Career development interventions
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The document outlines a workshop for researchers taking place in Dublin, Ireland on March 7-8, 2016 to help researchers pursue their career ambitions. It discusses several career development interventions that will be part of the workshop, including involving alumni with non-academic careers, standard career center support like one-on-one advising and workshops, developing supervisors and PIs, and additional Vitae resources.
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This document outlines a workshop for training research leaders. It discusses the skills needed for research leaders in academia and industry. It then describes a postgraduate certificate program that trains research leaders through 19 workshops covering topics like managing budgets, employment law, and strategy. It also discusses online training resources and the need for doctoral candidates to develop skills in time management, project management, and managing their supervisor.
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This document describes a workshop for developing enterprising researchers. It discusses defining entrepreneurship versus being enterprising. The workshop includes activities to help researchers identify transferable skills, develop business ideas, and pitch concepts to investors. The workshop runs over two days and covers topics like business planning and intellectual property rights. Other suggested enterprise activities are longer schools, business plan competitions, and training researchers in consultancy skills.
Public engaging
The document describes a half-day public engagement workshop for researchers. It begins with an introductory discussion about public engagement activities at participants' institutions. Researchers then work in pairs to present each other's research topics before selecting one topic to present to the group in two different styles. The goal is for researchers to practice communicating their work to non-specialists. Other public engagement activities discussed include working with schools, participatory action research with communities, public events, competitions, and working with the media.
Professional development 1&2
The document discusses researcher development in Europe. It describes the Vitae Researcher Development Framework, which provides a common language for researchers' skills and attributes. It also discusses the key features of effective researcher development programs, including streamlined frameworks, phased approaches, enhancing employability, supporting all individuals, and measurable outcomes. Additionally, it outlines the European Charter for Researchers and the Code of Conduct for recruitment, which aim to ensure successful performance and career development for researchers in Europe.
EURAXESS Online Tools To Support Researcher Career Development
The document discusses online tools and resources to support researcher career development. It describes a process for researchers to assess their skills, interests, values and personality to help guide career planning. This involves completing a skills audit and self-assessments, then interpreting the results to identify motivated skills and areas for development. Researchers can use the results to explore career options, set goals and find relevant training opportunities. The presenter aims to familiarize participants with these tools and principles to help them develop self-directed career plans.
Experiencing experiential learning
This document discusses a workshop on experiential learning and the experiential learning cycle. The workshop aims to help participants improve their skills in understanding and incorporating the experiential learning cycle into their training programs. The experiential learning cycle involves experiencing an activity, sharing reflections on that experience, processing themes that emerged, generalizing lessons to other contexts, and applying what was learned. The workshop guides participants through an example of teaching shoe-tying to experience the learning cycle first-hand.
Leadership
The document summarizes a workshop on leadership skills for staff assisting researchers' career development. It provides an overview of the agenda which includes exercises on defining good and bad leadership, group discussions on leadership definitions, and presentations on developing leadership skills through challenging experiences, mentors, and taking control of one's own development. It also outlines leadership development programs offered by various institutions.
Introduction and context
This document discusses researcher development and career coaching. It explains that researcher development aims to improve researchers' abilities and preparation for future careers. It also discusses trends in science and innovation in Europe and the need to attract and train early career researchers. Finally, it outlines an approach to career coaching that helps researchers understand themselves, their interests, skills and values to develop personalized career action plans.
The uk experience v2
This document discusses researcher development and career skills training. It describes researcher development as including knowledge and intellectual abilities, personal effectiveness, research governance and organization, and engagement, influence and impact. National policies in the UK and EU emphasize the importance of researcher development and training to improve skills. The Vitae Researcher Development Framework provides a common language and structure to identify researchers' strengths and areas for development to support career success.
The uk experience
This document summarizes a presentation on researcher development. It discusses the Vitae Researcher Development Framework, which provides a common language for researchers' skills and abilities. It emphasizes creating streamlined, phased researcher development programs that enhance engagement, employability, and support all students. Successful programs have measurable outcomes through feedback and engagement with stakeholders. The document also summarizes the European Charter for Researchers and the Code of Conduct for researcher recruitment, which promote open and attractive research careers in Europe.
Planning your research career: Skills
Several studies have found that skills are a good predictor of job performance and are important to consider when choosing roles. The document discusses identifying and classifying skills, including both technical and transferable skills. It provides exercises for researchers to comprehensively list their skills, identify skills they enjoy using or want to develop, and note which skills are best suited to their strengths.
