Post on 21-Jan-2016
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