Integrity in Organizational Values

Generating integrity in the workplace can have significant effects on organizational values. Executive Operations Manager, Ivan Lasater discusses the impact of integrity in organizational values.

Organizational and Personal Impact

Some people would describe integrity as doing the right thing, even when no one is looking. What role does integrity have in organizational values and effective team management?


The values that develop over a period of time within an organization have a profound impact on the future of the organization. A company that doesn’t implement an emphasis on healthy organizational values often times loses sight of its purpose. A great foundation for healthy organizational values is integrity. Integrity as a foundation for values establishes the ethic of personal responsibility and team accountability. It contributes to the focus of the team and places importance on goals and ethics. Organizational integrity communicates reliability and credibility to clientele and customers. It establishes trust between management and personnel. Managers who leads by example and conducts themselves with integrity, pass that value on to employees. As a team leader, your integrity will define your role on the team and speak volumes about the leadership capabilities you possess.

Often times, productivity can be severely affected by employees and management who have conflicts in interpersonal values and internal values. How does generating integrity as an organizational value affect a broader spectrum of values, increase productivity and lighten the management and HR workload?

Employees that are personally responsible take initiative and generally require little of the management’s time and energy. Establishing healthy group values within an organization gives employees and management the opportunity to experience the efficiency of a system based on integrity, trust, and personal responsibility. Transparency helps employees feel comfortable with asking the necessary questions that will help them be an effective part of the team. Practicing these healthy group values will ultimately influence your values, both interpersonally and internally. Employees and management who establish healthy values generally experience less time off work, increased productivity, better health, and contribute less to company loss. HR reps spend less time and energy offering assistance and holding these employees accountable.


Integrity is an importance foundation on which to build healthy organizational values. As a manager, practicing integrity can define your role as a leader and establish trust among employees who work for you. As an employee, your productivity is what is valued most in the workplace and aligns you with upward mobility. Practicing integrity can translate itself on an interpersonal and internal level, potentially having a profound impact on your relationships in and out of the workplace.

For more on Executive Operations Manager, visit Ivan’s Wikipedia page by clicking this link.

Fairness in Corporate Culture

We will be exploring an emphasis on fairness in corporate culture with Oil and Gas Industry Operations Manager and Team Builder, Ivan Lasater.

Ivan Lasater with his brothers in Moab, Utah
Ivan Lasater with his brothers in Moab, Utah
Ivan Lasater, Moab Utah
Ivan Lasater with his team of professionals

Effects of Fairness on Corporate Culture

The set of shared values and ethical standards within an organization or group of organizations is referred to as its corporate culture. Fairness within a corporate culture can have a significant impact on how well a company functions within the ranks. Setting standards of fairness can prove to be a challenging task when taking into consideration how standards are the result of a consensus among people of all levels of hierarchy within the corporation. But in a strong corporate culture where people within the organization feel closely connected to its values, a standard of fairness can increase productivity and boost the bottom line.

Ivan Lasater lives in Moab, Utah and is an experienced team leader in the Oil and Gas Industry. He has developed relationships with corporations such as Compressco, Chevron, Occidental USA, BP, Conoco Phillips, Devon, Continental Resources, Bonanza Creek Petroleum, Vintage Petroleum and others. Ivan’s insight and leadership abilities have helped to increase customer satisfaction, reduce cost of quality service, increased profit margins and decreased legal liability through quality operations. But Ivan will be the first to tell you that it’s the teamwork he and his employees generate, that produces the results. A fundamental value that Ivan relies upon in team building is most certainly fairness. For more on Ivan Lasater, click this link to his Curriculum Vitae.

A Consistent Climate

“Fairness within a corporate culture really helps to shape the climate.” Ivan explains, “A good corporate climate means that a corporation will continue to be at its most productive over the longest period of time. This is always the goal I set out to accomplish. In order to establish fairness as a corporate value, I think management needs to be consistent. Consistency helps employees to predict what is expected of them as employees and what is expected from management in order for the corporation to perform at its most productive level.”

Honesty’s the Best Policy

Consistency alone is not enough to establish fairness within the corporate culture. There are other elements of equal importance. Honesty, for one.

