Everything is subject to change—except the objective and the results!
TUIC 2021, online edition. Despite the distance and all the restrictions, we are far closer to each other than we think.
Knowledge is evolving and developing regardless of the circumstances. Or perhaps it’s despite these, as this year, and for reasons well known to all, we are holding our traditional TUIC, or Tecpetrol University Induction Camp, in online form.
With the same objectives as ever before, to provide knowledge and strengthen ties between employees from different regions and areas, the Virtual TUIC 2021 is a 2.0 version of the traditional program, updated in line with current times, given the impossibility of carrying it out face-to-face.
The two challenges of the Virtual TUIC were how to adapt its two main axes of Knowledge and Networking to a virtual format.
This ended up being a complete redesign in which not only the ‘how’ but also the ‘what’ were redefined. We overhauled the methods used to impart knowledge and reach each of the Young Professionals, also called TUICers, so that we could replicate online what was previously done in person. This included features ranging from the theoretical modules and the trip to the company's field school in El Tordillo, Comodoro Rivadavia, as well as talks by internal experts, and also the conventional and unconventional reservoir simulators.
This is how Sol González Sangorrín, who is in charge of organizing the event, puts it:
“The TUIC always pursued two major objectives. First, to impart deep and meaningful learning about the industry and the business. Secondly, but no less important, to foster relationships and help Young Professionals build the kind of contact network that will support their career within the company over the years. Obviously, as we‘re doing this all online, and as it’s the first time we’ve tackled a program of this magnitude, it was a pretty sizable challenge. We thought in advance of ways in which we could cover and create these spaces without forcing them, so that they can take place as naturally as they do in an in-person context."
In other words, many factors had to be rethought, starting with the duration, to ensure that the most important aspect was not affected: the content.
Sol: “What we did was draw up a five-week program, of three half-days each week. We redesigned the modules to adjust their duration without losing the essential content necessary to be able to run the simulators."
For this, the inclusion of our Field Leader Talks was a vital element as it brought the Young Professionals closer to the reality of each operation, and this has been the cornerstone of the change in modality. The company took advantage of the shift online and the constant interrelation between Young Professionals to transmit first-hand the reality of the company’s different operations seen through the eyes of seasoned experts and referents.
“The second challenge is human. We found the alternatives to create networking spaces: we held presentation and closing activities to strengthen relationships between people.” It’s clearly worth the effort being made by the team in their attempts to be as inventive as possible. The biggest challenge is finding a solution to an issue as complex as interpersonal relationships, in a year that is unprecedented in more than one way: it’s the first time since the TUIC started that there are 40% of women taking part: 8 out of the 20 Young Professionals are women.
Matías Lloret, Production Supervisor in Argentina wholeheartedly agrees: “Although it’s proving to be a complex year, this is a really good experience both for me and the other TUICers, and it’s great to be able to learn about the experience of the directors first-hand. Sharing the day-to-day routines and learning, even from a distance, has helped me a lot. I liked all of the talks, but I found those given by the directors of other operations really interesting, they opened my mind and helped me see what amazing worlds and directions to be taken lie in other areas of the company.”
María José Vargas, from Human Resources in Colombia, agrees with her colleague and adds that: “The TUIC so far has been really interesting and full of challenges. Despite being behind screens, we’ve developed links and, more importantly, we are acquiring the content and tools for our work. It was very inspiring for me to meet our leaders and hear from them, not just about their careers but about their lives. Although the screen tends to make getting to know each other a bit more difficult, we have had the opportunity to share experiences, which is very valuable. I can't wait, as a Colombian, to meet all my Argentine colleagues."
Lucas Pons, from the Commercial area, highlights many aspects of the TUIC that were positive for him, but above all “the human side of the leaders, who gave us the room we needed to ask all kinds of questions. We had many of the key people at Tecpetrol together who took the time to answer our questions, and this was super entertaining and interesting."
The Virtual TUIC continues forwards, setting a steady pace. Its organizers know it. The Young Professionals too. It’s not just another five weeks: these are part of a vital step the Young Professionals are taking to learn, train, and bond with each other. To be the ambassadors for Tecpetrol and promote networking, values and everything they’ve learned in their work teams and in their relationships with other colleagues.