How can you help R&D professionals transition to leadership roles?
R&D professionals are often experts in their fields, but they may face challenges when they need to take on leadership roles. Whether they aspire to lead a team, a project, or a department, they need to develop new skills and mindsets that go beyond their technical expertise. Here are some ways you can help R&D professionals transition to leadership roles.
Before you can help R&D professionals grow as leaders, you need to understand their current level of competence and confidence. You can use tools such as self-assessments, feedback surveys, or 360-degree reviews to identify their strengths and areas for improvement. You can also observe how they interact with others, communicate their ideas, and handle challenges. Based on the results, you can create a personalized development plan that addresses their specific needs and goals.
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Kulathooran Singaram PhD
Principal Scientist @ Syngene International | Process Development & Manufacturing of Small molecules | CMC | CRAMS
Technical skills are already inbuilt as per knowledge or overall industrial research experience. However, the leadership quality is crucially play a end-to-end skills starts from Business development, customer focus, Team/management functions, strategies and operational excellences, regulations, process safety till delivery. The above listed core areas are covert the technical people become a professional leader.
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Devender T. Seshadri
Sr. Manager Analytical Development, Post Doc., Ph. D (Chem.)
Additionally, R&D professionals need to be trained to align with business goals, company vision, mission and values. Most importantly they need to be trained in sound people management, rather leadership, which is more naturally done by rare.
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Indivar Shukla
Senior Project Mangement professional
Key aspect to assess is communication skills. The moment you want them to be leaders, their communication become most critical. Also, assess ability to work in team, accepting opinion different from one’s own approach and ready to take criticism. Leaders are inspirational but not all their decisions are popular.
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PurnaChandra Rao
Fermentation, expert in protein production, enzyme manufacturing, Probiotic production and others
As per me 360 degree survey and feedback surveys will not work in many cases, i believe more on self assessment and have the great and different type of interaction (not only technical) with each team member, so you get best feedback for better development.
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Raquibur Rahman
Senior Manager at The ACME Laboratories Ltd
Align learning and development towards company's business strategies and goals. Focus on need and expectations of external and internal customers. Setting up KPIs in quantitative measured evaluation basis not in qualitative measurements basis.
R&D professionals can benefit from having a coach or a mentor who can guide them through their leadership journey. A coach can help them develop new skills, such as strategic thinking, emotional intelligence, or conflict resolution. A mentor can offer them advice, support, and insights from their own experience. You can either assign them a coach or a mentor, or encourage them to find one within or outside the organization. You can also create opportunities for peer coaching and mentoring, where R&D professionals can learn from each other.
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Mike Helsel
Principal TPM at Microsoft
Coaching programs can really impact folks who are interested, I personally have felt that Search Inside Yourself at Google was life changing. There’s also cumulative impact for some types of coaching, folks take on the skills and use them to continue to improve. The best part of offering coaching to teams broadly is that even when only some team members take the skills and feedback, the entire team tends to improve as a result.
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Pauli Undesser, BS, MS, MWS, CAE
Chief Executive Officer at WQA and WQRF
Agreed, and I would add that sometimes leaders need to shift their own thinking to accept that folks can continue coaching/mentoring after advancement. People don’t need to know 210% of the job they’re moving into.
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edy purwanto
industrial Pharmacist
All high quality products start from high quality r&d. Which means that full coordination and brief make clear understanding and continuous workflow. It need our involvement to create great leadership and environment, to coach them by group or personally. Give them all support and advice to grow
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Dr. Snehan P.
Senior Consumables Engineer specializing in applied physics and algorithm development
Engaging R&D professionals in coaching or mentoring relationships can significantly enhance their leadership trajectory. A skilled coach facilitates the acquisition of essential skills like strategic thinking, emotional intelligence, and conflict resolution, crucial for navigating the complexities of their role. Conversely, a mentor imparts valuable advice, unwavering support, and insights gleaned from their own experiences, serving as a compass in the professional journey. Whether through assigned coaching/mentoring or encouragement to seek external mentors, fostering these relationships is pivotal.
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Nagendra Rao Teki
Technical Consultant, Trainer & Coach, former Associate Vice President (R&D) Godrej Agrovet Limited
I agree. Coaches and mentors play important roles in grooming future leaders. A coach will help them setting up clear goals, objectives and further aid them making appropriate individual decisions. Mentors play roles of training and knowledge transfer based on individual experiences.
One of the best ways to help R&D professionals grow as leaders is to give them opportunities to practice and apply their skills in real situations. You can assign them challenging projects, tasks, or roles that require them to collaborate with others, solve problems, make decisions, or influence stakeholders. You can also encourage them to volunteer for cross-functional teams, committees, or initiatives that expose them to different perspectives, cultures, and domains. You can also support them to pursue external learning opportunities, such as courses, workshops, or conferences, that enhance their knowledge and network.
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Dr. Snehan P.
Senior Consumables Engineer specializing in applied physics and algorithm development
Sometimes giving an opportunity to work in a new field can help blossom hidden talent in professionals. For example bench time can be used for supporting and shadowing flexible profiles in an organization.
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Mike Helsel
Principal TPM at Microsoft
Building a culture of learning is best done by having leaders demonstrate learning in their own teams. Progress is inspiring and teams are more creative when they can use combinations of expertise and new skills.
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Ryan G.
