Start at the Beginning Setting goals, IDPs, and talking to your mentor

Transcription

1 The University of Kansas Medical Center Office of Postdoctoral Affairs & Graduate Studies Start at the Beginning Setting goals, IDPs, and talking to your mentor Ashley Carlson, Assistant Director Matt Falk, Senior Coordinator

2 The PhD Career Landscape What s the fuss and why all this planning?

3 The changing biomed enterprise More doctoral degrees are being granted Fewer tenure-track research faculty positions are available More biomed trainees are entering into other positions Institutions have to prepare trainees for this diverse market and more opportunities

4 A closer look Number of tenured or tenure-track faculty has decreased Number of non-tenure faculty has remained steady Government and industry are largely steady Growth has been primarily science related non-research positions Unemployment remains low for biomed PhDs

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6 A New Training Model NIH BEST encourages career exploration and transferrable skill development Professional skill building- team work, time management, leadership The Job Search- resumes & CVs, interviewing, negotiating Exploration and Experiential Learning- panels, informational interviews, shadowing, externships

7 Introduction to ASCEND Meet our new program!

8 Workshop Series Self-assessment Career speed dating Job search and professional networking Applying CV & resume writing Interview skills Negotiating and accepting

9 Experiential Learning Placement Application Opens in November Selection process Contract Funding Afterwards

10 Individual Development Plans How to use an IDP for success now and for future planning

11 Why IDP? An IDP is a tool for setting goals and tracking progress Research shows postdocs who use an IDP publish more and are more satisfied with their careers IDP has same effect on well-being as a $20,000 raise! Agencies like NIH and NSF have emphasized IDPs as they focus on quality mentoring of trainees

12 IDP Models: APA Self Assessment Identify interests and motivation, evaluate performance Explore Learn about your options and identify what interests you Examine Compare options, determine areas that are missing or need development Set Goals Plan to improve and build skills Implement your plan

13 IDP Models: FASEB For Trainee 1. Self Assessment 2. Survey Opportunities with mentor 3. Write and IDP, review with mentor and revise 4. Implement plan and revise as needed For Mentor 1. Become familiar with opportunities 2. Discuss opportunities with trainee 3. Review IDP and help revise 4. Establish regular review process

14 IDP Models: AAAS myidp

15 IDP Best Practices Establish IDP within 2-3 months of beginning training/new role Review with your mentor Revisit on a regular basis- such as quarterly Own it! Set intentions- short, mid, and long term goals Talk to your mentor- open and direct

16 Setting Goals Get SMART about setting goals

17 Setting Goals Identify goals through Self-assessment Exploration Vision of your future Consider starting with long term goals, then identify interim goals to get you there 3 common areas for career related goals Advancement- exploring options, making connections Skill Development- learning new skills and developing abilities Projects- completing specific tasks

18 SMART Goals SSpecific 1 M Measurable 2 A Action Oriented 3 RRealistic 4 T Time-bound 5

19 SMART Goals: Specific SSpecific 1 Define your goal very clearly Focus in on details, avoid ambiguity Try answering the 5 W s: Who- who s involved? What- what do you want to accomplish? When- when will you do this, when is it complete? Where- where will this be done? Why- why are you doing this?

20 SMART Goals: Measurable M Measurable SSpecific 12 Make it possible to track progress and know when you have achieved the goal Define how much, how many, or what other factors will indicate success Consider how you will evaluate progress

21 SMART Goals: Action Oriented 13 A Action SSpecific Oriented Define what steps you will take to complete the goal Be specific and clear Break big tasks down

22 SMART Goals: Realistic SSpecific RRealistic 14 Consider the challenges and obstacles Allow enough time and resources Recognize when a goal is not attainable within these confines

23 SMART Goals: Time-bound T Time-bound SSpecific 15 Set a deadline! Also set a start date Consider setting incremental check-in points with yourself or a mentor to stay accountable and on track

24 SMART Goals SSpecific 1 M Measurable 2 A Action Oriented 3 RRealistic 4 T Time-bound 5

25 Tips for Achieving Goals Write it down Your IDP is a great tool for this Use a calendar or app When developing a new skill: train, practice, get feedback Create a timeline for all your goals

26 Conversations Sometimes they re difficult

27 Difficult Conversation Protocol- Before Preparation Documentation Discuss before acting Implication Direct

28 Difficult Conversation Protocol- During Introduction Motive Description Impact Feedback Agreement Request Thank you

29 Difficult Conversation Protocol- After Documentation Research Meet again

30 Recap

31 IDPs Variety of models to meet your needs Most include Self assessment Goal setting Good communication with your mentor Revisit it often

32 SMART Goals Specific Measurable Action Oriented Realistic Time-bound

33 Difficult Conversation Protocol Before During After

34 ASCEND is here to help! One-track model of career planning no longer serves the success or potential of trainees ASCEND offers comprehensive workshops Includes experiential learning component for grad students Save the date: September 12 th - Self Assessments Help us help you: Online survey, link on the ASCEND website

35 Questions?

36 Thank you! Contact Ashley Carlson at with questions or for further help Visit tinyurl.com/kumcascend for upcoming dates and more information Save the date: September 13 th - Self Assessment Tools