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 studentsMoral obligationUniversity legal obligations and policies,

granting body expectations Consequences for the individual, project,

University University OH&S policy site University OH&S support structure

HAVING AN EQUITABLE ENVIRONMENT

Benefits of equal opportunity Legal requirement Equity and Diversity provisions for the

University Consequences of discrimination on irrelevant

criteria

LEADERSHIP VISION AND LEADERSHIP STYLES

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

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

PHASES IN RESEARCH AND TEAM DYNAMICS

Phases in the research work:Stage 1 Problem definition or constructionStage 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:FormingStormingNormingPerforming

What are the implications of the phases in research work for the management of the research team?

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

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

UNIVERSITY TOOLS

Planning and Development Review (or equivalent)

Staff Development programmesConferencesMentoring

Rewards and RecognitionPromotion

TEA & COFFEE BREAK

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”

WORK MANAGEMENT AND WORKLOAD

University workload model Prioritisation Time management

GOAL SETTING

SMART objectivesSpecificMeasurableAchievableRelevantTimebound

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

Goal Attainment Scale - Clinical Study Example

Level of predicted attainment of the goal

Rating GOAL • Indicator 1: Quality of the Science

GOAL • Indicator 2;

Timeliness

Much more than expected level of outcome

+2 • Enabled extrapolation of long term scientific and commercial impacts of the amount of the product required to produce the effect

More than expected level of outcome

+1 • Statistical expertise in data analysis was used to strengthen confidence in conclusions

• All implications of the results were elaborated in the report

• Links from this study made to results in other sub projects

• Ahead of schedule

Expected level of outcome 0 • Report provided preliminary information to inform the design of subsequent clinical trials

• Large data set and fundamental analysis used

• Within one week of agreed time

Less than expected level of outcome

-1 • Discussion of the results was incomplete and some relevant results were not included.

Much Less than expected level of outcome

-2 • Some Samples not analysed• Poor quality operational management e.g.

samples lost

• One month overdue

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

EFFECTIVE COMMUNICATION

2 way process - Tell and listen Establish communication standards Paraphrase - issues and feeling

When….. you feel….and you want…

FeedbackWhen….. I feel….

PRACTICE GIVING FEEDBACK

o Describe the situation o Specific observable timely

o Includes your feeling and concerno Request responseo Paraphrase the response

o When---- you feel--- etco Identify areas of common groundo Agree on action

SCENARIOS1. 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

2. 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

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

TEN TIPS

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

THANK YOU