“In a good corporate climate there is always a standard of trust and honesty.” Says Ivan, “For a team to operate efficiently and be as productive as possible, the members within that team must be able to communicate openly and share information. Concealing mistakes or creating an atmosphere hostile to truthfulness can have powerful negative effects that might be costly and time-consuming to repair. A good manager should be the example of this for his team. There can’t be double standards between employees and management.”

Good for the Gander

No double standards means management and executives need to hold themselves to the same ethical standards as those in their employ. This requires integrity. But integrity is also another very important element in a good corporate climate. Integrity means doing the right thing even when no one is around to see. An attitude of responsibility and loyalty to those you work with may increase the level of integrity within a corporate culture.

All Inclusive

Have you ever worked for a corporation where you showed up at your job, went about your daily tasks and had no idea of the effect your work had on the corporation a whole? This is a non-inclusive work environment. Employees do better at their jobs if they have an idea of how important their work is to the company. Including employees in decision making and goal setting gives them a sense of how important they can be and showing them the results of their hard work validates their role inside the team.

“The size of my team varies depending on the project.” Ivan points out. “I’ve found however, regardless of the number of team members we have on a project, there is always a way to include them in a wide variety of roles. I like them to have a look at the big picture and see the effect their work has on the bottom line. You’d be surprised how productivity can be increased by teaching a wider range of tasks to a wider range of people. Setting goals together, experiencing changes together and making important decisions together can all be great ways of being inclusive.”


Fairness in the workplace certainly has its benefits. In a poor cultural climate, employees are often given to their own proclivities with standards that are unclear and not emphasized as important. It’s hard to be cohesive in a poor cultural climate. Productivity can suffer as a result and good managers are always concerned with the bottom line. Therefore, implementing the values that contribute to a standard of fairness within a good corporate climate, such as:

  • Honesty
  • Integrity
  • Equality
  • Inclusiveness
  • Consistency
  • No double standards

Will almost certainly produce results.


Ivan Lasater is a Grand County, Utah native. He is currently the Owner/CEO/Founder of ICL Enterprises and an Operations Manager in the Petroleum Industry.

Embracing Change with Ivan Lasater

Few things in life can be as uncomfortable as change. But change is inevitable. Ivan Lasater talks about embracing change and explains his techniques for building a better future.


Grand County Utah
Ivan Lasater, Production Enhancement Specialist

Why do we Reject Change

Ivan is an executive in the Oil and Gas Industry. His management techniques have earned him positions with some very competitive companies and as an Operations Manager he’s led his team through project after project where being flexible and embracing change has proven to be lucrative. In order to embrace change we should probably look at why we resist it.

“When I have to propose a new way of doing things to my employees, I try to keep a few things in mind.” Ivan tells us, “People don’t like change and there’s usually more than one reason. The one I run into the most is the fact that we all create our own comfort zones. We develop routines that we settle into. It’s easier to do what you’re familiar with than it is to learn something new. If I can sense that this is the reason someone isn’t comfortable with change, I try to make that learning process as simple and as enjoyable a possible. Another reason I encounter a lot, is fear. Fear of what could happen. The trick with fear is that people are afraid of things that haven’t even happened yet. Living in the future makes it hard to pay attention to what’s going on right now. I try to keep my team focused on the present while being mindful of the future. This seems to diminish the fear a bit. I also have the opportunity to walk my team through any changes they may not understand. It’s my job as a manager of people to be aware of how my team feels.”

Common Reasons for Rejecting Change

  • Fear
  • Comfort zones
  • Opposed to the change
  • Opposed to the person responsible for the change

Rejecting the Agent of Change

Managers often face another problem when confronting change in the workplace. As leaders, management is responsible for implementing new rules, procedures and policies in the workplace. This can disturb the daily routine of employees or add stress to the work environment. Managers can bear the burden of employees who may come to resent them for their duties. For those who are already uncomfortable with change, this is sometimes a convenient excuse for being opposed to the change.

“At times, I’m the bad guy.” Explains Ivan. “Nobody wants to be the messenger for changes that we have to implement, especially if the transition is going to be a lengthy process. The more I have to inconvenience my team, the more likely they are to resent me for that. I try my hardest to prevent that from happening. I want my team to have faith that the adversity we face, we will face together. I believe that the more involved I get my team in that process, the more open they’ll be to learning and experiencing it. Sometimes we have to look to an organizational development agency to help us handle significant changes company wide.”

