By Eric J. Perkins
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Meetings often get a bad rap as annoying interruptions to our “real” work. However, a well-run meeting can have quite the opposite effect. A great meeting should produce collaboration - a sense of dialogue and community among participants, clarification - new and useful ...
This is the fifth 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 ...
This is the fourth in a 5 part series on Management for scientists. 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 ...
This is the third in a 5 part series on Management for scientists. 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 ...
This post was contributed by Dora Farkas of www.FinishYourThesis.com and is one of many posts in our career series. “The only healthy communication style is assertive communication.” - Jim Rohn, Author, Entrepreneur, Motivational Speaker Do you have a difficult supervisor, or do ...
This is the second in a 5 part series on Management for scientists. This second installment in the Management for Scientists series will focus on an aspect of communication especially important for a manager – getting feedback from the team. Successful management can almost be ...
This is the first in a 5 part series on Management for scientists. “I'm slowly becoming a convert to the principle that you can't motivate people to do things, you can only demotivate them. The primary job of the manager is not to empower but to remove obstacles.” – Scott Adams, ...
