmakes learning more fun.
We're also looking at adaptivetype CBTs, in which you know
you're not sitting there feelinglike you're wasting your life
away watching a video online tolearn something.
(13:03):
It actually asks you somequestions and it adapts to your
knowledge.
So, as you're going through oneof these CBTs, it'll ask these
questions and, based on youranswers, it'll throw you either
forwards or backwards within theCBT so that you don't have to
sit there and go through thingsthat you already know or have
(13:25):
already learned.
You're learning something newall the time, so you know that's
what the future of this programlooks like.
It's just something that wewant to make more attractive to
people.
We want people to want to learn, not sit there and have to
learn.
Speaker 1 (13:42):
That's great.
I love that.
You said it's adaptive, so itreally is, you know, almost
personalized to the needs ofeach employee, right?
Speaker 3 (13:50):
That's correct.
Speaker 1 (13:51):
And Billy.
I know Rocky had mentioned thathis colleague talked about some
of the things he was surprisedwith the program.
Was there anything that youwere surprised or something that
stood out to you?
Speaker 2 (14:03):
He had spoken about the interactive learning thing.
I was really surprised aboutthat.
I thought that was very awesometo see, like getting to
experience that.
I, you know, tinker with someVR here and there, but seeing
that, I thought that was like areally interesting part of it
getting to see that and thenbeing able to go over it.
The training modules themselvesthere was a lot of the learning
(14:24):
was like very I don't know thebest way to put this but just
really interactive and easy topick up for the most part.
There were a couple parts thatkind of confused me at times,
but I thought that was just thetiredness setting in trying to
learn, but all in all I reallyenjoyed it.
I was surprised how much I didenjoy it and how easy it was to
pick up some of these sometimesvery hard to pick up topics
(14:47):
coming from trying to learn fromanother person.
But through that training itwas actually very easy, for me
at least, and I was kind ofsurprised by that and I did
quite enjoy it.
Speaker 1 (14:56):
That's great.
And do you have any?
What would you say to anemployee who's considering
entering the program?
Speaker 2 (15:03):
I give them the highest recommendation for at
least giving it a shot.
I mean, no matter what, it'salways good to know anything you
can, especially about a joblike ours.
You know it can never hurt toknow too much about it.
There's no bad thing aboutlearning it.
I mean, either you figure outsomething new or you find out
you already know everything inyour ballpark and it's time to
(15:26):
move on to the next thing youknow.
Learn even more at a higher uplevel.
Just overall, I just recommendat least doing it just to see
where you're at and possiblylearn something new.
Speaker 1 (15:37):
That's fantastic.
Thank you, and Rocky or Mark,what's the program look like
going forward?
Speaker 4 (15:41):
What's the program look like going forward?
Well, in my thought, rolling itout to a wider range of crafts,
definitely want to get itavailable to others, because
we've already been asked aboutthat and hopefully soon we'll be
able to do that.
And then, who knows, who knows,maybe an outsourcing of sorts,
you know?
But with a program like this Ithink we're on the cutting edge,
(16:07):
so to speak.
I've been in customer meetingssince we've started rolling this
out to where competitors werequite impressed with what we
were speaking about.
I think that eventually we'llbe very good at this, to where
it'll be a model of, to wherecopy, and you know, it's a form
of flattery.
So I think, just getting really, really good gold standard at
(16:32):
this type of program and rollingit out to more people Setting
the standard.
Setting the standard Soundsfamiliar.
What about you, Mark?
Speaker 3 (16:42):
Yeah, no, I think you really hit the nail on the head
.
You know, as we, as we moveforward, we want to definitely
want to expand it out to morecrafts and more people, you know
, and the other thing, like Imentioned before, is finding new
ways to introduce training topeople you know with, with
adaptive, adaptive learning,whatever technology, the latest
(17:04):
technologies that are out there.
You know, we talked aboutgaming, we talked about social
media type or micro learning,video type training.
You know all of those things.
We want to incorporate all ofthat just to keep things
interesting for people and tokeep people motivated in wanting
to learn.
Speaker 1 (17:23):
Great, and if someone wants to learn more about the
program, where do they go to?
Speaker 4 (17:27):
learn Great, and if someone wants to learn more
about the program, where do theygo so they could reach out to
their account managers, projectmanagers and find out some more
information?
Each of us are prettyknowledgeable.
We went through programs oftraining to get more knowledge
on the process and just reachout to supervisors.
Speaker 1 (17:44):
Any more closing thoughts anyone.
Speaker 4 (17:53):
No, billy, I appreciate you, you coming on,
man, it was really exciting toto see the first success story
come through Um.
