EMBO Lab Leadership for Group Leaders

Each course dynamically adapts its schedule to the needs and priorities of the participants. In principle, though: On the first day, we spend some time getting to know one another and building a level of awareness and trust. The course thrives on your contributions and insights, so we want you to feel welcome to share your experience and knowledge.

We spend time thinking about what it means to be a leader and how your values, experiences, and emotions impact the way you approach leadership. We look at how teams work effectively together and what sort of support they need from you, both as a collective

and as individuals within the research space.

We look at how you manage your time and attention across the many roles you play as a leader in research; from bottle-washer or debugger to visionary and everything in between.

Finally, we spend some time reflecting on the values that drive our perspectives and behaviour and explore how values can help diverse groups of people understand each other more deeply and find effective ways to share resources and work together.

On the second day, we will spend time reflecting on how we are influenced by our emotions, and what impact this has on our effectiveness as leaders.

We will also explore one perspective on the rich variety of personalities in the world and how each person’s focus, habits, needs, and motivations leads them to understand and interact with the world.

In the afternoon, we will look at a communication tool that helps us understand the impact of our emotions on our communication, as well as the way that other people’s behaviour and language causes us to respond,

We will finish the day by discussing the importance of clarity and empathy when delivering feedback to ensure that it is effective and will lead to development and change.

On the third day, we spent time understanding the nature of conflict and looking at communication and other tools that can help us to identify and resolve conflict.

We will explore motivation and what different people need to feel motivated. We will share a diagnostic tool to support you in trouble-shooting low levels of motivation.

We will look at the importance of empowering your people to find their own solutions and develop their own strategies and how to support people in an adaptive way to ensure that when you assign work to them, they are set up for success.

We will finish with a tool that supports us to align our attitude with our strategic goals and prepares us for difficult situations.

On the fourth day we will begin by exploring the environment in which we work and the impact of other people’s expectations, emotions, and needs on our work together.

We will then explore how to approach hiring people in a way that allows us to collect unbiased data and make good decisions.

We will share a tool for supporting the people you are leading to help them take on work effectively; delegating to them in a way that is aware of their level of development and motivation.

Finally, we will reflect on how to move forward with the work we have done over the past days, and how to empower our people to take risks, be honest, innovate, and develop themselves as scientists.

Each course dynamically adapts its schedule to the needs and priorities of the participants. In principle, though: On the first day, we spend some time getting to know one another and building a level of awareness and trust. The course thrives on your contributions and insights, so we want you to feel welcome to share your experience and knowledge.

We spend time thinking about what it means to be a leader and how your values, experiences, and emotions impact the way you approach leadership. We look at how teams work effectively together and what sort of support they need from you, both as a collective and as individuals within the research space.

We look at how you manage your time and attention across the many roles you play as a leader in research; from bottle-washer or debugger to visionary and everything in between.

Finally, we spend some time reflecting on the values that drive our perspectives and behaviour and explore how values can help diverse groups of people understand each other more deeply and find effective ways to share resources and work together.

On the second day, we will spend time reflecting on how we are influenced by our emotions, and what impact this has on our effectiveness as leaders.

We will explore a model of communication that looks at how and why people communicate in certain ways, and what impact our own communication style has on the willingness of others to work hard, be honest, develop themselves, and take ownership of their work.

In the afternoon, we will look at the importance of clarity and empathy when delivering feedback to ensure that it is effective and will lead to development and change.

We will finish the day by looking at motivation and what different people need to feel motivated. We will share a diagnostic tool to support you in trouble-shooting low levels of motivation.

On the third day, we spent time understanding the nature of conflict and looking at communication and other tools that can help us to identify and resolve conflict.

We will explore the environment in which we work and the impact of other people’s expectations, emotions, and needs on our work together.

We will share a tool for supporting the people you are leading to help them take on work effectively; delegating to them in a way that is aware of their level of development and motivation.

And finally we will look at supporting people in an adaptive way to ensure that when you assign work to them, they are set up for success.