EMBO Lab Leadership for Group Leaders

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 explore 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 as the leader at different stages of development.

In the afternoon, we review how you manage your time and attention across the many roles you play as a leader in research; from visionary to bottle-washer and everything in between.

Finally, we spend 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 analyse how we are influenced by our emotions, and what impact this has on our effectiveness as colleagues and leaders.

We will explore the nature and impact of conflict and look at communication and other tools that can help us to identify and resolve conflict.

In the afternoon, we assess a model of communication that looks at how and why people communicate in certain ways, and what impact our own style has on the ability of others to listen, be honest, and take ownership of their work.

We then apply this theory to understand 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 explore how to develop a positive lab culture that supports every member of the team to create a space in which people can admit mistakes, grow from feedback, support others with their challenges, and do their best work.

We will explore how a coaching approach – supporting others to find their own solutions – can empower your people to build self-confidence, develop their problem-solving skills, and create their own plans to do their best work.

We investigate areas of work and the work environment that influence motivation and what different people need to feel motivated. We share a diagnostic tool to support you in trouble-shooting low levels of motivation.

Finally, we share a tool for supporting the people you are leading to help them take on work effectively; delegating to them, or supporting them with their own tasks in a way that is tailored to their level of development and motivation.