HOUSTON INNOVATORS PODCAST EPISODE 69

Houston expert: 2020 was 'hugely disruptive — but hugely beneficial' for the energy transition

Deanna Zhang of Tudor, Pickering, Holt & Co. joined the Houston Innovators Podcast to discuss 2020's effect on the energy transition — and what that meant for startups. Photo courtesy of TPH

In 2020, the economy was hit with a double whammy of sorts — from a devastating pandemic to an unprecedented drop in oil prices — and that has meant that the energy transition is happening at a faster pace than ever.

Deeana Zhang, director of energy technology at Tudor, Pickering, Holt & Co., joined the Houston Innovators Podcast this week to discuss what she observed throughout the year as she worked closely with energy tech businesses.

"Because it was such a disruptive year, everyone — from the commercial and business side to the consumer side — has rethought how they are using and thinking about energy," she says on the show. "It was the first time that you saw such a mass disruption of energy demand, and that rolls through the entire ecosystem."

The effect touched all four corners of the industry in some way, and it forced all major energy players to be more intentional with their business strategy — especially when it comes to the role they play within the energy transition.

"The energy transition saw a huge uptick in 2020 — and there's a lot of implications of that from what pilots are getting commercialized and what companies are getting more funding," says Zhang. "All around it was hugely disruptive — but hugely beneficial I think to the energy transition."

Environmental, social and corporate governance, which has been growing in importance to investors and company leadership for several years now, also got a spur from 2020. ESG has been propelled by activism and consumer choice, Zhang says, but now investors are now forced to be more cognizant than ever.

"What's the investor responsibility to society as a whole? It's going beyond economics — what's your social and environmental responsibility? I think a lot of that expansion of responsibility is what's driving ESG," she says. "That's going to trickle down corporations and companies as they think about what is their expanded responsibility."

Zhang, who works closely with energy startups, also observed a profound effect when it came to capital and new business.

"A lot of companies say numbers go down in 2020, but the exceptions to that were companies that had a strong energy transition angle. Those companies were able to reposition themselves to ... counteract what was going on in the market in general," Zhang says. "From a capital raising standpoint, it was also really challenging. A lot of funds put a hold on investing in new companies and even some to their existing portfolio."

Investment came back toward the second half of the year, but there was a new level of caution, she says, and this is something startups saw happening across the country.

Zhang discusses more about what she saw happen last year for energy technology — as well as what that means for 2021 — on the episode. Listen to the full interview below — or wherever you stream your podcasts — and subscribe for weekly episodes.

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Building Houston

 
 

By building a pipeline of eager, talented employees, and embedding institutional knowledge in your organization, you can reduce the burden of extra work on remaining employees and reinvigorate your business. Photo via Getty Images

Short-term talent shortages can feel overwhelming, especially if your company is navigating staff shortages, while also planning for future growth.

While internship programs can get a bad rap, there are many benefits to providing opportunities for early career professionals in any organization. By building a pipeline of eager, talented employees, and embedding institutional knowledge in your organization, you can reduce the burden of extra work on remaining employees and reinvigorate your business.

Get more engagement and develop champions at your company by incorporating three vital ingredients into your internship program strategy:

  1. Hire based on core values & interns’ ability to thrive at your company
  2. Invest in training
  3. Provide meaningful work

Build a strong team: hire based on ability to thrive 

To ensure your organization’s growth is coming from a diverse talent pool, build a hiring process around employees' future ability and core values, instead of what they have done in the past. Oftentimes, you’ll find that an intern’s coachability, willingness to learn and growth mindset are better determining factors towards future success than past experience.

During the recruitment and hiring process, ask your interns questions to probe values, interests, and passions. To determine if they have a growth mindset, you can ask, “What do you read in your time off to stay up to date with the latest trends in the industry? What did you learn yesterday?” or “Tell me about a time you received feedback. What did you do with this?”

Make sure that each intern that comes on board feels like a part of the team. Let them immerse themselves into your company’s culture, work environment, and industry by inviting them to your employee team-building activities, monthly company-wide conference calls, and other events that provide them with more context about your culture. Schedule weekly touchpoints with each intern to regularly check in on goals, their progress on tasks, and overall concerns. Not only will these meetings strengthen trust, but they will also position interns to succeed at your company.

Build resilience: invest in training

When you invest in a thoughtful, effective training experience, your interns will be more committed to the role because they’ll see the added effort you’re making towards their career.

Consider how your current training is structured and implemented so that your internship training experience is up to speed with the expectations of Gen-Z. Explore out-of-the-box training options, including coaching, virtual learning, and assessments that they will actually use.

In addition to the hard skills that are essential to supporting any company, ensure that you are training interns on core competencies. The National Association of Colleges and Employers identifies eight core competencies that are vital to career readiness: career & self-development, communication, critical thinking, equity & inclusion, leadership, professionalism, teamwork, and technology. When you teach interns these core competencies as soon as they join your organization, you will see an immediate boost in productivity, and you can objectively assess for future full-time employment.

Build momentum: provide meaningful work

After you’ve clearly mapped out your internship training experience, clearly outline projects from each of your company’s departments before you onboard interns. By planning ahead, and having a running list of projects that don’t require much explanation, you can give your interns a sense of purpose as soon as they join, which in turn will prevent bored interns from disengaging.

Ask interns what their goals are for their internship so you can not only help them make those goals a reality, but also tie their goals back to your company’s overall goals. As you offer meaningful enrichment opportunities, you will land top talent through your internship programs, and word will spread to bring in better talent for future internships.

Come out on top with a strong team

Businesses that take advantage of bringing on interns during a talent shortage can come out of hard times better prepared for the future. Once you have a strong and sustainable internship program, it will only grow and gain momentum.

Weather any storm that’s ahead by continuing to attract the best talent. Your company deserves it.

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Allie Danziger is the co-founder of Ampersand, an online training platform for businesses and professionals looking to level up their talent.

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