Organizational Development

Managers don’t always have to be the bad guys. There are private organizations or individual agents that can assess the needs of your organization during a change process. They usually approach the process of change with an understanding of how best to organize it and execute that change with a system in place to deal with the human relations aspect. Generating respect among employees, fair and equal treatment of employees, and participation from employees are all key areas of focus for good Organizational Development.

  • Organized by the outside agent independent of the company
  • Highly Inclusive, company wide
  • Develop a system of change that is clear and precise
  • Focus on human relations and equality among employees


As Ivan Lasater knows, change is always a slippery slope. Feelings of unfairness among employees and the loss of comfort zones may prove to be difficult for management during this process. A good manager listens to his team, explains the process clearly and addresses the needs of employees while generating an atmosphere of equality and respect. Managers with a clear understanding of what they might face during that change can help to prevent ill feelings or confusion and provide the smoothest process possible.

Ivan Lasater is a Moab, Utah local and the Owner/CEO/Founder of ICL Enterprises. He is also an Operations Manager in the Petroleum Industry and Specializes in Petroleum Production Recovery.

Hiking Delicate Arch with Ivan Lasater

Hiking to Delicate Arch in Arches National Park, Utah with my local tour guide Ivan, is always an adventure.

A History of the Area

It’s about 8 am in Moab, Utah. Ivan Lasater and I are finishing up breakfast and hydrating before spending the morning hiking to the most popular natural sandstone arch in the world, Delicate Arch. Many have seen the iconic landmark displayed proudly on the license plates of many Utah automobiles and who can forget about the assortment of postcards and other souvenirs that make their way out of Utah. But for Ivan and me, Delicate Arch is more than an icon. It’s representative of the beautiful and unique people and geography that call the region home.


Arches National Park became a National Park in 1971, but was designated a National Monument far earlier, in 1929. The Sandstone Arches that dot the interior were millions of years in the making and what used to be a giant ancient desert is now a series of hardened sandstone fins. As the fins erode with water and time, some are fortunate enough to become arches.


Moab, Utah is the Grand County seat and agricultural hub. In 1902, Moab officially became incorporated. But the area was established as a permanent settlement 22 years prior. The town’s population was 5046, according to the 2010 census. Moab and the surrounding areas are a mecca for outdoor enthusiasts. It boast several world famous biking trails, guided Colorado River tours, Jeep Safari trails, and an exuberant night life during the tourist season. Moab is the largest and most heavily populated town in Grand County, Utah. Its outlying area boasts an amazing assortment of National Parks and State Parks.

Three Mile Hike

Driving through Arches is always an interesting trip with Ivan. He knows this land well and he lightly educates me on the way to the trail. “Delicate Arch is one of over 2000 known arches in the park.” Says Ivan, “when we get there you need to prepare for a hike of about three miles. There are actually easier vantage points to hit, but none get you as close as the old Wolfe Ranch trail. It’s about a mile and a half up, then we have to come back.”

We pull into a fairly busy parking lot nestled beneath the trail head. There are convenient restrooms and trash receptacles so people don’t feel the need to leave their waste behind. Ivan and I grab a few liters of water each and some energy bars. We made sure to bring proper sunglasses and plenty of sunblock because there is very little shade once the sun hits high noon in this desert. It’s April so we still have the benefit of a cool breeze in the early morning hours. Ivan and me set out down the trail and immediately come upon an old abandoned homestead called Wolfe Ranch. We take a peek and read the plaque explaining its historical significance. Moving on, we pass the petroglyphs left here by the ancient Native Americans who hunted and planted these desolate lands long ago. The trail begins to ascend and before long it feels as if I’ve walked up a hundred flight of stairs. The trail climbs five hundred feet in elevation in only a mile and a half. The landscape is breathtaking. There are golden sandstone chasms and smoothly worn fins all around us. Tiny Pinion-Juniper Woodlands seem to crawl from the cracks and niches with their resilient limbs reaching eerily for the hikers on the trail. Ivan slows me for a rest as we break stride about a mile up the trail. The hike becomes much easier from here out. We drink some water and eat an energy bar before we make the final half mile ascent to the arch. The winding trail seems to lose itself along the rocky desert landscape and if not for the piles of rocks used as markers to keep the stragglers off the crypto biotic soil, we would have lost our way, I’m sure. Finally, approaching the summit we are offered a glimpse of Delicate Arch’s majestic beauty through the hole of another arch, of all things! At first glance it’s astounding. It’s a little hard to see from this perspective so luckily we can take the trail right to the base of the arch, which we do. Not much in life prepares you for this awe inspiring view the first time your eyes fall upon it. It could be the ancient legs and waist of a prehistoric giant, or the looking glass to another world. It looks like it will crumble and fall right in front of us. To think it’s been here for so long, its mind blowing. One thing is for certain, words will not do it justice.

