EMBO Lab Leadership for Scientists in the Americas

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 coaching the people you are leading to support them in developing their own plans, insights, and growth.

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.

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

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.

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 look 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.

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.

We will share a tool for coaching the people you are leading to support them in developing their own plans, insights, and growth.

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.

Finally, we will look at the importance of empowering your people to find their own solutions and develop their own strategies, and how you can support them to do so.