Also the way we reward and recognize researchers changes; within the Netherlands the position paper “Room for everyone’s talents” suggests a more diverse approach, which rewards what researchers do beyond publishing and recognizes the value of team work and networks beyond academia.
However, whereas all these changes happen on a national and European level, within individual institutions, a lot of researchers still struggle with the implementation of these changes in their daily work and careers. How can they become the leaders of the future, who will incorporate all these new measures? What kind of competences do they need to develop? What kind of teams and networks will they need to achieve true societal relevance?
At the University Medical Center in Groningen we therefore created a training program for junior academics, to provide them with tools for effective leadership and network building for the future. We interviewed 10 researchers at different career levels and from various disciplines to find out what kind of tools are needed when focusing on future networks. Here are their suggestions.
Good leadership – Good supervisors encourage their team members to grow their own networks, to become independent. Some do that by just allowing it, or offering some financial support, but you actually have to see the person, see their strengths and support them in the direction that fits their needs. If it fits your team as well, you make room for them; if not, then you offer them your network to grow beyond your team.
Competences – The times of the solitary researcher in the lab are gone; nowadays, researchers need new competences that mirror the changes and needs in society. They need to be open, proactive, daring, realistic and be able to go out of their comfort zones.
Motivation – “You can distinguish between the researcher who does something for the CV and the one who does something because it will bring the research field forward. I am looking for the latter”, says one of the interviewed supervisors. Show genuine motivation to bring your research and your field forward, to benefit the people you are doing it for, your stakeholders. Don’t go to a certain university because it has a name, go where your research can flourish and where you can build meaningful connections.
Awareness – All interviewees were certain about one thing: institutions need to create more awareness for the changes happening in our research culture and for the new competences that will be needed in the future. The institution should show good examples – examples of good leadership – what academic and beyond-academic networks can achieve, and how a career in research can develop.
Communication – Researchers won’t achieve these new competences and adapt to the changes by simply tweeting about our research, but the interviewees did recognize the power of social media in opening up research. But how this tool can be used to be more open and inclusive is something that needs to be learned properly.
In order to address these points, the junior academic leadership and network course will consist of an academic leadership training program, and various workshops in team, network and career building. Applications from UMCG junior academics for this course will be accepted until the 30th of November 2022. Please contact [email protected] for more information.
