Name: Jose Angel Pereira

Title: Leadership and Resilience Coach

Organisation: Coach as a Survivor LLC

Jose Pereira was wrongfully detained and held captive in Venezuela for nearly five years, from November 21, 2017, to October 1, 2022. Pereira was one member of the so-called CITGO6. His only crime was that he is an American. Before he was taken hostage, Pereira spent thirty-five years as an oil company executive and CEO of Citgo Petroleum (a US-based refineries complex and broad gas station distribution center).

Pereira obtained a degree in Business Administration from the Universidad de Oriente (UDO) in Venezuela in 1985. He joined Corpoven, S.A. (now Petróleos de Venezuela-PDVSA (a Venezuelan State-owned company), the fifth-largest oil company in the world at the time. In 1989, he completed his Master of Business Administration at Florida International University through a joint program with Universidad De Oriente (UDO). In 2012, he received a Diploma in International Taxation from Santiago de Compostela University in Spain.

Throughout his career, Pereira held several managerial positions in various PDVSA subsidiaries worldwide. He was assigned to numerous Petroleos de Venezuela (PDVSA) JVs with Ente Nationale Idrocarburi (ENI), including ENI—Italy, Inpex—Japan, China National Petroleum Company (CNPC)—China, Statoil—Norway, Total—France, and Chevron, Conoco, and Exxon—US. He was the CFO of CVP (a PDVSA affiliate of the international JVs) and rose to become the CEO of Citgo Petroleum, replacing Nelson Martinez, who later became the Minister of Petroleum and the President of PDVSA.

Pereira was part of the great oil and petrochemical projects in Venezuela in the 80s, launching PDVSA to become one of the top five companies in the international oil business. He actively participated in several managerial positions, including the “Apertura Petrolera” (privatization of the oil fields in Venezuela) in the 90s—the most extensive privatization of state-owned companies at that time. Pereira was integral in directing the internationalization of PDVSA in the late 90s and early 2000s and the re-nationalization of PDVSA in 2006-2007.

He was also part of the PDVSA team that created Corporación Venezolana de Petróleos (CVP). This affiliate managed more than forty JVs with international oil companies in Venezuela. His strategic leadership promoted him to the US-based CFO and CEO positions of Citgo Petroleum, which he held until his retirement.

While at the top of his career as Citgo’s CEO (the sixth biggest refinery complex in the US), Pereira was called to attend a business meeting in Caracas at the Petroleum of Venezuela (PDVSA)—the parent company of Citgo—headquarters. On that day, the Venezuelan regime accused him of corruption, espionage, and treason, among other false charges, and captured and imprisoned him. This nightmare lasted 1,775 days—four years and eight long months.

After the United States Government orchestrated his release, Pereira turned his focus to advocating and supporting hostage families enduring similar nightmares and broken processes. His experience made it clear that what he survived can help others who are struggling to be able to overcome, thrive, and succeed in any circumstance. He now speaks to spread a message of resilience, hope, faith, and survival. Pereira is proof that we can conquer anything. He works to combine his career and life experiences with his strategic planning and relentless mindset approach to coach others through seemingly insurmountable situations. He calls this program: LIFE PILLS FOR A SURVIVAL

Click here to read Jose's first written interview: 7 Questions on Leadership

Thank you to the 2,000 leaders who’ve generously done the 7 Questions on Leadership!

We’ve gone through the interviews and asked the best of the best to come back and answer 7 MORE Questions on Leadership.

I hope Jose's answers will encourage you in your leadership journey. Enjoy!

Cheers,

Jonno White

1. As a leader, how do you build trust with employees, customers and other stakeholders?

Building trust as a leader is crucial for fostering positive relationships with employees, customers, and other stakeholders. Here are some key strategies:

Open Communication: Encourage transparent and honest communication at all levels of the organization.

Consistency: Demonstrate consistency in your actions.

Integrity: Lead by example and adhere to ethical principles and values.

Empathy: Show empathy and understanding towards the needs and concerns of employees, customers, and stakeholders.

Accountability: Take responsibility for your actions and decisions.

Competence: Continuously develop your skills and expertise to effectively lead and make informed decisions.

Empowerment: Empower employees by involving them in decision-making processes and providing opportunities for growth and development.

Building Relationships: Invest time in building authentic relationships with employees, customers, and stakeholders.

Transparency: Be transparent about the company's vision, goals, and performance.

Follow Through: Honor your commitments and follow through on promises.

