Career

Two engineers can both spend 5 years in the oil & gas industry… and end up with completely different careers. Not because one is smarter. In fact, both could be equally capable, and still diverge completely. But because they entered different “systems” from day one. This image looks like the map of oil and gas industry’s value chain in Indonesia 👇 But if you read it carefully, it’s actually a career map. Because every part of this value chain has its own “DNA”: 1. How decisions are made 2. How work gets done 3. How people are shaped over time And this is what no one tells you at university: 𝗬𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗰𝗵𝗼𝗼𝘀𝗶𝗻𝗴 𝗮 𝗰𝗼𝗺𝗽𝗮𝗻𝘆. 𝗬𝗼𝘂’𝗿𝗲 𝗰𝗵𝗼𝗼𝘀𝗶𝗻𝗴 𝗵𝗼𝘄 𝘆𝗼𝘂 𝘄𝗶𝗹𝗹 𝗯𝗲 𝘁𝗿𝗮𝗶𝗻𝗲𝗱 𝘁𝗼 𝘁𝗵𝗶𝗻𝗸. A simple way to read it: • IOC → builds system thinking, global standards, the ability to navigate complex institutions, and drive national impact • OFS, Drilling and Geoscience Services → build specialized technical mastery & operational instinct • EPC → builds execution discipline & project integration • Logistics → builds distribution pipeline for all of the products • Suppliers → builds robust support for procurement needs of the whole value chain None is “better”. But one thing most people underestimate: 𝗧𝗵𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝘆𝗼𝘂 𝗯𝘂𝗶𝗹𝗱 𝗲𝗮𝗿𝗹𝘆 𝘄𝗶𝗹𝗹 𝗱𝗲𝗳𝗶𝗻𝗲 𝘁𝗵𝗲 𝗼𝗽𝘁𝗶𝗼𝗻𝘀 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝗹𝗮𝘁𝗲𝗿. I only fully understood this after moving across: OFS → IOC → NOC → Global NOC operating at a different scale. Each transition wasn’t just a job change. It was a process of unlearning and rebuilding how I think and operate. And that process isn’t free. It takes time. If I could go back to 2014, I wouldn’t ask: “Which company should I join?” I would ask: 𝗪𝗵𝗶𝗰𝗵 𝘀𝘆𝘀𝘁𝗲𝗺 𝗱𝗼 𝗜 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗯𝗲 𝘀𝗵𝗮𝗽𝗲𝗱 𝗯𝘆? I wrote a full breakdown of each path, what they actually train you for, and what most people only realize 5–10 years too late: 🔗 https://lnkd.in/dtkWn2Sc If you’re entering the industry today: Where would you choose to start, and why? #Rishare #FuelingYourCareer #EnergizingYourCareer #GlobalEnergyTalent

Black women with a bachelor's degree earn less than white men with no degree at all. Read that again. A four-year degree. The student loans. The nights in the library. The graduation ceremony. The job applications requiring "Bachelor's required." And still. Less than a man with some college and no diploma. It gets worse. Black women need a master's degree just to slightly exceed what white men earn with an associate's. 𝐓𝐡𝐞 𝐦𝐚𝐭𝐡: Black women, bachelor's degree: $60,900 White men, associate's degree: $67,190 Black women, master's degree: $72,450 A master's degree. Six more years of education. To earn $5,000 more than a man with a two-year degree. They told us the gap was about skills. They told us the gap was about credentials. They told us if we just got more degrees, the money would follow. The money followed. It just followed white men who never enrolled. 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐓𝐡𝐞 𝐂𝐫𝐞𝐝𝐞𝐧𝐭𝐢𝐚𝐥 𝐓𝐫𝐚𝐩™ More degrees don't close the gap. They widen it. Black women with professional degrees—law, medicine—earn just 65 cents per dollar compared to white men with the same degrees. The most credentialed Black women face the widest gap. We're not under-educated. We're under-valued. And no diploma fixes a valuation problem. The solution isn't another degree. It's documentation of the value you already create. It's knowing your replacement cost. It's invoicing at market rate instead of accepting their discount. They built a system where our credentials subsidize their payroll. Time to build our own math. What credential were you told would "finally" close the gap? Thank You; It's True™ #BlackWomensWealthLab #DocumentEverything #TheCredentialTrap

