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Managing and Leading People in the Research Context

Managing and Leading People in the Research Context. Future Research Leaders Program Module 7. Challenges of Leadership and Management. Having a safe environment. Your responsibility for Occupational Health and Safety (OHS) of your staff and any students Moral obligation

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Managing and Leading People in the Research Context

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  1. Managing and Leading People in the Research Context Future Research Leaders Program Module 7

  2. Challenges of Leadership and Management

  3. Having a safe environment • Your responsibility for Occupational Health and Safety (OHS) of your staff and any students • Moral obligation • University legal obligations and policies, granting body expectations • Consequences for the individual, project, University • University OH&S policy site • University OH&S support structure

  4. Having an equitable environment • Benefits of equal opportunity • Legal requirement • Equity and Diversity provisions for the University • Consequences of discrimination on irrelevant criteria

  5. Leadership vision and leadership styles

  6. Building effective teams • Common characteristics of successful teams • Phases of team development • leadership behaviour to encourage development • Communication in the team • Norms • Structures • Dissension and delay

  7. Teamwork • Effective team work created through: • the clear specification of roles and responsibilities • transparent and effective leadership behaviour • interpersonal relationships that enable team members to act cooperatively

  8. Phases in research and team dynamics • Phases in the research work: • Stage 1 Problem definition or construction • Stage 2 Gathering information and formulating a set of concepts that permit an understanding of a problem situation. • Stage 3 Idea development and evaluation (Mumford 2002) • Phases in team formation: • Forming • Storming • Norming • Performing • What are the implications of the phases in research work for the management of the research team?

  9. Expectations and standards • Effective performance management entails: • Clear expectations • Timely specific feedback • Opportunity for development of skills and knowledge to undertake role • May include career planning • Consequences for achievement or non-achievement of agreed goals

  10. Performance management at the University of……. • Formal process to align staff activities and the university/school’s strategic direction. • Enables each person in the project to understand their role • Key components of the policy & program

  11. University tools • Planning and Development Review (or equivalent) • Staff Development programmes • Conferences • Mentoring • Rewards and Recognition • Promotion

  12. Tea & Coffee break

  13. Divide into groups of 3 Person A, Person B, Person C • Read the brief scenario and discuss the 5 questions • Advice to “Person A”, “Person B” and “Person C”

  14. Work management and workload • University workload model • Prioritisation • Time management

  15. Goal Setting • SMART objectives • Specific • Measurable • Achievable • Relevant • Timebound • Example • Analyse xxx data using SPSS and prepare paper on (research topic) prepared for publication in the Journal of xxxx by September 20xx • Goal Attainment Scale for non quantifiable goals for team and individual

  16. Goal Attainment Scale - Clinical Study Example

  17. Objective setting practice • Develop a project work objective using SMART formula. • It can be based on a current project or on the Murray-Darling Basin case study

  18. Effective communication • 2 way process - Tell and listen • Establish communication standards • Paraphrase - issues and feeling When….. you feel….and you want… • Feedback When….. I feel….

  19. Practice giving feedback • Describe the situation • Specific observable timely • Includes your feeling and concern • Request response • Paraphrase the response • When---- you feel--- etc • Identify areas of common ground • Agree on action

  20. Scenarios • Scenario. • Identify the research leader (X), the person causing concern (Y) and an observer (Z) • Using the scripts for paraphrase and then action X and Y should discuss the issue. • Z provides feedback • Group reflection • Select a difficult conversation from the experience of a group member. • Brief the group • Select roles as above and work through the scenario to achieve a satisfactory conclusion

  21. Your staff are individuals too! • They have a life beyond the project • Staff retention in talent shortage • University policies that can assist: • Promotion • Flexible work arrangements • Maternity / paternity provisions • Development • Rewards • Succession planning • Your responsibility

  22. Ten Tips • Brainstorm the critical issues to take into account in effectively leading and managing people in a research context.

  23. THANK YOU

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