Ivan and I settle down for a few hours on the summit with the grand arch. We relax leisurely and have pleasant conversations with people from around the world who’ve come thousands of miles to get a peek at Ivan’s backyard. It’s not hard to be grateful today.

We make the decent back to the car, down the same trail we hiked up, and appreciated the fact that it’s downhill almost the entire way. By the time we get to the car, the sun is directly overhead. We thankfully make the drive in the air-conditioned Lexus, back to Moab for some lunch and fun with the locals.

Other highlights in Arches National Park

And many more.


Ivan Lasater is a Moab, Utah local and Production Recovery Specialist in the Petroleum Industry. He is also the Owner/CEO/Founder of ICL Enterprises

Ivan Lasater's backyard
Delicate Arch, Moab

in Grand County, Southern Utah.

Ivan Lasater in Grand County

Ivan Lasater, Grand County
Arches National Park

Grand County Petroleum Executive, Ivan Lasater loves the awe-inspiring beauty of Grand County.


A Time Honored Tradition

Who could argue that the County of Grand in Southern Utah is perhaps one of the most awe-inspiring places on Earth? Each year, tens of thousands of tourists flock to the variety of National Parks and State Parks that make up a good portion of the interior. Ivan has been recreating here since he was a child and he always comes back for more.

Ivan is somewhat of a health nut and he enjoys the geography of this lovely area for its plethora of exciting outdoor activities. There are vast amounts of mountain biking trails through scenic splendors. There are river rafting tours along the banks of the mighty Colorado River where anyone can be privy to the steep sandstone palisades that hover over the river’s muddy waters and encase its soft sandy beaches. There’s camping aplenty in hidden alcoves and down seldom used country roads, where you can find isolated panoramas, majestic sandstone arches, and red rock monoliths looming right outside your RV or tent. Grand County has offered itself up to sight seers and outdoor enthusiasts since Europeans settled the area in the late 1800’s.

Things to do in Grand County, Utah

Ivan’s favorite activity

“I love our world famous mountain bike trails!” says Ivan, “People come from all seven continents to ride our trails. I’ve run into a lot of people on the trails who don’t even speak English and they still want to ride along with you because the land speaks its own language. My favorite trail is the Slick Rock Bike Trail set back among the ancient fins and slot canyons just east of Moab. It’s breathtaking. There are points along the trail that certainly aren’t for the squeamish type. I believe as you near the section of trail with a considerable drop-off, they’ve posted warning signs to help prevent more folks from falling hundreds of feet to their deaths. The trail used to be used, and was coined, by motorcycle enthusiasts back in the 1960’s. Mountain bikes have long since taken it over and rightly so. Its grandeur should be taken in without the obnoxious fumes and sounds of motorbikes.”

Mountain Bike Trails in Grand County, Utah

*Keep in mind that many of these trails move along with, and intercept off-road vehicle trails. The land is desolate and unforgiving so always pack plenty of food and water and wear protective clothing.

Ivan’s Parting Words

“My family and I have lived here in Moab, Utah (Grand County Seat) for years. Many of the locals appreciate the influx of tourist dollars our county receives every year, but we wouldn’t trade the pristine beauty of this environment for all the money in the world. For the most part, people are usually so taken with the geography and the friendly locals that they avoid trashing this gorgeous county at all costs. I’d love to see it stay that way. So if you’re coming to Grand County, please leave it how you found it.


Ivan Lasater is a Moab, Utah local and a Production Recovery Specialist for the Petroleum Industry. Ivan is also Owner/CEO/Founder of ICL Enterprises.