Skills
Several studies have found that skills are a good predictor of job performance and are important to consider when choosing roles. The document discusses identifying and classifying skills, including both technical and transferable skills. It provides exercises for researchers to comprehensively list their skills, identify skills they enjoy using or want to develop, and note which skills are best suited to their strengths.
Plan your research career 3. pp skills
Several studies have found that skills are a good predictor of job performance and are important to consider when choosing roles. The document discusses identifying and classifying skills, including both technical and transferable skills. It provides exercises for researchers to comprehensively list their skills, identify skills they enjoy using or want to develop, and note which skills are best suited to their strengths.
Planning your research career (for trainers) 2.car dev intro & context
This document discusses researcher development and career development for early-career researchers. It describes researcher development as including knowledge and intellectual abilities, personal effectiveness, research governance and organization, and engagement, influence and impact. The importance of researcher development is to improve one's ability to complete their research and fulfill their potential, and to prepare for future employment. The document then discusses using a values, interests, personality, and skills (VIPS) framework to develop a personalized career action plan through exploring one's values, interests, personality traits, and skills.
Final exercise
This document discusses leadership development activities that could be offered by an organization. It asks groups to list activities they could offer researchers within their budget and capabilities. The lists would feed into a final leadership model. Groups are also asked what additions or changes they would make to two leadership posters, and what leadership development activities their organization could offer prospective leaders.
Introductory exercise
This training aims to teach researchers public engagement skills and opportunities for an EU-funded project. The goals are to help researchers communicate their work to non-experts, and to give insight into challenges of raising public awareness of research. An exercise has participants explain their research to each other in 90 second presentations to practice these skills.
Public engagement (for trainers) 2. exercise i
This training aims to teach researchers public engagement skills and opportunities for an EU-funded project. The goals are to help researchers communicate their work to non-experts, and to give insight into challenges of raising public awareness of research. An exercise has participants explain their research to each other in 90 second presentations to practice these skills.
Working with industry paris
This document outlines activities and programs to promote entrepreneurship among academics and collaboration between academia and industry. It describes a two-day enterprise workshop that guides participants through developing a business idea, model, and pitch. It also lists other enterprise activities like longer schools, business plan competitions, training researchers for consultancy work, and online entrepreneurship resources. The goal is to help academics exploit research commercially and overcome barriers to industry partnerships.
Planning your research career (for trainers) 3.skills
Several studies have found that skills are a good predictor of job performance and an important consideration when choosing roles. The document discusses identifying and categorizing skills as part of career development. It prompts the reader to make a comprehensive list of their skills from their CV and categorize them as motivated, development, burnout, or not important skills based on whether they enjoy using and are competent in the skills. The goal is to help the reader understand their skills and how they can inform career choices and development goals.
Leadership1
This document outlines guidance and resources for researchers seeking to develop leadership skills. It includes modules on topics like managing research teams, developing strategy, research impact, and unconscious bias. The goal is to help researchers lead their work and prepare for academic leadership roles. Suggested workshops provide training on research administration, governance, budgeting, employment law, and other management responsibilities.
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EURAXESS Online Tools To Support Researcher Career Development
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Intellectual property
This document discusses intellectual property rights (IPR) and the importance of patent information. It defines what a patent is, including requirements for patentability. It outlines the patent application process and describes different types of IPR like trademarks, industrial designs, copyright, and personal data protection. The document emphasizes that patent information is a valuable source of technical information that can be used for competitive intelligence purposes like monitoring competitors, identifying new opportunities, and avoiding duplication of research efforts. Case studies are provided to illustrate how patent analysis can inform strategic decision making.
Business model canvas
This document provides information about a workshop on developing business models for commercializing research results. It discusses options for market exploitation like licensing, spin-offs, and startups. It then compares traditional business plans to more agile methodologies like the Lean Startup framework. The final section describes tools for developing business models, specifically the Business Model Canvas and Value Proposition Design. Participants will practice using these tools to develop a business model for a thermochromic pigment product intended for use in fabrics.
Brainstorming presentation
The document discusses the key elements of developing a business plan, including:
1) A business plan outlines a company's overall strategy over the next 5 years and operational/budget details for the next 12 months.
2) Five elements are needed to develop a business: an idea, ability, goal, motivation, and resources.
3) A business plan is important to test ideas, agree on objectives/strategy, gain confidence, reveal cash needs, and obtain investment.
Putting the message across sofia demo
The document outlines an activity for researchers to practice communicating their work to non-specialists. It instructs researchers to work in pairs to summarize their partner's research in 90 seconds for their group, and then as a group to develop two short presentations in different styles on one selected research topic. The presentations will be delivered to the full course, with prizes for the best group. The goal is for researchers to improve communicating their own work to broader audiences and gain insight into public awareness of research.
