M ANAGING AND L EADING P EOPLE IN THE R ESEARCH C ONTEXT Future Research Leaders Program Module 7

C HALLENGES OF L EADERSHIP AND M ANAGEMENT

H AVING 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

H AVING AN EQUITABLE ENVIRONMENT Benefits of equal opportunity Legal requirement Equity and Diversity provisions for the University Consequences of discrimination on irrelevant criteria

L EADERSHIP VISION AND LEADERSHIP STYLES

B UILDING 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

T EAMWORK 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

P HASES 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?

E XPECTATIONS 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

P ERFORMANCE MANAGEMENT AT THE U NIVERSITY 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

U NIVERSITY TOOLS Planning and Development Review (or equivalent) Staff Development programmes Conferences Mentoring Rewards and Recognition Promotion

T EA & C OFFEE 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”

W ORK MANAGEMENT AND WORKLOAD University workload model Prioritisation Time management

G OAL S ETTING 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

Goal Attainment Scale - Clinical Study Example Level of predicted attainment of the goal RatingGOAL Indicator 1: Quality of the Science GOAL Indicator 2; Timeliness Much more than expected level of outcome +2Enabled 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 +1Statistical 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 outcome0Report 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 Discussion of the results was incomplete and some relevant results were not included. Much Less than expected level of outcome -2Some Samples not analysed Poor quality operational management e.g. samples lost One month overdue

O BJECTIVE 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

E FFECTIVE COMMUNICATION 2 way process - Tell and listen Establish communication standards Paraphrase - issues and feeling When….. you feel….and you want… Feedback When….. I feel….

P RACTICE GIVING FEEDBACK o Describe the situation o Specific observable timely o Includes your feeling and concern o Request response o Paraphrase the response o When---- you feel--- etc o Identify areas of common ground o Agree on action

S CENARIOS 1. 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

Y OUR 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

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

THANK YOU