Stress in the Workplace, with Ivan Lasater

Ivan Lasater is a resident of Grand County, Utah, a Production Recovery Operations Manager and Executive in the Petroleum Industry. We’ll follow him through his managerial techniques for dealing with stress in the workplace.
Cause and effect
The causes of stress in the workplace can be many. There are causes that stem from our motivational and competitive natures which could be considered positively motivated stress. And there are some that arise from negative situations in our daily lives like death in the family, sickness or something as simple as misplacing your coffee cup. Whether it is positive or negative stress, the effects of stress on the body and mind can be taxing. This can affect a person’s productivity in the workplace. As a manager of projects and people, Ivan Lasater’s job is to take into account how he can best keep his team focused and productive during work hours.
“Part of my job as a manager is to care about the wellbeing of my team.” Ivan tells us, “Workplace stress plays a huge part in the productivity of my team, but it can also be taxing outside the workplace. If I were a betting man, I’d guess that more of the stress we deal with at work stems from situations outside of work. Stress stemming from outside presents a greater set of challenges because as a manager there’s little I can do aside from helping to provide resources that when taken advantage of, may alleviate some of the stress. I’m much better at helping to cope with stress created in the workplace where we have a hand in being able to change some of the conditions.”
Conditions and Stressors
So what is a stressor? A stressor is the event that caused your body to react. It may be something as simple as a negative thought or it could be an automobile accident. Stressors can certainly stem from conditions in the workplace. Those conditions could include a highly competitive climate, diversity among employees, language barriers, production demand, chains of command, or any number of logistical issues. Management can assess these conditions and provide an opportunity to cope with them or help to change conditions in the workplace to reduce stress.
“When I sense that some of the stressors my team face on daily basis are avoidable by simply changing some of the conditions they work in, I don’t mind looking at it and figuring out if there’s a way of changing those conditions.” Says Ivan, “I don’t always have that luxury. My job is full of conditions I’m powerless to change. I try to emphasize the use of helpful coping mechanisms as much as possible because learning to cope with stress is a lot more practical than believing we can avoid it.”


Coping Mechanisms
Coping with stress at work can be hard. The pace of the environment may not allow for conventional coping mechanisms. Take into account the amount of people who may occupy the same area and the stress can be multiplied seemingly by osmosis. Effective managers find ways of reducing stress in the workplace by implementing their own coping mechanisms into their management style. Some ideas would be:
• Don’t play favorites
• Be consistent
• Avoid emotional outbursts
• Treat all employees with respect
• Don’t micro-manage
• Offer up incentives to boost morale
• Encourage leadership and creativity
• Follow through on promises
Some coping mechanisms can be made for employees to take advantage of on their own time or while on break or lunch. These could include:
• A company gym
• Separate eating and social areas where employees can relax and talk
• Company sports leagues like bowling or softball
• Designated stretching and light exercise areas
• Company events and lunches
• Open door policies
There are many ways of dealing with stress in the workplace and exploring the options tells employees that they are a valuable part of you organization. Ivan offers up some last minute tips.
“We’re all going to encounter stress, it’s finding out how to cope with that stress that can require a little innovative thinking from a manager. There are things we can do for individuals and there are things we can do on a larger scale for the benefit of all the employees. The point is to look for those solutions and be conscious of the issues. Our employees are who keep the ship afloat. It’s smart business to invest the well being of your employees.”
Stress in the workplace can be a real problem and can cost some industries millions of dollars a year in productivity. Stressors can come from a number of conditions both connected to the workplace and in our daily lives outside of the workplace. Finding ways of coping with stress in the workplace may be the best way of approaching the problem as opposed to finding ways to avoid it. Managers play a key role in facilitating the needs of their employees. Investing the time and awareness in providing resources for employees to cope with stress is a good way to increase productivity and increase profit margins.

Ivan Lasater is a Moab, Utah Local. He is currently Owner/CEO/Founder of ICL Enterprises and Specializes in Direct Tank Vapor Recovery for the Petroleum Industry in Grand County

Ivan Lasater on Values

Grand County Oil and Gas Executive, Ivan Lasater talks about values in business and how they shape our interpersonal relationships.

What are values?
Values differ from person to person. A good definition would be a system of ideas that help to shape a person’s beliefs about themselves and the world around them. So naturally, when speaking of values, the beliefs a person shapes about themselves and the world around them has to be somewhat subjective. Ivan’s set of values may coincide with the values of the people he shares interpersonal relationships with, but they will differ as well.
My values are mine and I don’t necessarily have the expectation that people are going to share those with me. However, the relationships I choose to form and nurture are usually a direct result of the shared beliefs I have with others. There may be many or there may only be a few but the relationships are usually formed on those we share.”

