Developing High Potential Leaders Without the “High Dollar” Program

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The economic downturn in our industry has not slowed down the impending “crew change”. An estimated 70% of the energy workforce is 50 years or older and positioned for retirement in 5-7 years. Companies are challenged with the critical need to invest in the development of high potential, emerging leaders while managing the cost of robust, “high dollar” hi-pot programs. ConocoPhillips will share how they are leveraging best practices from other industries to build an efficient and sustainable model for hi-pot development that goes beyond the classroom. They leverage technology for collaborative learning, engage leaders to teach leaders, incorporate action learning projects, and bring much of the design and delivery “in-house”. You will walk away with ideas that are cost effective & scalable for any organization.


Georgette Hunter-Franklin
Learning and Development Lead Leadership Development,
Georgette has over 10 years of experience in Learning and Organizational Development. She joined ConocoPhillips in December of 2014. Prior to joining ConocoPhillips, Georgette spent time at Pioneer Natural Resources, where she was responsible for Diversity and building a foundation for Employee Resource Groups, as well as establishing a Mentoring Program centered around the transfer of organization and industry knowledge between the generations in the workplace today. Prior to entering the energy industry, Georgette spent 9 years at Dell managing Operations and Training teams in the business, she spent the latter of her career at Dell in HR focused on developing front-line and middle managers in the US, Canada, and Latin America and supporting Global Services as an HR Business Partner.