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Jayne Price is all about making work work better. She is the Transformation Director and Head of Continuous Improvement at the Science and Technology Facilities Council (STFC). Jayne discusses her journey to her current role in UK Research and Innovation (UKRI), and the strategies she employs to foster human-centered, purpose-led change in the organization. She emphasizes the importance of leadership that is grounded in trust, accountability, and psychological safety, and the role of experimental and agile approaches in driving systemic transformation. Jayne also shares practical examples, including the implementation of Holacracy and continuous improvement initiatives. The conversation highlights the challenges and successes in transforming our traditionally bureaucratic research culture into a more effective and innovative environment. Jayne offers valuable insights for leaders at all levels and showcases the value of empowering teams to do their best work. 00:29 Introduction to the Episode 03:41 Introducing Jayne and her Career Journey 06:52 Understanding Project versus Program Management 07:59 From Change to Transformation 12:14 Implementing Experiments and Measuring Change 14:10 Challenges in the Academic and Research Sector 19:54 Innovative Approaches to Leadership and Management 27:21 Designing Alternative Promotion Routes 29:21 Challenges to Identity and Developing Leaders 35:50 Moving from 'I' to 'We' as a Leader 37:53 The Mindset to Move to 'We' 40:13 Humility, Vulnerability and Authenticity in Leadership 43:26 Shadow Sides, Blind Spots and Experimenting with Different Approaches 47:31 Starting to See the Benefits 50:53 Creating Workplaces For People to Flourish 53:04 The Holacracy Experiment - Creating Clarity 55:42 Doing Meetings Differently 59:22 Empowerment and Autonomy with Accountability 01:01:47 Corporate Rebels and Other Inspirational Resources 01:06:31 The Critical Importance of Leadership Buy-In 01:08:01 Everyone Can Choose Leadership Behaviours at Any Level 01:09:51 Encouragement for Change Agents 01:11:39 Outro About Jayne: Jayne Price https://www.linkedin.com/in/jayne-price71/ UKRI https://www.ukri.org STFC https://www.ukri.org/councils/stfc/ Related links: Cynefin framework for making sense of complexity Corporate Rebels Diederick Janse and Marc-Peter Pijper from Corporate Rebels supported the Holocracy Trials GlassFrog: “the cutting-edge self-management platform that empowers teams with clarity and autonomy” Tuff Leadership Training Books: Aaron Dignan, Brave New Work, Portfolio, 2019 Daniel Pink, Drive: The surprising truth about what motivates us, Riverhead Books, 2011 Joost Minnaar and Pim de Morree, a...

Dr. Sarah McLusky, is an advocate and role model for research-adjacent careers. As an advocate Sarah hosts the 'Research Adjacent' podcast, which showcases career opportunities beyond traditional academic and industry roles. She talks about why started the podcast and also talks about her four main categories of research adjacent roles, emphasising the importance of recognising the many contributors to successful research. As a role model, Sarah shares her own experiences moving into a research adjacent role post-PhD, now working as a freelancer who supports research organisations through events and communications. Some of her key insights are around how to prepare participants for meaningful engagement at events and the value of effective research communication. She encourages us to rethink career possibilities and the significance of culture in research environments. 00:29 Intro to the Episode 02:49 Introducing Sarah McLusky 04:33 The Concept of Research Adjacent 08:00 Research As a Team Sport 12:02 Career Paths Beyond Academia 20:10 Four Main Categories of Research Adjacent Roles 24:22 Sarah McLusky's Journey to a Research Adjacent Role 29:36 Balancing Passion and Pragmatism 33:17 Navigating Freelance Work 34:51 The Importance of Gathering with Purpose 45:54 Supporting the Communication of Great Research 48:49 Final Thoughts and Resources 51:25 Outro Related Links: About Sarah and her work Website https://sarahmclusky.com/ Newsletter https://sarahmclusky.com/gathering-with-purpose LinkedIn https://www.linkedin.com/in/sarahmclusky/ Research Adjacent Podcast https://researchadjacent.com/podcast/ https://pod.link/1663857550