By implementing these strategies, leaders can cultivate a culture of trust within their organizations, fostering positive relationships with employees, customers, and other stakeholders.

2. What do 'VISION' and 'MISSION' mean to you? And what does it actually look like to use them in real-world business?

VISION: The vision is a forward-looking statement that articulates the desired future state or outcome that an organization aspires to achieve.

MISSION: The mission statement outlines the core purpose and reason for the existence of the organization.

In real-world business, utilizing vision and mission statements effectively involves several key aspects:

Strategic Planning: Vision and mission statements serve as the foundation for strategic planning processes.

Alignment: Vision and mission statements ensure alignment across all levels of the organization.

Decision-Making: Vision and mission statements provide a framework for decision-making.

Culture and Values: Vision and mission statements shape organizational culture by defining shared values and beliefs.

Communication: Vision and mission statements are powerful communication tools both internally and externally.

Accountability: Vision and mission statements hold the organization accountable for its actions and outcomes.

Overall, effectively using vision and mission statements in real-world business requires integrating them into the organization's strategic planning, decision-making processes, culture, communication efforts, and accountability mechanisms. When implemented thoughtfully, vision and mission statements can inspire, guide, and unify organizations towards success.

3. How can a leader empower the people they're leading?

A leader can empower the people they're leading in several ways:

Delegate Authority: Empowerment begins with trust.

Provide Resources: Empowerment requires giving people the tools and resources they need to succeed.

Encourage Autonomy: Empowerment involves giving individuals the autonomy to make decisions and take initiative within their areas of responsibility.

Offer Support and Guidance: Empowerment does not mean leaving people to fend for themselves.

Recognize and Reward: Empowerment is reinforced by recognizing and rewarding achievements.

Promote Collaboration: Empowerment thrives in a collaborative environment where ideas are valued and contributions are recognized.

Foster a Learning Culture: Empowerment is fueled by continuous learning and development.

Lead by Example: Empowerment starts with leadership.

Create a Safe Environment: Empowerment requires creating a safe and supportive environment where individuals feel comfortable taking risks, making mistakes, and learning from failures without fear of repercussions.

Provide Opportunities for Advancement: Empowerment includes providing opportunities for advancement and career growth.

By implementing these strategies, leaders can empower the people they're leading, fostering a culture of engagement, innovation, and success within the organization.

4. Who are some of the coaches or mentors in your life who have had a positive influence on your leadership? Can you please tell a meaningful story about one of them?

In the 1990s, while living in Venezuela, I experienced firsthand one of the largest oil and gas privatizations in history, known as "apertura petrolera." This monumental shift brought numerous international companies to the forefront, vying for control of oil production operations. I was assigned to work with a Japanese company during this transformative period, where my boss and mentor was a highly esteemed and knowledgeable Japanese individual.

Under his guidance, I learned invaluable lessons about the importance of communication and empathy, rooted deeply in the cultural belief of "WA" or "Harmony" within the Japanese culture. Through the concept of "WA," I grasped the significance of fostering harmony and understanding among team members and stakeholders. This principle emphasized the necessity of listening to people, comprehending their beliefs, and valuing their opinions in all decision-making processes.

The lessons I gleaned from my mentor became ingrained in my approach to leadership and guided me throughout my 35-year career in the oil and gas industry. By prioritizing communication, empathy, and harmony, I was able to navigate complex situations, build strong relationships, and achieve success in my professional endeavors. The enduring impact of these lessons underscores the importance of cultural understanding and collaborative leadership in driving organizational success.

5. Leadership is often more about what you DON'T do. How do you maintain focus in your role?

Maintaining focus in a leadership role involves not only identifying priorities but also understanding what activities or behaviors detract from achieving those priorities. Here are some strategies for maintaining focus by recognizing and avoiding distractions:

Clarify Goals and Priorities: Clearly define your objectives and the key priorities that align with your organization's mission and vision.

Set Boundaries: Establish boundaries and limits on your time and attention.

Avoid Multitasking: Research shows that multitasking reduces productivity and impairs focus.

Manage Time Effectively: Implement time management techniques such as setting deadlines, prioritizing tasks, and using tools like calendars or task lists to organize your schedule.

Limit Distractions: Identify common distractions in your work environment and take steps to minimize their impact.

Practice Mindfulness: Cultivate mindfulness practices to enhance focus and concentration.

Delegate Responsibilities: Recognize that you cannot do everything on your own and delegate tasks to capable team members.

