We offer clients a series of coaching sessions and targeted resources to help guide them on the strategic and effective leadership of their research programs. We are committed to helping professionals across various stages of their careers, such as:
Early Career: The early career stage is a period of discovery, growth, and learning. During this phase, our clients focus on building a solid foundation of skills and knowledge. It’s an opportune time to explore different roles, gain experience through internships or entry-level positions, and establish professional networks.
Mid-Career: In the mid-career stage, our clients have acquired experience in their respective fields and may be considering career advancement, leadership roles, or different career paths that allow them to continue learning and adapting, staying up-to-date with emerging trends, and seeking professional development opportunities.
Advanced Career Stages: The advanced career stage marks a phase where our clients have achieved considerable success and recognition in their fields. This stage presents opportunities to contribute expertise through mentorship, conferences, or thought leadership.
Professional Development: Professional development is an ongoing process that improves knowledge, skills, and competencies related to one’s profession. It encompasses various activities such as attending workshops, conferences, and seminars, pursuing higher education, participating in webinars, seeking mentorship, and engaging in continuous learning.
Career Transitions: Career transitions refer to the process of changing one’s occupation or industry. These transitions may be voluntary or involuntary, and they can occur at any stage of a client’s professional journey. Career transitions require careful planning, self-reflection, and acquiring new skills or qualifications.
Leadership Assessment: Leadership assessments (e.g., the 360-degree feedback method), provide valuable insights into a leader’s strengths, weaknesses, and areas for improvement. It involves gathering feedback from various sources, including supervisors, peers, and direct reports, and helps leaders gain self-awareness, identify bias, and develop action plans to enhance their leadership skills.
Performance: Performance evaluations are systematic processes that assess a client’s job performance and contribution to organizational goals. It involves setting clear performance expectations, providing regular feedback, and conducting formal evaluations. Performance evaluations help identify areas of strength, areas that need improvement, and opportunities for growth.
Research Leadership Institute 