My candidate landed a ₹15 LPA offer at a top MNC without even applying. No resume drop. No job portal. How? ✅ She unlocked the hidden job market that most candidates never see. So, how did she do it? Not with luck. But with a strategy anyone can use: 1. She built her brand before she needed a job. She shared her wins, projects, and insights on LinkedIn consistently. Example: Every Friday, she posted a carousel breaking down a real-life analytics problem she solved at work, tagging teammates and sharing key takeaways. This made her visible as a problem-solver in her field. 2. She reached out to industry peers, not just HR. No generic “Hi, can you refer me?” Instead, she started real conversations about trends, challenges, and solutions in her field. Example: She messaged a data scientist at her dream company, commenting on a recent paper he’d published: 👇 “Hi Raj, I loved your article on predictive analytics in retail. I’ve been working on similar models for FMCG clients and would love to exchange notes!” This led to a meaningful chat, not a cold request. 3. She gave before she asked. She offered feedback on others’ work, shared resources, and celebrated others’ milestones. Example: She congratulated connections on promotions, shared helpful webinars in group chats, and offered to review a peer’s resume before asking for any help herself. 4. She followed up, politely and persistently. After every conversation, she sent a thank-you note: 👇 “Thanks for your insights, Priya! I’ve already started applying your advice. Hope we can catch up again soon.” She stayed top of mind, not just top of the inbox. You don’t need a massive network. You need genuine connections, a clear story, and the courage to show up before you need help. If you’re still waiting for the “perfect” job post to appear, you’re already late. The best opportunities are shared in DMs, whispered in meetings, and offered to those who are already visible. Start building your presence, your relationships, and your reputation today. #jobsearch #jobopportunities #jobinterview #careergrowth

I constantly get recruiter reachouts from big tech companies and top AI startups- even when I’m not actively job hunting or listed as “Open to Work.” That’s because over the years, I’ve consciously put in the effort to build a clear and consistent presence on LinkedIn- one that reflects what I do, what I care about, and the kind of work I want to be known for. And the best part? It’s something anyone can do- with the right strategy and a bit of consistency. If you’re tired of applying to dozens of jobs with no reply, here are 5 powerful LinkedIn upgrades that will make recruiters come to you: 1. Quietly activate “Open to Work” Even if you’re not searching, turning this on boosts your visibility in recruiter filters. → Turn it on under your profile → “Open to” → “Finding a new job” → Choose “Recruiters only” visibility → Specify target titles and locations clearly (e.g., “Machine Learning Engineer – Computer Vision, Remote”) Why it works: Recruiters rely on this filter to find passive yet qualified candidates. 2. Treat your headline like SEO + your elevator pitch Your headline is key real estate- use it to clearly communicate role, expertise, and value. Weak example: “Software Developer at XYZ Company” → Generic and not searchable. Strong example: “ML Engineer | Computer Vision for Autonomous Systems | PyTorch, TensorRT Specialist” → Role: ML Engineer → Niche: computer vision in autonomous systems → Tools: PyTorch, TensorRT This structure reflects best practices from experts who recommend combining role, specialization, technical skills, and context to stand out. 3. Upgrade your visuals to build trust → Use a crisp headshot: natural light, simple background, friendly expression → Add a banner that reinforces your brand: you working, speaking, or a tagline with tools/logos Why it works: Clean visuals increase profile views and instantly project credibility. 4. Rewrite your “About” section as a human story Skip the bullet list, tell a narrative in three parts: → Intro: “I’m an ML engineer specializing in computer vision models for autonomous systems.” → Expertise: “I build end‑to‑end pipelines using PyTorch and TensorRT, optimizing real‑time inference for edge deployment.” → Motivation: “I’m passionate about enabling safer autonomy through efficient vision AI, let’s connect if you’re building in that space.” Why it works: Authentic storytelling creates memorability and emotional resonance . 5. Be the advocate for your work Make your profile act like a portfolio, not just a resume. → Under each role, add 2–4 bullet points with measurable outcomes and tools (e.g., “Reduced inference latency by 35% using INT8 quantization in TensorRT”) → In the Featured section, highlight demos, whitepapers, GitHub repos, or tech talks Give yourself five intentional profile upgrades this week. Then sit back and watch recruiters start reaching you, even in today’s competitive market.