Warsaw pe presentation
This document outlines plans for a public engagement exercise. Participants will explain their research to partners and present on their partner's research. They will then plan a public engagement campaign targeting specific audiences. Campaigns will be judged on effectiveness, originality and budget. The document also provides guidance on identifying target audiences, influencers, and roles for communications officers and liaison officers in coordinating public outreach activities.
Pm and tm sofial
This document provides information on time management and project management. It discusses prioritizing tasks, dealing with interruptions, setting objectives, stakeholder analysis, work breakdown structures, Gantt charts, and risk identification. Key points include breaking large tasks into smaller chunks, scheduling times for emails and calls to avoid interruptions, ensuring objectives are specific, measurable, agreed upon, realistic and time-bound, analyzing stakeholders' power and interests, and identifying potential risks and their probability and impact.
Pm1011 stockton 3hr 2014
The document discusses various tools and strategies for effective project and time management. It introduces aims and objectives, highlighting the importance of setting objectives that are specific, measurable, agreed, realistic, and time-bound (SMART). Different prioritization techniques are presented, along with tips for daily time management like using to-do lists and distinguishing between reactive and proactive tasks. Risk management, work breakdown structures, and Gantt charts are also summarized as useful planning and scheduling tools. The importance of regularly reviewing progress and strategies is emphasized.
The uk experience final
1) The document discusses researcher development in the UK context. It outlines the importance of researcher development for career preparation and successful PhD completion.
2) It describes the key elements of researcher development as including knowledge and intellectual abilities, personal effectiveness, research governance and organization, and engagement, influence and impact.
3) It discusses the UK national policy approach to researcher development, which emphasizes minimum training standards for PhD students, including two weeks of dedicated skills training per year.
Pm and tm sofia
This document discusses various time management strategies and techniques. It begins by addressing common issues with perceiving and prioritizing time. Next, it provides tools for planning daily and long-term tasks, such as using to-do lists, calendars, and breaking large projects into smaller action items. It also covers strategies for handling interruptions and conflicting priorities. The document emphasizes setting goals and objectives, monitoring progress, and maintaining flexibility in scheduling. Overall, the key messages are that effective time management requires planning, prioritization, and reviewing plans regularly to adapt to changes.
Pipers workshops career dev1
This document outlines an approach to career development training for researchers. The training is based on career coaching methodology and aims to help researchers better understand themselves, their skills, interests, personality and values in order to make informed career decisions and develop a personal action plan. The process involves self-assessment exercises, psychometric testing, and developing short, medium, and long-term goals to guide career progression. The overall goal is to assist researchers in finding fulfilling work opportunities.
Pipers workshops career dev1
This document discusses a career development process for researchers that involves exploring values, interests, personality traits, and skills through activities like psychometric testing and skills inventories. The goal is to help researchers better understand themselves, identify their career goals and interests, and develop a personalized action plan to achieve satisfying work opportunities. The process aims to enable researchers to make well-informed decisions about their career development and future plans.
Leading an international team warsaw
This document summarizes a workshop on leading international teams. The workshop objectives are to reflect on great leadership, differentiate between leadership and management, learn how leadership skills develop, assess one's leadership journey and values, and reflect on what makes diverse teams successful. The workshop includes individual and group exercises where participants write about examples of good and bad leadership, discuss definitions of leadership, and assess what level of leadership they and their team demonstrate based on stages of personal and team development. Discussion focuses on how leaders learn and develop through experiences, relationships, and personal growth, and what is needed to lead successful diverse teams.
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This document contains slides from a presentation on leadership. It discusses definitions of leadership, the differences between management and leadership, levels of personal and organizational development, and qualities of good leadership. It encourages participants to reflect on their own leadership strengths and areas for growth. Examples, exercises and discussions are provided to help participants better understand leadership concepts.
Leadership 3.5 presentation real
This document contains slides from a presentation on leadership. It discusses definitions of leadership, the differences between management and leadership, levels of personal and organizational development, and qualities of good leadership. It encourages participants to reflect on their own leadership strengths and areas for growth. Examples of exercises included having participants identify their personal values, the current and desired levels of development for themselves and their organizations, and behaviors they want to see more or less of in leadership.
Leadership 3.5 presentation pps
This document contains slides from a presentation on leadership. It discusses definitions of leadership, the differences between management and leadership, levels of personal and organizational development, and qualities of good leadership. It encourages participants to reflect on their own leadership strengths and areas for growth. Examples of exercises included having participants identify their personal values, the current and desired levels of development for themselves and their organizations, and behaviors they want to see more or less of in leadership.