Shared sets of values
According to noted German philosopher and psychologist Eduard Spranger (06/27/1882 – 09/17/1963), there are six classifications of people based on their values system.
1. The theoretical human who is interested in discovering the truth.
2. The economic human who seeks out what is most useful.
3. The aesthetic human who appreciates primarily, form and beauty.
4. The social human who thrives on love for others
5. The political human who strives for power
6. The religious human who values unity

Now this is only a theoretical view of shared human values. But Ivan’s views somewhat mirror this model.

“I believe people certainly share categories of what their most motivating values are. It’s how we naturally gravitate towards each other. It’s how communities are built and how cultures evolve. Another great result of shared values is productivity. Think of how many amazing advances we’ve had in industry and in science, not to mention technology, just in the last few hundred years. We may very well be able to attribute those advances to each one of the Spranger Six Value Systems, working individually in their areas of interest. As an Oil and Gas Operations Manager here in Moab, Utah, the relationships I form inside the industry are pivotal to the growth of my operations here at home. I’m going to seek out the people I believe share the same interests and values.”

Values in business
So we’ve learned a little about values, now what role do they play in business both constructively and destructively? What if you’re in a workplace where there are many sets of values, as there often are? The workplace of today differs greatly from the old age of industry. Issues like sexual harassment, equal opportunity, and political correctness have changed value systems in the workplace tremendously. Sexual, racial, and cultural equality have leveled the playing field and now people are learning to work with each other’s value systems in ways that were unfamiliar in the past. Tolerance and understanding have evolved to a whole new level. But where there are differences in people’s values, conflict is sure to arise. Ivan Lasater’s managerial techniques include recognizing the problems that may result from a conflict in values in the workplace.

“It’s inevitable that people are going to disagree with each other when personal values come in to play.” Ivan explains, “I see it all the time. It could be religious differences, ethical or organizational differences, and certainly cultural differences play a part. I try to instill in my team the belief that it’s the things we share in the workplace that keep us productive and the differences we have can be respected. That’s the goal we work towards. We tackle problems one at a time, anticipating their arrival and we’re not afraid to just talk about.”

Whether its values in the workplace or values outside the workplace, the set of standards people apply to their lives reflects their beliefs about themselves and the world around them. A productive workplace is a reflection of peoples shared values and their tolerance for value systems that differ. A good manager knows how to recognize when a conflict of values is occurring and encourage that tolerance. After all, what choice do we really have in a world so connected? Managers like Ivan create a safe space for people to express these differences, as long as the goal is understanding, tolerance, and productivity.

Ivan Lasater is a Moab, Utah local and is the Owner/CEO/Founder of ICL Enterprises

Ivan Lasater on Concept of Self

Let’s explore the concept of self with Grand County, Utah Oil and Gas Executive and Uber Manager, Ivan Lasater.

Ivan has years of experience in managing people and projects, creatively orchestrating and utilizing his team of professionals for the purpose of overcoming obstacles and completing a wide range of tasks that ultimately increase profit margins, reduce waste and emissions, and increase customer satisfaction in the Oil and Gas Industry. This is no small task. Ivan has developed great insight into himself and others both through his studies and through his experience. It’s this insight and understanding of people that helped propel Ivan into the role of Uber Manager. Ivan speaks with us about his concept of self.

Developing the Concept
“A self-concept is the idea I have in my mind of who I am.” Says Ivan, “This can be very motivational or very debilitating concept depending on how people decide to view themselves. The factor that impacts us most in how we grow, or succeed, or formulate relationships, I believe, is the way we regard ourselves.”
So where does the idea of who we are originate? Is this something we develop at a certain period in our lives or something we are inherently given? Is there a correlation between the concept of self and the soul of a person?
“Well, let’s not focus on the idea of a soul or any related questions we might have right now regarding metaphysics or religion.” Warns Ivan, “The concept of self is really quite unique in how it originates and develops over our lifetime. There are several factors, both internal and external, to take into account. Each one of these factors has an impact on how we view ourselves. To begin identifying what our concept of self is, we need only ask the right questions. I ask myself these.”