It takes one minute to damage a career you spent 30 years building. Because success isn’t about skill or intelligence. It’s about emotional regulation. Exercising restraint instead of: → Engaging in a heated debate with a client. → Exchanging a sharp word with a colleague. → Sending an angry email in the heat of the moment. The second you lose control, you’ve lost. Emotional regulation is the biggest marker of career success. The good news is it’s a muscle you can build. Here's how: 1. Know Your Triggers → Identify what sets you off. → Do you feel threatened when criticised? → Awareness is the first step to control. 2. Hit Pause → Before reacting, ask yourself: What are the consequences of my move? → Regret minimisation is critical. 3. Reframe the Experience → What else could this mean? → Maybe the person was having a bad day. → Chose an interpretation that serves you. 4. Create a Delay on Emails Sent → Set a 10-minute delay on all outgoing emails. → This in and of itself could save your career. 5. Breathe → When emotions rise, take three slow breaths. → It signals your nervous system to reset. → Simple, but powerful. 6. Speak With Emotional Intelligence → Once you’re ready to respond, choose your words carefully. → Ask: How can I create the right outcome in a calm way? Remember: → If you choose restraint, you win. → If you reframe, you grow. And every time you stay in control, you keep your power. How important do you think emotional regulation is for career success? ---- ☀️Follow Deena Priest for career, leadership and personal development insights.

There is a strong belief that women are more generous, and care more about equality, than men. Also, many people believe that women tend to be underconfident. None of these beliefs are true, two recent papers find. One paper —nicely titled "Men are from Mars, and Women Too"— focuses on self-confidence. The paper starts by surveying hundreds of experts, finding that 77% of them think that women are underconfident whereas men are overconfident. Next they do a comprehensive survey of all experimental tests of self-confidence that have been published in the past twenty years. The key result: 72% of all studies find that *both* women and men are overconfident. Only 18% of published studies support the commonly held view. The other paper considers social preferences. "Using data from 15 studies and 8,979 individuals" the paper finds "that women are believed to be more generous and more equality-oriented than men. [...] Yet this believed gender gap is largely inaccurate." The authors "find little to no evidence for gender differences in behavior or attitudes relating to social preferences". Hence, women and men are much more similar than commonly thought. Sure, people differ in their social preferences and self-confidence, and actually differences can be quite substantially. But gender is not predictive of such differences. Why is this important to know? Why is it important to correct these misperceptions about women and men? One reason is that misperceptions may affect selection and sorting in the labor market, in politics, and in society at large, resulting in a misallocation of talents and traits. For instance, if people think that to be a good leader one needs to have sufficient self-confidence, they may be biased against women, as they mistakenly believe that women tend to be underconfident. Likewise, people may be biased against men when selecting for positions that require generosity and care, mistakenly thinking that these qualities are mainly or only present among women. Read the full papers here (all open access!): Oriana Bandiera, Nidhi Parekh, Barbara Petrongolo, and Michelle Rao (2022), Men are from Mars, and Women Too: A Bayesian Meta-analysis of Overconfidence Experiments, Economica: https://lnkd.in/e6_dMRyG Christine Exley, Oliver Hauser, Molly Moore, and John-Henry Pezzuto (2024), Believed Gender Differences in Social Preferences, Quarterly Journal of Economics, forthcoming: https://lnkd.in/ecZCS2er And see also: Esther-Mirjam Sent and Irene van Staveren (2019), A Feminist Review of Behavioral Economic Research on Gender Differences, Feminist Economics: https://lnkd.in/ejJ8S6iX

Avoiding tough talks is a direct path to losing team trust. Here's how top leaders handle conflict: 1/ The Real Problem → Leaders stall, hoping conflict resolves itself → Feedback gets softened until it’s meaningless → The issue festers, and performance suffers 2/ Why It Matters → Projects halt because no one says what needs to be said → The wrong people stay in the room, the right ones leave → Culture declines and misalignment becomes the norm 3/ The CLEAR Framework → Cut the Fluff: Skip the warm-up and get to the point → Label the Behavior: Focus on actions, not identity → Explain the Impact: Make it real, why does it matter? → Ask for Alignment: Invite a response, not a lecture → Recommit or Redirect: Don’t end vague, end with clarity 4/ What Happens Next → Tension goes down, not up → People feel respected, not ambushed → Projects move forward, with trust, not silence 5/ Why You Need This → Leading isn’t about avoiding discomfort → It’s about creating clarity when others won’t → This framework gives you the words to do it right What's your biggest takeaway?

