1 / 23

Managing and Leading People in the Research Context

Explore challenges in leadership, team dynamics, OH&S, equity, and performance management in research environments. Develop skills in effective communication, goal setting, and managing workloads. Includes scenarios for practicing difficult conversations.

abonnie
Download Presentation

Managing and Leading People in the Research Context

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  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

More Related