For this last episode of the year I revisit the Long Play (LP) template, inspired by vinyl records, as a way to intentionally reflect on and celebrate this past year and to be more intentional about how we move into our new year. The Ps of the template are personal, people, play, and projects and we use the Ls to reflect across there:  what did you land, love, labor on, and learn this past year review, and what do you want to look forward to, let go, let grow, and let be for the next year. You can download a template to create your own personalised reflections and plans, individually or within groups, to help you shape your good academic life. Overview: 00:29 Setting up the LP 03:34 LP Replay 05:05 Introducing the LP Table Template 08:59 Taking Time to Savour and Celebrate 12:06 Looking forward to the 2026 LP 16:12 Wrapping Up and Summary 19:09 Final Pointers 19:49 Outro You can download your LP template here. Feel free to tailor it to what works best for you! And I'd love to hear back how you used it and evolved it.

In this very personal solo episode, I share my journey through infertility and the impact it had on my academic and personal life. Inspired by Susan Dray's story, I decided to share our challenges of trying to start a family while managing a career in academia. I discusses the physical and emotional toll of infertility treatments, the loneliness of not sharing my struggles with colleagues, and the moral dilemmas we faced. Mine is just one story, and we can be sure that many of the people we work with are dealing with their own challenges or carrying their own sadnesses so this is a call for more empathy, kindness, and support in academic environments, emphasizing the importance of recognizing the human side of our lives. I conclude with a message of support for those facing similar challenges and a reflection on how my career path, though unintended, brought its own form of fulfillment. 00:29 Introduction: A Personal Journey 01:05 The Inspiration Behind This Episode 03:58 Opening Up About Women's Health Issues 07:23 The Struggles of Infertility 12:15 Navigating the Moral Dilemmas 14:51 Navigating Our Journey 17:43 Navigating Career and Personal Life 22:44 Moving On and Finding New Paths 26:48 Things Coming Together in the Move to London 30:13 Reflecting on an Academic Career Without Children 33:53 Final Reflections Related Link CHI Stories @CHI2017: Midwifery, Babies, HCI: “Doktormutter”hood and Sustainable Academic Life

In Part 2 of our conversation, Susan Dray continues to share deep insights about the importance of self-awareness and authenticity, empathy and listening with heart, and dealing with professional discomfort and personal adversity. She discusses her mentoring style, centred around being empathetic and supportive. And she talks about the importance of service and community, as well as the current challenges faced by early career researchers. Susan also shares deeply personal challenges and losses, and the accompanying emotional journey of accepting and learning from setbacks, the value of honouring people's experiences, and the importance of collaborative support. She reminds us, paraphrased here, that few people understand how special they are, and that what really matters is who you are. Because this is going to mean that what you do is important and makes a difference. Susan has certainly made a difference.  Overview: 00:29 Introduction to Part Two with Susan Dray 02:18 Navigating Discomfort and Deep Learning 05:47 Mentoring and Community Support 08:51 HCI in Africa and Global Recognition 13:28 Supporting Early Career Researchers 19:12 Mentoring and the Joy of Service 22:11 Reflections on Mentoring and Authenticity 26:08 Evolving Roles, Willingness to be a Beginner 29:40 Postscript - Personal Reflections and Adversities 30:55 Lessons from Sailing 32:21 Coping with Loss and Finding Positivity 35:08 Final Reflections on Life and Legacy 36:50 Wrap up 38:27 End Related Links: Susan Dray's webpage and LinkedIn profile  