All everybody in the, everybodyin the group that uh that
helped develop this um wasinformed on and it was sort of
like hey, we, it was almost likeuh, for you know, reach first,
like reach first, oil on aplatform, right, it was the
first one across the finish lineand now, since we've scheduled
this more and more nearly everyweek, so we've gained some
(18:15):
really good momentum and, billy,I appreciate you coming on and
Mark appreciate the brainchildbehind this.
Speaker 2 (18:22):
Thank you, I appreciate that and I appreciate
the opportunity to come and dothis yeah.
Speaker 1 (18:27):
Well, thank you all for joining us today.
Really appreciate you beinghere, taking the time and thank
you, more importantly, forliving the Danos purpose to
develop great people.
Everyone have a good one.
Thanks again.
Speaker 2 (18:38):
Thank you.
Hello everyone.
I'm Samantha McGee, your hostfor today's episode, and today
we are going to talk about theDanos Develop U program.
We have a few guests joining metoday.
First in studio with me isaccount manager Rocky Keefe
Keefe Do I say that right, keefe?
And online we're joined bytraining manager Mark Theriault,
along with production operatorBilly Bedsoul.
(00:51):
And thanks for joining me today.
Gentlemen, billy, you're theprogram's first graduate,
correct?
Speaker 2 (00:57):
Yes, ma'am, that's what I've been told.
Speaker 1 (00:59):
Congrats, that's really great.
So first I guess, Mark, can youtell us what is the Develop U
program?
Speaker 3 (01:04):
So the Develop?
U program is an employeedevelopment initiative that is
centered around three coreobjectives One, we want to
support individual growth bypromoting and providing
educational resources that buildcompetencies and promote
employee career progression.
Two, we want to provideevidence-based development to
support career advancementopportunities within Danos and
(01:28):
with our customers as well.
And then, lastly, we'd like toenhance customer service, which
is part of our values, bydeveloping highly competent and
adaptable employees.
We designed DevelopU to equipemployees with knowledge, skills
and abilities needed to performjob functions safely,
(01:49):
efficiently and at a highstandard of excellence.
Speaker 1 (01:53):
Got it so?
Essentially, it's a programthat employees can go through to
develop themselves and learn alittle bit more about their
trade.
Is that right?
Speaker 3 (02:02):
That's correct, either their trade or something
else that they may be interestedin advancing to you know
another career opportunity oranother craft.
Advancing to you know anothercareer opportunity or another
craft.
Speaker 1 (02:12):
Got it, and when did the program start?
Speaker 3 (02:22):
So the program started.
I'll go all the way back to 10to 11 years ago.
You know we started noticingthat our customers, as well as
our employees, were asking fornew opportunities to learn and
grow, and so we starteddeveloping things a long time
ago, years ago.
And you know we've gottenbetter over the years and our
program has advanced in waysthat, with technology, you know
(02:45):
at that.
So you know, in short, you knowwe started a long time ago
trying to satisfy the needs ofour customers and our employees,
and today it all came togetherwhen we started an initiative
called Project 42.
And I think Rocky may be ableto add a little bit more about
Project 42.
Speaker 4 (03:05):
Right.
So I was initially brought oninto the fold about February of
24.
And I was tasked with, theysaid, we have this competency
program.
It's something that we've triedto take off the ground in the
past and it just it never madeit to fruition.
So they asked me to puttogether a group and see what we
could do about fully developingthe program.
(03:27):
You know, using Mark'sexpertise and getting together
and sort of ironing out all theways that we could get this
delivered, make it attractive tothe employee.
Who we would involve?
Who would it be available to?
Michael Higgs and a few others.
And we started ironing outdetails.
How would we start?
(03:56):
Who would it be available to?
Speaker 1 (04:00):
And who is it available to?
Speaker 4 (04:01):
So as of right now I guess we can call it sort of in
the pilot stage Right now it'savailable to production
operators in the Gulf of America.
We're hoping that we'll be ableto expand that to other crafts
and maybe other areas.
But I think we're taking itslowly to where we want to see
how employees are engaging, ifthey're completing the program.
(04:23):
What do they feel about it, ifthere's anything we could make
better before we rule it outcompletely, but so far it's been
a great success and we're veryhappy with it.
That's awesome.
Speaker 1 (04:33):
So when did the I guess you know pilot program,
when did it officially roll out?
Speaker 4 (04:37):
So that would have been March 1st of this year.
Okay, great so we worked quitea while perfecting it to make
sure that it was attractive tothe employee because, in all
honesty, it's a proactiveapproach.
