Leading Your Department

For many leaders in academia, there was no training on how to manage or lead.  We were tasked with assembling a research lab and recruited undergraduate researchers, graduate students, post-docs, and full-time staff.  We gained experience on the fly, and through our missteps and successes, continued onward.

Yet, the landscape of management and leadership has changed significantly, and continues to.  The way in which professional staff approach their work has shifted, and newer members of the workforce are not statistically likely to stay in their jobs for the duration of their careers.  National conversations about psychological safety in the workplace, equity, and having a voice matter more than ever.

Put simply, many things that matter to a workforce now did not even exist as a named concept when current managers and leaders began to manage and lead.

The majority of leaders and managers who experience challenges with their teams or their role have the best intentions.  They all want the best for their staff or colleagues, to minimize discord, and have a stable department that is successful in its endeavors. 

Yet, beyond these good intentions is one’s capacity to execute, and behave in a way that helps the department achieve those goals.  This is where it can be helpful to work with an executive coach to help identify what blind-spots exist, what of your strengths can be leveraged, and provide leaders with a space to openly reflect on their experience, get support, and chart their way forward.  

For many new managers and leaders, whether, now is the time to be intentional about your development.  For those who have more experience, lean into your value of being a life-long learner.

New managers and leaders are strongly encouraged to learn about changes in how people are approaching their work, how their values are shaping their motivations, and how this all intersects with their work.  Learn how social trends in equity, inclusiveness, and belonging are shaping how people are approaching their work, so you can be proactive and responsive rather than reactive and in crisis.

We have extensive experience helping leaders and managers see through the proxy battles and noise to identify what is really going on for their teams, their staff, and themselves as they lead. 

We help leaders more clearly understand, define, and speak affirmatively to their role, expectations they have of themselves, and more effectively communicate their expectations of others.  

We help leaders and managers execute their vision for their teams and units.