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SUMMARY:Inclusive Research Mentor/Manager Course (TRAIN-UP) Spring 2022
DESCRIPTION:Location: Virtual \nThe University of California at San Francisco (UCSF) and City College of San Francisco (CCSF) are partnering with the CLS Racial & Social Equity Initiative to deliver a pilot aimed at helping life science organizations build inclusive management practices and work places. This training is designed to teach current and future industry professionals how to efficiently and effectively train\, performance manage\, and support interns and employees of diverse backgrounds in an effort to foster inclusive\, high-functioning working relationships. \nThis pilot is tailored for scientists who currently (or intend to) mentor and/or supervise in either academe or industry and is part of an NSF-funded initiative to build more inclusive lab environments. \nRegister» \n———- \nModule dates and descriptions:\nModule 1 – Are you ready to be an inclusive research mentor/manager? How good people unintentionally build inequitable work environments \n\nThursday May 12\, 2022 at 12 – 1:30 p.m.\nMany scientists have the best of intentions\, but lack clearly articulated benchmarks with which to evaluate their preparedness to be inclusive as a research mentor/manager. In this session\, participants will use frameworks to self-evaluate their current knowledge and skill level\, discuss barriers (including previous personal lab experience\, etc.)\, identify resources and strategies to further develop their skills\, and consider language to frame and discuss their abilities as an inclusive research mentor/manager.\n\nModule 2 – Effectively supervising people who aren’t you: Managing different workstyles \n\nTuesday May 17\, 2022 at 12 p.m. – 1:30 p.m.\nIn this module\, participants consider how individual differences in values\, approaches and relationship to work can impact productivity\, morale and retention of team members. We also discuss tangible steps that managers can take to intentionally cultivate inclusive environments. We consider several factors that may make up our individual ‘operating systems’ when we engage in work\, including how we prefer to communicate\, make decisions\, feel organized\, and manage change/conflict. Participants will also have the opportunity to assess some facets of their own work style preferences\, as well as develop the vocabulary to discuss others’ preferences without pathologizing their approach to work. Finally\, we discuss and brainstorm tactics that team leaders can use to inclusively manage multiple work style differences and reap the benefits of working in diverse teams.\n\nModule 3 – How to transparently set (performance and conduct) expectations \n\nThursday May 19\, 2022 at 12 p.m. – 1:30 p.m.\nGallup’s national State of the American Worker poll notes that half of all workers do not know what is expected of them. We discuss the challenges – the impossibility\, actually – of setting all performance and behavioral expectations at the beginning of someone’s tenure\, and the strategies that successful research mentors/managers use to set and manage those expectations over time. Participants will 1) identify which key expectations need to be set immediately to preserve their own productivity\, 2) define and articulate expectations to team members\, 3) overcome common challenges in setting expectations\, including when mentoring/supervising individuals who are more experienced than themselves or have a strongly held ‘operating system’/way of doing things\, and 4) consider criteria to determine if they’ve set an expectation effectively.\n\nModule 4 – Teach/train and delegate: Using best practices to train your diverse team \n\nTuesday May 24\, 2022 at 12 p.m. – 1:30 p.m.\nUsing effective training practices is important in any organization\, but it is particularly important in research organizations. In biotechnology companies\, the constant evolution of knowledge requires a solid training process to stay up to speed on innovative technology and knowledge. In this module\, we discuss common training issues that can result in loss of productivity for individuals and their teams\, and can put team members from some underrepresented groups at a disadvantage. We propose evidence-based approaches to avoid\, detect and correct these training issues.\n\nModule 5 – Communicating inclusively: developing your own feedback strategy and style \n\nThursday May 26\, 2022 at 12 p.m. – 1:30 p.m.\nDo you feel most comfortable offering positive (or kudos) feedback? Do you tend to avoid or sugarcoat corrective feedback? Not sure what ‘evaluative’ feedback is? Then this is the session for you. In this module\, we begin by dissecting the three types of feedback that everyone (including you) needs to be productive: kudos\, corrective and evaluative feedback. Participants will practice giving feedback using a protocol that works for both kudos and corrective feedback Next\, participants will modify the protocol as they consider their style (including their personal values\, approach and language). We’ll discuss strategies to both gain buy-in/determine how the recipient can best hear and act on that feedback\, and how to engage when the recipient has a strong reaction to feedback.\n\nModule 6 – When someone isn’t meeting your expectations: Strategies and resources to manage performance equitably \n\nTuesday May 31\, 2022 at 12 p.m. – 1:30 p.m.\nWhen someone repeatedly fails to meet performance or conduct expectations\, many research mentors/managers frequently under- or over-correct and mistakenly attempt to handle the situation alone (rather than reaching out for support). In this session\, participants will learn tactics to determine how their particular organization expects them to manage performance or conduct issues\, how to access organizational resources to help them navigate the situation (including HR\, Learning and Development\, etc.)\, and common mistakes and approaches (including building a circle of support/self care) to manage one of the most challenging responsibilities for any mentor/manager.\n\nModule 7 – How to inclusively hire: Which strategies will you use? \n\nThursday June 2\, 2022 at 12 p.m. – 1:30 p.m.\nIn this workshop\, participants will learn evidence-based strategies to assess and select candidates using tactics from four inclusive strategy clusters: 1) adding intentional respect\, 2) adding diverse voices\, 3) adding accountability) and 4) leveling the playing field. Participants will learn how to transparently structure the overall hiring process\, begin to develop their own questions/rubrics to assess for their priority qualifications\, consider steps to prepare and manage a hiring committee\, and discover tactics to mitigate others – and their own – unconscious biases.\n\nFormat: \n\nLive virtual workshops with individual and group work\nFull course OR individual workshops: Earn a Letter of Completion for the whole course or just take the sessions that you want.\n\nFacilitators: \n\nNaledi Saul\, Director\, UCSF Office of Career and Professional Development and Interim Chief of Staff (SAA/Graduate Division)/PI for the NSF ATE collaborative grant: A Collaborative Approach to Work-Based Learning in Biotechnology: Building Inclusive Lab Environments.(DUE #2055735)\nKaren Leung\, Biotechnology Faculty\, City College of San Francisco/PI for the NSF ATE collaborative grant: A Collaborative Approach to Work-Based Learning in Biotechnology: Building Inclusive Lab Environments.(DUE #2055309)
URL:https://dev.califesciences.org/event/cls-inclusive-mentor-manager-training-pilot/2022-05-12/
LOCATION:Virtual
CATEGORIES:Professional Development
ATTACH;FMTTYPE=image/jpeg:https://dev.califesciences.org/wp-content/uploads/2022/04/CCSF_UCSF-1.jpg
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