• Who do I want to be?
• Who do other people think I am?
• How does that make me feel about myself?
• Who am I really?

Putting it together
These questions could take a lot of thought but it’s important to remember that our concept of self can be a most invaluable characteristic. Ultimately, it is our self-concept that determines our self-esteem, the relationships we form and the future we have in store for ourselves.
“In pondering these questions, we can begin to form a picture of what our self-concept is.” Ivan explains, “It’s made up of different parts that don’t necessarily coincide, yet they fit together to form the image we have of ourselves. Once I’ve established that, then I can see where my work is cut out for me. Do I need to be more realistic about how I think other’s view me? Do I need to be more proactive in working towards my goals to achieve who I want to be? Are the views I have of myself based in reality or are they inflated or deflated distortions resulting from ego? These are all great places to begin.”

Identifying ways of examining our concept of self is certainly very important when it comes to improving ourselves. Ivan Lasater has made it a part of his daily ritual. He examines his self-esteem and the choices he’s making as a result. When he finds areas of concern, he doesn’t avoid looking at himself from different angles and finding ways to improve upon himself. What is the most important aspect in Self-Improvement according to Ivan?
“The most important aspect of my self-improvement stems from my self-esteem.” Ivan tells us. “My self-esteem, good or bad, is made up of how I feel about myself right now and how much confidence I have in my ability to change that. If I have a good grasp of who I am and my power to change that, then I can certainly improve upon my self-esteem. If I have a poor view of who I am and lack the confidence to change, I’m stuck in a vicious cycle that will continue to hinder my progress.”

Ivan has given us some great things to think about. He explained that the concept of self is important for us to understand when we look to improve ourselves. It isn’t as simple as who we think we are, it’s made up of several aspects of how we perceive ourselves, both through the eyes of others and ourselves. Once we have a bigger picture of that concept, we can begin to identify where we could work on our self-concept to improve our self-esteem and ultimately build for a better future.

Ivan Lasater is a Moab, Utah Local  and current Owner/CEO/Founder of ICL Enterprises in Grand County

Managing Conflicts with Ivan Lasater

Managing conflicts in the workplace with Grand County Oil and Gas Executive and Uber Manager, Ivan Lasater.

Conflict Variety
In the workplace we will be confronted with several different kinds of conflict. It’s inevitable. Wherever people have to work together and interact, conflict follows. Conflict could arise from something as simple as misplacing someone’s coffee cup, or having the business itself teeter on the edge of collapse. Whatever the conflict is, you can bet its decreasing productivity. That’s why in today’s competitive economy, good managers and skilled workers need to work together to solve conflict. Ivan Lasater is a highly skilled manager. In listening to Ivan’s take on conflict in the workplace, we are privy to his years of experience in managing and building people.

“I classify conflict in two different categories.” Says Ivan, “I see conflict as an opportunity to generate solutions. Conflict is something that happens between people who either have a fear of something or a lack of understanding. When people come together to solve conflict, I call that constructive conflict. When people allow these fears or misunderstandings to interfere with their productivity and they avoid solving it, I call that destructive conflict.”

Constructive Conflict: Conflict that arises and is dealt with in a             constructive fashion, serving to help people grow and understand       each other.
Destructive Conflict: Conflict that arises and is left unsolved, creating destructive feelings and hurting productivity
Sources of Conflict


Find the Source
Whenever conflict arises, finding the source has to be the first step to resolving it. In order to find the source, it’s important to understand who it is that’s actually in conflict. It could be two co-workers, it could be a single person with a resentment against a group of people and it could be a manager having issues with a single employee. Identifying the source is key. Then we need to find out what lies in the balance. What’s really being threatened? How important is this issue to the people in conflict and is it a threat to productivity. Have these people calmed down enough to begin dealing with their issues? Are they able to listen to each other? Does the situation require a mediator? Are there an assortment of issues that have built up over time?

“As I explore the source, I’m trying to identify what the real problem is.” Ivan explains, “That can take asking the right questions and being as empathetic as possible so we can get to the heart of the issue. There are so many different reasons people conflict in the workplace. Often times its more than one reason and the conflict is a result of a lack of tolerance by both individuals. Fact finding is very important before conflict can be resolved”

Who is in conflict?
• What are the issues?
• Can they be resolved right now or do we need some cool down time?
• Are there several issues underlying?

