7
were encouraged with an emphasis on full delegation of
responsibilities for empowerment. Formal career develop-
ment pathways were created and distributed for different
technical professions. This includes establishing expecta-
tions for time in role. It became apparent that each team
member will choose their own path depending on career
and lifestyle preferences.
“At 3 years with challenging technical roles, you’re just
getting to know what you should be doing. Understand
your lifestyle and career guard rails. Answer work/life
harmony questions then career path questions.” (R.
Sorensen, personal communication, June 14, 2023)
A program was implemented to self and leader assess
standard technical skills by discipline biennially. A targeted
program of empowered leadership development through
the phased group delivery and facilitation of Myers-Briggs
Type Indicator (MBTI) for self-awareness, DiSC assess-
ment for workplace preferences, and 360-degree leadership
survey for anonymous feedback and perceptions. Work
resources were improved, and flexible work rosters were
proactively adopted (e.g., 4- or 5-day 40 hour working
weeks or 9-day 80 hour working fortnights)
The next element of professional development was
achieved through exposure, that is learning from others
through networks and coaching. Open Pit Mine Technical
team members have benefited from external executive
coaching sessions, Technical Subject Matter Expert and
Leader discussion panels to share career stories and tips,
and career mentorship outside direct line management.
“Find your career champion to help support you and
your career growth.” (B. Andrew, personal commu-
nication, June 14, 2023)
Team members were encouraged and supported to
actively participation in industry conferences and visit sim-
ilar domestic and international mine sites. In terms of cul-
tivating stronger industry partnerships and giving back to
society, team members co-delivered university courses (e.g.,
Senior Design Project in the University of Utah’s Mining
Figure 3. Kennecott Technical Group People Survey Results (Quarter 4 2023)
were encouraged with an emphasis on full delegation of
responsibilities for empowerment. Formal career develop-
ment pathways were created and distributed for different
technical professions. This includes establishing expecta-
tions for time in role. It became apparent that each team
member will choose their own path depending on career
and lifestyle preferences.
“At 3 years with challenging technical roles, you’re just
getting to know what you should be doing. Understand
your lifestyle and career guard rails. Answer work/life
harmony questions then career path questions.” (R.
Sorensen, personal communication, June 14, 2023)
A program was implemented to self and leader assess
standard technical skills by discipline biennially. A targeted
program of empowered leadership development through
the phased group delivery and facilitation of Myers-Briggs
Type Indicator (MBTI) for self-awareness, DiSC assess-
ment for workplace preferences, and 360-degree leadership
survey for anonymous feedback and perceptions. Work
resources were improved, and flexible work rosters were
proactively adopted (e.g., 4- or 5-day 40 hour working
weeks or 9-day 80 hour working fortnights)
The next element of professional development was
achieved through exposure, that is learning from others
through networks and coaching. Open Pit Mine Technical
team members have benefited from external executive
coaching sessions, Technical Subject Matter Expert and
Leader discussion panels to share career stories and tips,
and career mentorship outside direct line management.
“Find your career champion to help support you and
your career growth.” (B. Andrew, personal commu-
nication, June 14, 2023)
Team members were encouraged and supported to
actively participation in industry conferences and visit sim-
ilar domestic and international mine sites. In terms of cul-
tivating stronger industry partnerships and giving back to
society, team members co-delivered university courses (e.g.,
Senior Design Project in the University of Utah’s Mining
Figure 3. Kennecott Technical Group People Survey Results (Quarter 4 2023)