Expanding your network of relationships early and often is the most effective tactic a scientist in training can adopt to ensure opportunities in the future. Studies show that the majority of job offers arise as a result of existing professional (and personal) relationships. However, most job seekers will and should apply for jobs posted online as one part of their job search. This is especially true of scientists seeking a first job after the academic bench. Utilizing existing relationships as part of the job application process can dramatically increase the chances of being seriously considered for an open position.
This is the final post in a 5 part series on Management for Scientists.
We are inundated with articles and books on the topic of leadership. Perhaps one of your advisors or mentors has urged you to work on developing your “leadership skills”. Leadership is prized at all levels of an organization and is also one of the most common criteria required for a promotion. Yet little explanation is given for how someone can or should demonstrate this quality.
I am often asked to give career seminars on Leadership Skills. After attempting to put together such a presentation many times, I could never actually figure out what skills were really leader-specific. How is leadership different from good management? Aren't all career skills leaderhsip skills when done well? Do you just have to know it when you see it?
This is the fourth in a 5 part series on Introduction to Managing People for Scientists. Subscribe to the Addgene Blog to follow the entire series as it is published.
Once you are responsible for managing others you will only be successful in your role if you become a master at delegating tasks and responsibilities. The manager is not expected to DO all the work – she is expected to make sure the work gets done and done well. Involving your team effectively is now your new measure of success. It is imperative that you resist the temptation to “just do it myself” or micromanage –you don’t have time for that and you won’t be as productive.
This is the third in a 5 part series on Introduction to Managing People for Scientists. Subscribe to the Addgene Blog to follow the entire series as it is published.
Feedback is help and it should result in authentic assistance for the recipient to become more effective and successful. Giving timely and useful feedback is an absolutely required aspect of being a successful manager. Great bosses tell people where they stand clearly and routinely. They are clear with each employee about what they do well and where they need to improve, and they’re also clear about how the person is doing overall. Employees hate to wonder what you think of their work.
Addgenie Eric Perkins attended the recent Keystone Meeting "Precision Genome Engineering and Synthetic Biology". His reflections on the program are here. This was a great opportunity for Addgene to present our own data on plasmid deposits and distirbution for these fast moving fields.
Addgene is a global nonprofit plasmid repository. Over 2,000 labs have deposited plasmids to Addgene and we distribute over 130,000 plasmids in 2014. Thus, we are in a unique position to observe and quantify how new technologies are being disseminated through the scientific community.