GET OUT OF YOUR TEAM’S WAY Managers, it’s time to stop treating employees like they need constant supervision. They shouldn’t have to apologise for having lives outside of work either. Trust your team to deliver, and you’ll create a positive, productive environment where everyone can thrive. Hiring the right people is just the beginning. The real magic happens when you trust and empower them. Trust means allowing your team the freedom to manage their work without hovering, showing that you respect them as capable adults who can balance both their professional and personal lives. This goes beyond just being flexible with time off. It’s about building a culture where people feel trusted to do their jobs in the way that works best for them - whether they’re in the office, working remotely, or handling personal matters during the day. The focus should be on outcomes, not micromanagement. Micromanaging stifles creativity and kills motivation. Trust, however, inspires people to do their best work. When you give your team ownership and the space to succeed, you’ll see them flourish. Here’s how to build that culture:
 * Hire the Right People: Ensure they have the skills and align with your company’s values.
 * Trust Your Team: Let them take ownership of their work, and resist the urge to micromanage.
 * Give Them Freedom: Allow them to make decisions and provide the tools they need.
 * Develop Strong Leaders: Train leaders to support their teams without controlling them.
 * Keep Communication Open: Foster an environment where people feel safe sharing ideas and feedback.
 * Celebrate Wins: Recognise achievements to keep motivation high.
 * Support Work-Life Balance: Encourage a healthy balance to enhance well-being and productivity. ♻️Neha K Puri

Reputation isn’t what you say about yourself. It’s what others say when you’re not around. I've been thinking about this a lot lately after encountering people whose lack of integrity is damaging their reputation. Because here’s the truth: status, success, or opportunities don’t give you the right to treat people poorly. Respect is universal. Everyone deserves it - regardless of position. If you want a reputation that earns trust, respect, and opportunity, here’s what matters most: 17 Must-Haves for a Great Reputation 1. Pause Before Reacting. • Avoid emotional responses. • Consider consequences. • Take a moment to think. 2. Honour Your Word. • Make commitments carefully. • Follow through completely. • Build trust through action. 3. Stand By Your Values. • Never compromise integrity. • Know your principles. • Stay true to yourself. 4. Maintain Consistency. • Build a steady presence. • Earn others' trust. • Be reliable daily. 5. Deliver Excellence. • Make quality your standard. • Complete what you start. • Accept nothing less. 6. Practise Direct Communication. • Address issues openly. • Build transparency. • Speak with clarity. 7. Choose Integrity. • Make ethical decisions. • Lead by example. • Live your values. 8. Respect Time. • Meet every deadline. • Arrive before others. • Set high standards. 9. Take Responsibility. • Own your mistakes. • Fix problems quickly. • Show a growth mindset. 10. Celebrate Others. • Recognise good work. • Share team victories. • Build community. 11. Put Team First. • Support collective success. • Foster collaboration. • Leave ego behind. 12. Give Thoughtful Feedback. • Balance truth with care. • Show genuine concern. • Help others improve. 13. Practise Equal Respect. • Show consistent courtesy. • Value everyone equally. • Build inclusive spaces. 14. Protect Your Team. • Stand up for colleagues. • Stop negative talk. • Show real loyalty. 15. Master Active Listening. • Focus fully on others. • Seek understanding. • Avoid interrupting. 16. Use Strategic Silence. • Build stronger connections. • Create space for others. • Listen more than speak. 17. Show Gratitude. • Recognise contributions. • Express appreciation often. • Strengthen relationships through kindness. Here's the truth: Your reputation takes years to build. Minutes to destroy. Choose wisely. -> Which of these habits are the most important for you? ♻️ Share this post to inspire others to build a reputation they’re proud of. ➕ Follow me, Jen Blandos, for actionable daily insights on business, entrepreneurship, and workplace well-being.

NVIDIA CEO Jensen Huang’s best career advice: “Passion isn’t enough, you’ve got to endure.” I believe "Follow your passion” is the most overhyped career advice on earth If someone’s telling you to “just follow your passion,” they’re probably already living in abundance! Here’s the uncomfortable truth: Passion usually follows mastery, not the other way around. Get good first. Then the prestige, pay, confidence, and interesting problems make you… passionate. A better playbook that I followed: Pick something you can be great at. One clear lane, real demand. Go deep for a decade. Reps > inspiration. Grit beats vibes. Measure progress, not feelings. Hard day ≠ wrong path. Work is hard, expect injustice, friction, and boredom. Earn the right to edit. Mastery buys you optionality: interesting projects, better teams, better life. Early on, balance is a tradeoff. Most meaningful careers require a season of asymmetric effort. Later, mastery lets you buy back balance, time, control, boundaries. Do your passions on weekends Don’t ask: “Do I love this today?” Ask: “Can I become great at this, and is it worth being great at?” That’s how you build a career you’re proud of and yes, one you might just become passionate about. What do you think?