Right, the employee has tovolunteer to essentially do more
.
Right, they're doing thisoutside of their normal work
scope, their normal worktraining, so it's something that
(04:57):
is for the proactive approach,the person who's looking to take
that step in advance right, andgain more knowledge in advance,
rather than just what'srequired of them.
Speaker 3 (05:07):
Yeah, I would add that you know, like 10 or 11
years ago, you know, over thelast 10 or 11 years I should say
we built all of the pieces andparts for this program.
But in the last six to eightmonths or so I would say that we
put all of these parts togetherand started building an actual
machine.
Right, employees would be proudto be a part of something that
(05:32):
they would be interested in,something that can give them
some real educational resourcesto help advance their careers.
And, like Rocky said, a lot ofthe program's intention is for
the employee to have theinitiative to do this on their
own.
This is done in an employee'sspare time.
It's voluntary.
This is done in employees'spare time.
(05:52):
It's voluntary.
It's something that they wantto or they have to do when they
want to do it.
It's not something that we aretrying to push on them or
anything like that.
It's just something that theyhave to have the want to and the
initiative to be intentionalabout growing and progressing
(06:14):
their career.
Speaker 1 (06:15):
Got it.
And, billy, how did you hearabout the program?
Speaker 2 (06:18):
I believe it was around like February.
In February, I received anemail from my project manager,
blake Westerman, detailing someof the things that it would
require of me and I myself I'mjust.
I like learning things.
I'm very curious person and Ithought it was very interesting,
but I received an email, forit's the way I saw anything
(06:40):
about it.
Speaker 1 (06:41):
Got it and so it just attracted you, because you know
you like learning and youwanted to further your knowledge
.
Is that right?
Speaker 2 (06:47):
Yes, ma'am, that is correct.
Speaker 1 (06:48):
So can you tell us about your experience?
What happened next?
Speaker 2 (06:56):
Well, obviously I reached out to my project
manager and expressed how I wasinterested in it and he got me
in touch with me too forstarting the program.
And once I got into it theysent me to one of the Danos HQs
to go through an in-personbasically just competency
scoring to see what I do when Idon't know, based on my position
as a C operator and anythingthat I happened to be lacking in
(07:20):
or didn't understand at all.
They gave me some extralearning tools through YALSA's
Stelma website, an ICANNtraining and once going through
all that and learning some more,I had a secondary competency
training just to make sure Iactually understood the material
that I was at first missing andpassing through that.
Speaker 1 (07:40):
Got it.
So did you do like besides thein-person stuff, is it all?
You did some online courses, isthat right?
Speaker 2 (07:46):
Yes, ma'am, anything that I happened to not score a
three on it, they rank itbetween one and three.
Anything that did not happen toscore a three on, they had
specialized training modules forit through ICANN.
Speaker 1 (07:58):
Got it, and so Rocky.
Other than being a productionoperator in the Gulf, are there
any other specific requirementsthat employees need to meet?
Speaker 4 (08:05):
Yes, so you'll have to have completed your short
service employee section of youremployment with Danos.
So anybody within the first sixmonths of employment with Danos
is considered a short serviceemployee.
So once that program iscompleted and you're a
production operator, anybody isavailable able to enter into
this program.
Who has the proactiveinitiative?
Speaker 1 (08:27):
Got it.
And so, Billy, you started outas a C operator, is that right?
Speaker 2 (08:34):
Well, I started out my career offshore as a
roustabout, actually chippingand painting on our platform.
Speaker 1 (08:40):
Very good, and so now you're a C operator and the
idea is that you're workingtowards that next step.
Speaker 2 (08:47):
Yes, ma'am, I'm doing my best as I can.
Speaker 1 (08:50):
And what's the next step for those of us who are not
as versed in the progression?
Speaker 2 (08:55):
Preferably being promoted up to a B operator and
making my way even further up toan A, and from there there's
different opportunities fromwhat I've heard.
I'm not the most knowledgeableon where to go from there
exactly, but from my position,going up to a B operator would
be my next step exactly, butfrom my position, going up to a
B operator would be my next step.
Speaker 1 (09:16):
That's awesome, and so do you feel like this.
The program has really kind ofequipped you or given the tools
or skills that you might need towork your way there, I believe.
Speaker 2 (09:20):
so, at minimum, I did learn some things that I did
need to know, specifically aboutmy platform that I happen to
not know.
So I feel like, if anything, ithas at least aided me in
getting there.
Speaker 1 (09:32):
Very good, and I guess either Rocky or Mark.
Are there incentives other thanyou know the personal and
professional development?