Seek Feedback: Regularly seek feedback from trusted colleagues or mentors to assess your focus and effectiveness in your leadership role.

Reflect and Adjust: Take time to reflect on your progress and evaluate whether your actions align with your priorities.

Practice Self-Care: Prioritize self-care activities such as adequate sleep, exercise, and relaxation to support your mental and physical well-being.

By implementing these strategies and being mindful of potential distractions, you can maintain focus in your leadership role and effectively drive progress toward your goals and objectives.

6. If you fail to plan, you plan to fail. Everyone plans differently. How do you plan for the week, month and years ahead in your role?

Planning for the week, month, and years ahead in my role involves a combination of strategic foresight, goal-setting, and proactive scheduling. Here's how I approach planning across different timeframes:

Weekly Planning: At the beginning of each week, I review my priorities and objectives for the upcoming days. I break down larger projects or goals into manageable tasks and allocate time slots for each task in my schedule. I identify key meetings, deadlines, and commitments for the week and ensure they are incorporated into my calendar. I use a weekly planner or digital tool to track progress, adjust priorities as needed, and stay organized throughout the week.

Monthly Planning: At the start of each month, I conduct a more comprehensive review of my goals and priorities for the month ahead. I assess progress towards longer-term objectives and identify any adjustments or course corrections that may be necessary. I set specific, measurable goals for the month and outline actionable steps to achieve them. I schedule dedicated time for strategic planning, reflection, and professional development activities to support my goals.

Annual Planning: At the beginning of each year, I engage in strategic planning to define overarching objectives and priorities for the year ahead. I conduct a thorough review of the previous year's achievements, challenges, and lessons learned to inform my planning process.

I set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for the year, aligning them with the organization's strategic objectives. I break down annual goals into quarterly milestones and develop action plans with specific tasks and deadlines for each quarter. I schedule regular checkpoints throughout the year to assess progress, adjust strategies, and realign priorities as needed.

Throughout all planning processes, I prioritize flexibility and adaptability to accommodate unforeseen challenges or opportunities that may arise. I also emphasize the importance of regular review and reflection to evaluate progress, celebrate achievements, and identify areas for improvement. By incorporating these practices into my planning routine, I ensure that I am proactive, organized, and focused in my role, driving success and achieving meaningful outcomes in both the short and long term.

7. What advice would you give to a young leader who is struggling to delegate effectively?

Here are some pieces of advice I would offer to a young leader who is struggling to delegate effectively:

Trust Your Team: Trust is foundational to effective delegation. Recognize that you have talented individuals on your team who are capable of handling tasks and responsibilities. Trust their abilities and empower them to take ownership of their work.

Clearly Communicate Expectations: Clearly communicate your expectations regarding tasks, deadlines, and desired outcomes when delegating responsibilities. Provide clear instructions and guidelines to ensure that team members understand what is expected of them.

Provide Necessary Resources: Ensure that team members have access to the resources, information, and support they need to successfully complete delegated tasks. This may include training, tools, or additional assistance as needed.

Delegate According to Strengths: Delegate tasks based on each team member's strengths, skills, and interests. Match individuals with tasks that align with their capabilities to maximize effectiveness and motivation.

Set Boundaries and Checkpoints: Establish boundaries and checkpoints to monitor progress and provide guidance along the way. Schedule regular check-ins to review status updates, offer support, and address any challenges or questions that arise.

Encourage Autonomy: Empower team members to make decisions and take initiative within the scope of their delegated responsibilities. Encourage autonomy and provide opportunities for individuals to exercise their judgment and creativity.

Provide Feedback and Recognition: Offer constructive feedback to recognize achievements, provide guidance for improvement, and foster a culture of continuous learning and development. Acknowledge and appreciate the efforts of team members who successfully complete delegated tasks.

Lead by Example: Demonstrate effective delegation by delegating tasks yourself and showcasing the positive outcomes that result from trusting and empowering your team. Lead by example to inspire confidence and demonstrate the value of delegation in achieving goals.

Learn from Experience: Reflect on past delegation experiences to identify lessons learned and areas for improvement. Embrace challenges as opportunities for growth and adjust your approach based on feedback and outcomes.

Be Patient and Persistent: Effective delegation is a skill that takes time and practice to develop. Be patient with yourself and with your team members as you navigate the process. Stay persistent and committed to improving your delegation skills over time.

By following these pieces of advice, a young leader can overcome struggles with delegation and cultivate a team that is empowered, motivated, and capable of achieving success together.