Competition and Collaboration Create Culture Core Values Count


OSG is a place that empowers its employees to be successful – for themselves and for their clients. It allows people to create their own paths to meet their goals…and, if a roadmap doesn’t exist, team members are encouraged to create their own.


Creating a workplace with that kind of cohesive corporate culture didn’t just happen. It was intentional on the part of leadership to craft the workplace it wanted to see in the world. “Just like the world around us, we have to constantly evolve,” explains Louis LaNeve, executive vice president of sales. “That’s what makes it exciting.” LaNeve has been with OSG for 23 years, although he acknowledges the company has essentially been five different firms in his tenure. He’s enthusiastic about its current iteration and where the company is going.


At a company like OSG, which has been built and expanded through growth and acquisition, management had to assess legacy beliefs and attitudes of long-time teams and employees and see how they were working with those from newly acquired companies. From both the top down and


the bottom up, OSG knew how its culture should look and feel. Talk to a handful of employees for even a few minutes – be it someone who has been at OSG for years or a new hire – and it is clear that everyone got the message: The same themes


come up again and again. “We have a brand-new culture and we’re hiring new people with new perspectives,” LaNeve says. Many long-time employees are staying with OSG and embracing the principles the company espouses. And, not everywhere is for everyone, and some folks will move on. “We are hiring people who fit the culture we want to have.”


There’s a basic level of skills OSG knows will be a fit at the company, says chief commercial officer Ken Powell. But in general, OSG tends to hire more for capability than for experience. If someone embraces the entrepreneurial spirit of OSG, with business acumen and transferable skills, OSG can train and onboard for position-specific tasks. That’s the spirit of promotions, too. They’re not necessarily based just on longevity, but on performance and initiative.


While OSG is now a large, work- anywhere company with more than 4,700 team members, with more than 200 people on the sales and commercial team alone, the feel is of an entrepreneurial entity, where team members have a voice in where


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‘‘


Just like the world around us, we have to constantly evolve. That’s what makes it


exciting.” LOUIS LANEVE,


EXECUTIVE VICE PRESIDENT OF SALES


Listen to this OSG podcast: Being Part of OSG's Growth and Commercial Culture


the company goes and what their career trajectory is. “People who want to be part of the building process will be happy here,” says Patrick O’Hara, OSG’s chief performance officer (although many folks call him the chief people officer, because he’s the head of the company’s HR and recruiting efforts). “If you are somebody looking to grow and contribute to what the future is, this will be a real good match.” The right OSG team member is upbeat, open-minded, adaptable, and transparent. The company fosters healthy competition.


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