Are there any other incentivesfor employees to participate in
the program?
Are there?
Speaker 4 (09:43):
any other incentives for employees to participate in
the program.
Well, from my end and Markmight have something in addition
but for the value, it shows thecustomer that the employee has
taken the initiative.
While it doesn't guaranteepromotion, it shows it and we do
(10:05):
share this information with thecustomer on the back end or
during the process, and they canrequest information because we
track different KPIs anddifferent parts of the progress
to where, if the customer isinvolved, we're able to let them
know hey, this employee isdoing this to better themselves
and I think in the long run itshows the initiative, it shows
the quality of employee, itshows the improvement and we're
hoping it's just an early stepto where the customer sees the
(10:30):
value, to where it'll maybe fasttrack promotion.
Speaker 1 (10:36):
And speaking of values, how does the program tie
into Danos' values?
Speaker 4 (10:41):
Well, obviously, one value being improvement, one
value being service.
So I mean we're here to servicea customer, also with our
purpose right to develop greatpeople.
And how better to develop greatpeople than a program called
Develop you right and withimprovement?
We're constantly trying to bebetter every day, and this is
(11:04):
just yet another way an employeecould do that.
I've spoken with anotheremployee who's currently about
to finish the program under oneof my accounts and he was
talking to me about how some ofthe knowledge he obtained from
it.
He was thinking that it wouldbe a little bit more mundane, it
wouldn't be as in-depth, thatthis would be just sort of going
(11:26):
with the motions, and he wasvery impressed with the
intricacies of the modules thathe was given.
So I think these trainingswhile training might not always
be the fun thing to do.
I think there's a lot of goodknowledge and information in
Mark's programs and I think that, um, it's constantly getting
(11:49):
better.
Speaker 1 (11:50):
Mark, what do you have to say about that?
It's not the most fun thing,yeah, no that that Rocky's
absolutely right.
Speaker 3 (11:58):
I mean, you know anybody will tell you that that
training is is, for the mostpart, is a snooze fest, right,
but you know, as we're, you know, developing these programs,
we're trying to find new ways tomake it better, to make it
funner, to make it moreattractive to people.
So we're bringing in new, youknow, technologies that people
(12:20):
are used to and love.
You know, like virtual reality,you know we bring people in and
we put a VR headset on them andwe'll walk through where we've
developed a platform within a VRspace and we can walk through
and talk through all of theequipment and they can actually
do simulations where they'reopening and closing valves and
(12:41):
starting compressors andlaunching and receiving pigs,
those kinds of things, and so itmakes learning more fun.
We're also looking at adaptivetype CBTs, in which you know
you're not sitting there feelinglike you're wasting your life
away watching a video online tolearn something.
(13:03):
It actually asks you somequestions and it adapts to your
knowledge.
So, as you're going through oneof these CBTs, it'll ask these
questions and, based on youranswers, it'll throw you either
forwards or backwards within theCBT so that you don't have to
sit there and go through thingsthat you already know or have
(13:25):
already learned.
You're learning something newall the time, so you know that's
what the future of this programlooks like.
It's just something that wewant to make more attractive to
people.
We want people to want to learn, not sit there and have to
learn.
Speaker 1 (13:42):
That's great.
I love that.
You said it's adaptive, so itreally is, you know, almost
personalized to the needs ofeach employee, right?
Speaker 3 (13:50):
That's correct.
Speaker 1 (13:51):
And Billy.
I know Rocky had mentioned thathis colleague talked about some
of the things he was surprisedwith the program.
Was there anything that youwere surprised or something that
stood out to you?
Speaker 2 (14:03):
He had spoken about the interactive learning thing.
I was really surprised aboutthat.
I thought that was very awesometo see, like getting to
experience that.
I, you know, tinker with someVR here and there, but seeing
that, I thought that was like areally interesting part of it
getting to see that and thenbeing able to go over it.
The training modules themselvesthere was a lot of the learning
(14:24):
was like very I don't know thebest way to put this but just
really interactive and easy topick up for the most part.
There were a couple parts thatkind of confused me at times,
but I thought that was just thetiredness setting in trying to
learn, but all in all I reallyenjoyed it.
I was surprised how much I didenjoy it and how easy it was to
pick up some of these sometimesvery hard to pick up topics
(14:47):
coming from trying to learn fromanother person.
But through that training itwas actually very easy, for me
at least, and I was kind ofsurprised by that and I did
quite enjoy it.
Speaker 1 (14:56):
That's great.
And do you have any?
What would you say to anemployee who's considering
entering the program?
Speaker 2 (15:03):
I give them the highest recommendation for at
least giving it a shot.
