1.5 How does leadership become everyone's

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• • Claartje Chajes (Communitymanager RRview)
  • 1681382031

  Edited on 13 April 2023

  The VU made a podcast series about The art of Engagement, you can find the link here (in Dutch)

  
• • Claartje Chajes (Communitymanager RRview)
  • 1681826709

  Thank you @rolienwalinga for sharing the link to the EUR dilemma game on scientific integrity (via chat).
  I will quote what you emphasized: 'It's a very nice tool to broaden a dialogue, but note that this is primarily about scientific integrity, rather than culture change/leadership.'

  
• • Johan van de Worp
  • 1682335046

  Here you can read a report from this workshop (with thanks to the reporter for making it):

  The Vrije Universiteit Amsterdam has developed the leadership programme 'The Art of Engagement' as a handle on good leadership and teamwork. It is about the underlying values of leadership. Its creators call shared responsibility around leadership essential for a socially safe and healthy group dynamic within the academic culture. Divided into four groups, attendees were assigned ten minutes to have a conversation about one of the following accents to leadership:

  • contribute to the bigger picture.
  • listen and encourage growth.
  • be transparent and clear.
  • be bold and decisive.

  It depends on character to what approach you can relate the best on what moment, but it’s all included. And it’s also recommended to be open about your personal quest in this context.

  
  Most of us are aiming to link Recognition & Rewards to a culture change. There is already a lot that starts to move, but there also remain professors who stay on their own path in old-fashioned ways. How do we engage them? For example, by setting explicit criteria for desired leadership and make those criteria leading in nominations and evaluations. Participants noted that we all look to the theme leadership with a different scope. It’s important to point that out. You also have to be aware of that when you pass your vision on to younger generation. It is desirable to be clear on criteria: what is excellent teaching, what is excellent research? But: transparency is a big challenge. How do you bridge nationality-related cultural differences within a team?
  Discuss how instead of what when you try to start a process of change. What is the scope of academics who do not manage a fixed defined team? A real team consists of eight to ten people, you can question whether a department is properly set up if it is set up differently.'

  What are the main take aways of this session?

  • They call their method 'The Art of Engagement' because it’s a process of search and practice, not something that fits and works right away.
  • ‘If you encounter obstacles within your team: voice constructive criticism’.
  • Leadership is personal and context driven. It is essential to relate your own scope to individual characters as well as to the bigger picture.

  
• • Rolien Walinga
  • 1682423287

  Thank you Johan for the condensed and adequate summary!

  
• • Claartje Chajes (Communitymanager RRview)
  • 1683553815

  @inekevandervegt, @marwienketillema, @irenevanstaveren, @lucienne, @petruschkaschaafsma, @alisescerbinina, @markpeters, @ankenooijen, @stefanvandermeer, @gijskooistra, @mariekekleinbreteler, @fransvanheest, @floordriessen, @ellencapelkampkuiper, @philippedebock, @christienbakker, @annemiekbaars, @maaikeverbree thank you for joining this workshop. Hereby we share the report, the powerpoint and the podcast mentioned during the workshop. If you want to add your personal take away ass well, don't hesitate!