Well done Mike congratulations!

Comprehend the absolute key. Take those questions, understand it and see how it fits with what you are currently doing (or have seen a co-worker doing). Once you can internalize the concept with something in your job routine, getting to KNOW the answer (rather than ‘remembering what it might be’) is how your mind begins to work.

@Carrmen Kirsh so far what I’ve found to be effective is a fairly routine communication strategy right from hire and throughout a new operator’s learning period. Initial meeting where introductions made, team norms discussed, expectations (of team, of trainee, and of yourself as leader) laid out and finally answering of any questions they might have. Once this open line with clear expectations and goals laid out, regular monitoring and check in points allow for continued dialogue to check not only trainee’s progress / challenges, but also to check effectiveness of remainder of team’s training ability (which does at times require follow up 👊). Basically if they know you’re there to help them succeed and will take action to keep them on track, I believe this goes a long way to fostering trust and building that attitude of initiative. And yes, as I’ve progressed in this over the years I have noticed that initiative does not always come naturally so have had to adapt my own communication in order to find a way to get it. As for the term position, it’s a bit early…we are on the second operator in the rotation and both are really good to begin with. It has been positive all around.

@Hugh Kennedy appreciate the kind words Hugh thanks. Hope things are going well on your end.

If you’re looking to get into Oil and gas then I suspect that means you’re looking to move to Alberta? Already here…which pulp mill are you at? If anything I’d say find a non-union pulp mill with your second class, become shift engineer and work on that 1st class. The mill I’m at is non-union and smack in the middle of oil and gas so working on your plan here would be reasonably easy.