Solving the Conflict
When solving conflict it’s important to work towards a goal. Since a lot of conflict arises when two or more people fail to communicate effectively, it’s important to make sure that everyone is in a place to begin working together and communicating responsibly. This could help to achieve an ideal resolve where both people feel like they’ve won. The alternative is that either one or both of the parties come out feeling as if they’ve lost.

“Solving conflict can be tricky” Ivan tells us, “All the parties involved want to feel like they are in the right. When everyone is in the right, you can’t get to the source. Accepting responsibility and making compromises can taste a little like eating crow. It’s hard to get people to see where it’s necessary. If all the parties involved refuse to compromise, someone has to lose. As a manager, sometimes I have the difficult task of having to make that decision, and I will. But ideally we are all steered towards compromise.”

Compromise = Win, Win
• Accepting Responsibility = Compromise
• Open Mindedness = Accepting Responsibility
• Willingness = Open Mindedness

Ivan has years of experience managing people and projects. He has helped resolve conflicts between people as part of his duties and responsibilities, but Ivan cares about his team as much as he cares about his job. He realizes that building people takes many skills and a lot of patience. Resolving conflict takes identifying who is in conflict, when are they going to be ready to resolve it, why they are in conflict, and how do we resolve it.

Ivan Lasater is a Moab, Utah local and the current Owner/CEO/Founder of ICL Enterprises

Creativity and Ivan Lasater

Discussing creativity with Petroleum Industry professional, Ivan Lasater.


A Consummate Professional

Ivan’s job requires the ability to creatively integrate systems and hardware that increase the amount of production through recovering potentially valuable byproducts and increasing profits. Can you imagine the amount of creativity this takes? The industry that Ivan works in is one of the most competitive and regulated industries in the world. It takes a human being, making creative and thoughtful decisions to stand out in a field of cutting edge automation and technology.


According to the definition, creativity is the means by which people produce significant ideas and solve problems which are unique, critical, and substantial. Ivan has perfectly placed himself in this position and is consistently tapping into his gift for creativity to contribute valuable solutions. His industry and the people of the world rely on his solutions. The Oil and Gas Industry relies on him for greater profitability and the people of the world rely on him for a cleaner and more efficient way of dealing with waist and emission.

With the advance of automated industry, it’s frightening to think that we can produce more, waist less, and regulate more efficiently with machines that run around the clock than we can with men who punch a clock. Men like Ivan Lasater don’t frighten easily, however. Men like Ivan see this increased competition in his field as an opportunity to prove that no amount of automated systems working in conjunction with one another can compensate for the creativity required to come up with new and original ideas. Computers don’t invent ideas, they just make it easier for us to develop and integrate them.

Who is Creative

So what does it take to be creative? Does it require some kind of genius? Does it require extensive training? What about schooling? Oddly enough, studies have revealed that creativity is linked more closely with intuitive ability than it is with ability to learn. Doctor Frank X Barron, a renowned psychologist and professor at the University of California specializing in the study of creativity, once described a creative person as being “Both more primitive and more cultivated, more destructive, a lot madder and a lot saner than the average person.” Ivan would agree. There really needs to be an element of uniqueness to qualify as creative.

Ivan explained that although expertise doesn’t dictate the degree to which a person is capable of being creative, expertise is a characteristic of creative people. “It helps to know a little about what your trying to create.” Ivan says. “I wouldn’t listen to a chef tell me how to increase oil production. Well, not at first.”

Open mindedness

Another characteristic of creative people is open mindedness. Open minded people are naturally curious and tend to question other people’s logic. To say that Ivan is open minded would be correct. Open mindedness has been an essential key to his learning experience within the Industry. Listening to the ideas of others within his network has given him the insight he needed to develop the management systems that have made him a trusted executive in Oil and Gas.

The greatest characteristic that would apply to Ivan’s creativity is his drive. His persistence and hard work have set him apart as a man to be sought. Ivan is usually working, even when he’s not….officially. He spends off time solving problems and formulating plans. It’s of no consequence to him because he’s naturally driven to man the helm.

What is the future of creativity in Industry? A promising one to say the least. We still haven’t invented a machine that can be creative for us.


Ivan Lasater is the Owner/CEO/Founder of ICL Enterprises . He resides in Moab, UT.

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