Sr. Cell Therapy Manufacturing and Training Professional
I can't agree more with this premise. As a young laboratory technician, it was the opportunities to shadow and collaborate with ancillary departments that put me in the position to grow. Training conferences, certifications, or any means of gathering business acumen are crucial to you being a well rounded team member. Never stay in the parameters of your Job title, and strive to understand the "kinetics" of departments ancillary to your own.
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Melissa Meow, PMP® AHPP™
PMP | Project Management | R&D | Verification & Validation
It is rarely the case that anyone is ever 100% prepared for anything. Instead, in most of the cases, people learn on the job. Opportunities to take up new challenges not only creates positive pressure for growth, it also helps to tickle the brains of these professionals and keep them engaged and thinking. It is good to always keep in mind that a little push / stretch can help people discover skills that they thought they never had.
R&D professionals may not always receive the recognition and reward they deserve for their contributions and innovations. This can affect their motivation, engagement, and self-esteem. You can help them by acknowledging and celebrating their achievements, both individually and collectively. You can also provide them with constructive feedback, praise, and incentives that align with their values and aspirations. You can also advocate for them and promote their visibility and credibility within and outside the organization.
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Simon Maechling
Science and Innovation in Agriculture
People always enjoy award ceremony, bit team or department towards or larger, divisional function awards. It is over and above the financial recognition. It is peer recognition of a job well done.
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Dr. Snehan P.
Senior Consumables Engineer specializing in applied physics and algorithm development
Monetary rewards instead of just a title would be more practical and provide motivation for professionals with families who depend on them.
Finally, you can help R&D professionals transition to leadership roles by creating a culture that supports learning and innovation. You can do this by encouraging curiosity, experimentation, and risk-taking. You can also provide them with the resources, tools, and time they need to pursue their ideas and projects. You can also foster a collaborative and inclusive environment, where R&D professionals can share their insights, feedback, and best practices. You can also model the behaviors and attitudes you expect from them as leaders.
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Simon Maechling
Science and Innovation in Agriculture
By giving your teams space to be themselves, you can of learning allowing risks to be taken and learning from failures. The key is to create an environment where your team feels comfortable to make mistakes.
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Santiago PRAT
Intellectual Property and Technological Transfer
Pienso que este pilar es el fundamental, todo parte y todo termina en fomentar cultura. Debe hacerse con todos los involucrados desde las posiciones de liderazgo incluyendo a todos los colaboradores. Ciertamente uno de los mecanismos efectivos para generar cultura es la formación que debe no tan solo tomar experiencias de terceros sino también los propios aprendizajes de quienes han transitado a roles de liderazgo desde la investigación y desarrollo.
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Luz Angelica Nieto Gonzalez
Agrobiotechnologist 🦠🌱| Project management 📊 | Bioprocesses ⚙️🥾 | Design of experiments 🧪 | Data analysis 📈
One strategy I've found remarkably effective is providing the right mix of resources, tools, and time for individuals to bring their ideas and projects to life. It's about empowering them with the means to turn their innovative sparks into roaring flames of success. Collaboration, inclusivity, and openness are non-negotiables in this journey. A truly innovative environment is one where every voice is not just heard but valued. I've organized seminars that go beyond traditional presentations — each team member delves into a topic of their choice, sparking insightful debates that transcend the boundaries of their roles.
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Tamas Sohajda
Pharma CEO @CarboHyde | @SciConn | Innovative Cyclodextrin-based Solutions
The most important here is Leadership Commitment - Lead by Example: Demonstrate a commitment to learning and innovation at all levels of leadership within the organization. Leaders who prioritize these values set the tone for the entire company.
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Lale Erfani
Industrial pharmacist, pharmaceutical researcher
Keep in mind: 1.Learning Fundamentals of leadership 2.Time management and delegation 3. Being great communicator 4. Practice emotional intelligence 5. Focus on what's right for the organisation.
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Hirak Raval
Global Business Visionary for 21st Century (Mentoring &/ Consulting) @ 5 Continents – 35 Countries | LinkedIn Top Community Voice (Management Consulting; Training) | Shrewd Global Jury Member | Worldwide 40+ Award Winner
Top key points to consider while helping R&D professionals transition to leadership roles:- 1. Transforming into the right mindset and strategic capabilities. 2.. Current SWOT and Role required skilled GAP analysis & coaching. 3. Ongoing training and guidance wrt company growth & further role.
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Paul Lyon
Consultant at Luxfer MEL Technologies
Create opportunities- having a goal for what you enjoy and are good at can materialise if you pursue it. This maybe a role that doesn’t currently exist Volunteer for different tasks/additional roles to raise profile and gain different perspectives - eg sales or finance experience if background is solely R&D
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Tamas Sohajda
Pharma CEO @CarboHyde | @SciConn | Innovative Cyclodextrin-based Solutions
Encourage new leaders to be open to constructive feedback from stakeholders, both internal and external. This is how they will grow and improve! Internal Feedback: Collect feedback from team members through surveys or one-on-one discussions. External Feedback: Gather feedback from key stakeholders, customers, or partners regarding the impact and effectiveness of R&D initiatives.
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Shuo Zhang, PhD
Senior Portfolio Manager @Philips // Design strategy to shape healthcare landscape with technological innovations
In general, gaining the tools and skills on top of the knowledge is the key, which includes: - continuous self reflection, - next preferred career step (roadmapping), - conversation and feedback from peers and role models, - be open minded and agile in leaning, and be patient
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