Wie können Sie Forschungskooperationen mit unterschiedlichen Erfahrungsstufen effektiv managen?

In my 27 years of experience in collaborative research, managing research collaborations with varying experience levels across different teams requires an alignment between the actors involved in terms of: • Vision/strategy; • Resources/infrastructure; • Delivery mode; • Coordinated methods of managing prospect business relationships which leverage on the research outputs in terms of exploitation.

The basic concept is to empower employees with a moral contract with the firm that encompasses: deliverables resources deadlines The management concept is well defined by blanchard's one minute manager on how to effectively manage people and the right amount of delegation and support/control (control in the american sense, e.g. what goes well, what goes wrong and what can we do to get back on track).

In my extensive 9-year tenure as a lead researcher, assembling a "Research Dream Team" to effectively manage research collaborations with varying experience levels is the best. Clear Communication: Open channels, meetings, and collaborative tools. Defined Roles: Leverage strengths with seasoned pros and rising stars. Collaborative Culture: Mentorship, knowledge-sharing, and positivity. Tailored Support: Workshops for rookies, advanced training for maestros. Team Building: Break hierarchical barriers, ensuring everyone contributes. Continuous Learning: Conferences, workshops, knowledge-sharing. Embrace Diversity: Celebrate diverse backgrounds and perspectives. Conflict Management: Address conflicts constructively, fostering open dialogue.

What is “Experience Levels” in a research environment? Unlike the industry env where the exp is counted on No. of years, position in the business, In the research env it is counted based on the penetration of an researchers knowledge over the research question For a research problem/hyphothesis, you lineup the research questions. The exp of the researcher lay upon , how intensive he/she done the literature reviews, Had he/she produced any new knowledge for the question, how well the research network he/she is associated with, what kind of direct or indirect solution he/she worked upon. If you have this matrix, it is easy to represent the researcher’s exp and be able to gauge the Gap (Talent) in finding the research gap or its solution

To manage research collaborations with diverse experience levels, clear communication, defining roles, and fostering a collaborative culture are essential. Clear communication ensures all team members feel heard, allowing for open exchange of ideas. Defining roles based on expertise allows for strategic task distribution, enabling experienced researchers to tackle complex challenges while providing learning opportunities for less experienced ones. Fostering a collaborative culture through mentorship, knowledge-sharing, continuous learning, tailored support, and proactive conflict resolution creates a positive research atmosphere, allowing teams to leverage their collective strengths for successful outcomes.

In my experience when addressing collaboration between different people with different backgrounds within the same organisation or between different organisations requires the capability to act as translator, talking business with business people and research with researchers. This is my motto which I found applicable in many contexts, for instance when doing space technology transfer for the European Space Agency I was used to speak space to space people and non space to non space actors to foster a collaborative environment and trigger curiosity and trust.