I mean, no matter what, it'salways good to know anything you
can, especially about a joblike ours.
You know it can never hurt toknow too much about it.
There's no bad thing aboutlearning it.
I mean, either you figure outsomething new or you find out
you already know everything inyour ballpark and it's time to
(15:26):
move on to the next thing youknow.
Learn even more at a higher uplevel.
Just overall, I just recommendat least doing it just to see
where you're at and possiblylearn something new.
Speaker 1 (15:37):
That's fantastic.
Thank you, and Rocky or Mark,what's the program look like
going forward?
Speaker 4 (15:41):
What's the program look like going forward?
Well, in my thought, rolling itout to a wider range of crafts,
definitely want to get itavailable to others, because
we've already been asked aboutthat and hopefully soon we'll be
able to do that.
And then, who knows, who knows,maybe an outsourcing of sorts,
you know?
But with a program like this Ithink we're on the cutting edge,
(16:07):
so to speak.
I've been in customer meetingssince we've started rolling this
out to where competitors werequite impressed with what we
were speaking about.
I think that eventually we'llbe very good at this, to where
it'll be a model of, to wherecopy, and you know, it's a form
of flattery.
So I think, just getting really, really good gold standard at
(16:32):
this type of program and rollingit out to more people Setting
the standard.
Setting the standard Soundsfamiliar.
What about you, Mark?
Speaker 3 (16:42):
Yeah, no, I think you really hit the nail on the head
.
You know, as we, as we moveforward, we want to definitely
want to expand it out to morecrafts and more people, you know
, and the other thing, like Imentioned before, is finding new
ways to introduce training topeople you know with, with
adaptive, adaptive learning,whatever technology, the latest
(17:04):
technologies that are out there.
You know, we talked aboutgaming, we talked about social
media type or micro learning,video type training.
You know all of those things.
We want to incorporate all ofthat just to keep things
interesting for people and tokeep people motivated in wanting
to learn.
Speaker 1 (17:23):
Great, and if someone wants to learn more about the
program, where do they go to?
Speaker 4 (17:27):
learn Great, and if someone wants to learn more
about the program, where do theygo so they could reach out to
their account managers, projectmanagers and find out some more
information?
Each of us are prettyknowledgeable.
We went through programs oftraining to get more knowledge
on the process and just reachout to supervisors.
Speaker 1 (17:44):
Any more closing thoughts anyone.
Speaker 4 (17:53):
No, billy, I appreciate you, you coming on,
man, it was really exciting toto see the first success story
come through Um.
All everybody in the, everybodyin the group that uh that
helped develop this um wasinformed on and it was sort of
like hey, we, it was almost likeuh, for you know, reach first,
like reach first, oil on aplatform, right, it was the
first one across the finish lineand now, since we've scheduled
this more and more nearly everyweek, so we've gained some
(18:15):
really good momentum and, billy,I appreciate you coming on and
Mark appreciate the brainchildbehind this.
Speaker 2 (18:22):
Thank you, I appreciate that and I appreciate
the opportunity to come and dothis yeah.
Speaker 1 (18:27):
Well, thank you all for joining us today.
Really appreciate you beinghere, taking the time and thank
you, more importantly, forliving the Danos purpose to
develop great people.
Everyone have a good one.
Thanks again.
Speaker 2 (18:38):
Thank you.
Popular Podcasts
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.
Betrayal Weekly
Betrayal Weekly is back for a new season. Every Thursday, Betrayal Weekly shares first-hand accounts of broken trust, shocking deceptions, and the trail of destruction they leave behind. Hosted by Andrea Gunning, this weekly ongoing series digs into real-life stories of betrayal and the aftermath. From stories of double lives to dark discoveries, these are cautionary tales and accounts of resilience against all odds. From the producers of the critically acclaimed Betrayal series, Betrayal Weekly drops new episodes every Thursday. If you would like to share your story, you can reach out to the Betrayal Team by emailing them at betrayalpod@gmail.com and follow us on Instagram at @betrayalpod and @glasspodcasts. Please join our Substack for additional exclusive content, curated book recommendations, and community discussions. Sign up FREE by clicking this link Beyond Betrayal Substack. Join our community dedicated to truth, resilience, and healing. Your voice matters! Be a part of our Betrayal journey on Substack.
Dateline NBC
Current and classic episodes, featuring compelling true-crime mysteries, powerful documentaries and in-depth investigations. Follow now to get the latest episodes of Dateline NBC completely free, or subscribe to Dateline Premium for ad-free listening and exclusive bonus content: DatelinePremium.com