Leadership 2.5 presentation real
The document discusses leadership and organizational development. It makes three key points:
1) Organizations depend on the leadership capacity of all their members, not just formal leaders, in today's complex environment. Everyone needs to learn to lead and follow.
2) True leadership comes from developing self-awareness of one's values and strengths in order to serve a vision one is passionate about. Leaders must first understand themselves before seeking to influence others.
3) Both individuals and organizations progress through levels of development from basic survival needs to serving a higher purpose of making a positive difference in the world. The document provides frameworks for assessing individual and organizational development levels.
Leadership 2.5 presentation pps
The document discusses leadership and organizational development. It makes three key points:
1) Organizations depend on the leadership capacity of all their members, not just formal leaders, in today's complex environment. Everyone needs to learn to lead and follow.
2) True leadership comes from developing self-awareness of one's values and strengths in order to serve a vision one is passionate about. Leaders must first understand themselves before seeking to influence others.
3) Both individuals and organizations progress through levels of development from basic survival needs to serving a higher purpose of making a positive difference in the world. The document provides frameworks for assessing individual and organizational development levels.
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Understanding of Self - Applied Social Psychology - Psychology SuperNotes
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
Aggression - Applied Social Psychology - Psychology SuperNotes
A proprietary approach developed by bringing together the best of learning theories from Psychology, design principles from the world of visualization, and pedagogical methods from over a decade of training experience, that enables you to: Learn better, faster!
7 Habits of Highly Effective People.pptx
Covey says most people look for quick fixes. They see a big success and want to know how he did it, believing (and hoping) they can do the same following a quick bullet list.
But real change, the author says, comes not from the outside in, but from the inside out. And the most fundamental way of changing yourself is through a paradigm shift.
That paradigm shift is a new way of looking at the world. The 7 Habits of Highly Effective People presents an approach to effectiveness based on character and principles.
The first three habits indeed deal with yourself because it all starts with you. The first three habits move you from dependence from the world to the independence of making your own world.
Habits 4, 5 and 6 are about people and relationships. The will move you from independence to interdependence. Such, cooperating to achieve more than you could have by yourself.
The last habit, habit number 7, focuses on continuous growth and improvement.
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its for fresers to microsoft joiner
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Stealth attraction for mens gets her with your words
My article gives a set of techniques used by men to subtly and effectively attract women without overtly displaying their intentions. It involves using non-verbal cues, body language, and subtle psychological tactics to create intrigue and build attraction. The goal is to appear confident, mysterious, and charismatic while maintaining an air of mystery that piques the interest of the person you are trying to attract. This approach emphasizes subtlety and finesse in communication and interaction to create a powerful and lasting impression.
一比一原版(mizzou毕业证书)美国密苏里大学毕业证如何办理
原版一模一样【微信：741003700 】【(mizzou毕业证书)美国密苏里大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(mizzou毕业证书)美国密苏里大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(mizzou毕业证书)美国密苏里大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(mizzou毕业证书)美国密苏里大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(mizzou毕业证书)美国密苏里大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
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Career development interventions
- 1. Policy into Practice: EURAXESS Researcher Career Skills for Career Development PIPERS This project has received funding from the European Union’s Seventh Framework Programme for research, technological development and demonstration under grant agreement No 643330 Helping researchers to pursue their professional ambitions: A workshop for researchers 7-8 MARCH 2016 DUBLIN, IRELAND Other Career Development Interventions
- 2. This project has received funding from the European Union’s Seventh Framework Programme for research, technological development and demonstration under grant agreement No 643330 Involve Alumni Invite alumni with non-academic careers Lunchtime session Short presentation from alumnus about their career path Then networking lunch
- 3. This project has received funding from the European Union’s Seventh Framework Programme for research, technological development and demonstration under grant agreement No 643330 Standard Careers Centre Support 1-to-1s with Careers Advisor specialising with PGRs/post-docs Workshops • Academic/non-academic CVs • Interviews • Assessment centres • Psychometric testing
- 4. This project has received funding from the European Union’s Seventh Framework Programme for research, technological development and demonstration under grant agreement No 643330 Developing Supervisors/PIs A Brief Guide to Careers Conversations with Research Staff Vitae publication – so only available to subscribers
- 5. This project has received funding from the European Union’s Seventh Framework Programme for research, technological development and demonstration under grant agreement No 643330 Other Vitae Resources Researcher Career Stories Careers in Academia Managing an Academic Career Research Staff Futures • Managing Your Career • Progressing an Academic Career