The wonderful Dr Susan Dray shares her journey from obtaining a PhD in experimental and physiological psychology at UCLA to becoming a pivotal figure in the field of Human-Computer Interaction (HCI). Susan recounts her transition from academia to industry, including roles at Honeywell and American Express, and her eventual shift to independent consulting. She discusses the evolution of HCI and human factors, the significance of ethnographic studies, and the importance of listening with one's heart in diverse cultural contexts. Susan also reflects on the birth of SIGCHI, organizational challenges, and her expansive international work. Her insights provide a rich, historical perspective on the ongoing interplay between technology, human behavior, and organizational dynamics, and on the contextual and cultural nuances in technology adoption. She also demonstrates the power of curiosity, self reflection and a service mindset.  Overview 00:29 Episode Introduction 02:49 Susan's Background 03:52 Transition from Academia to Industry 05:37 Early Challenges at Honeywell 06:56 Gaithersburg Conference and SIGCHI Formation 10:15 Human Factors and Computing Systems 13:34 Human Technology Impacts at Honeywell 16:40 The Mindset of a Scientist 22:59 Mentorship and Career Advice 26:30 Career Transitions and Reflections 28:06 Early Challenges in Consulting 30:12 Setting Up a Consulting Business 31:59 International Projects and Usability Studies 38:22 Navigating Cultural Differences and Lessons in Challenges 45:24 Innovative Research in Korea and South Africa 49:26 Embracing Discomfort Curiousity and Self Reflection 52:17 Wrap up Related Links Susan Dray webpage  and LinkedIn ACM SIGCHI Special Interest Group On Computer-Human Interaction

Building on the last episode’s topic of meetings, the focus here is on our one-on-one meetings. In his book, 'Glad We Met: The Art and Science of One-to-One Meetings,' Steven Rogelberg discusses how these meetings can be practical, personal, and developmental. We can also think of these as the four Ps of care—process, progress, product, and person. Drawing on insights from Rogelberg’s book, along with some timely recent posts, I draw attention to the role of empathy, authentic communication, and regular, intentional meetings in supporting PhD students, postdocs, and research assistants. Practical tips include setting regular meeting cadences, being attentive and present, and ensuring a respectful and effective meeting environment. These are all skills we can work on to better support the practical, personal and developmental in our 1-1 meetings. Overview: 00:29 Introduction to Effective Meetings 01:55 The Importance of One-on-One Meetings 03:25 The Four Ps of Care in Meetings 04:14 Practical Aspects of Supervisory Meetings 05:06 Caring for the Person in Meetings 05:35 Skills for Effective Meetings 09:12 Student Contributions to Meetings 11:01 Preparation and Presence in Meetings 12:18 Time Management and Respect in Meetings 13:23 Listening and Asking Good Questions 14:25 The Cadence of Meetings 17:55 Practical Suggestions for Meeting Environments 19:14 Career Conversations and Resources 20:20 Conclusion: The Art, Heart, and Science of Meetings 24:02 End Related links: Steven Rogelberg's webpage, LinkedIn profile, and Meeting resources and previous CAL episode on Transforming Academic Meetings Book: Rogelberg, S. G. (2024). Glad We Met: The Art and Science of 1: 1 Meetings. Oxford University Press. Recent posts mentioned: #116 - 6 Communication Strategies to Get What You Need From Your PhD Advisor (Without Being Annoying), Emmanuel Tsekleves , PhDtoProf Newsletter 1 Oct 2025 A toolkit to foster great career conversations, Rachel Chin and Rachel Herries, Auditorium Blog, 7 Oct 2025 Related Changing Academic Life episodes: Oscar Trimboli (Part 1) on being better listeners  Oscar Trimboli (Part 2) on how to listen deeply  Michael Bungay Stanier on the power of curiosity and

Dr. Steven Rogelberg, an organisational psychologist from the University of North Carolina, Charlotte, draws on his extensive research on workplace meetings to share how we might make acadmic meetings better. We discuss the inefficiencies of academic meetings, with Steven suggesting academics suffer from particularly ineffective meeting practices. He offers practical advice on improving meeting productivity, particularly for Faculty meetings, such as using targeted agendas and smaller group discussions, and stresses the value of bringing scientific rigour to meeting management. He also critiques the hybrid meeting format, advocating instead for fully virtual or in-person meetings. If you are looking for more insights about evidence-based meeting practices, I can highly recommend his books 'The Surprising Science of Meetings' and 'Glad We Met: The Art and Science of One-to-One Meetings' .  Overview: 00:29 Introduction: The Meeting Dilemma 01:42 Introducing Dr. Steven Rogelberg 03:56 The Academic Meeting Problem 09:23 Common Mistakes in Leading Meetings 11:06 Strategies for Effective Meetings 13:12 Having a Meeting About Meetings 14:34 The Importance of Feedback and Audits 15:55 The Faculty Meeting 18:15 Challenges of Large and Hybrid Meetings 19:21 More Inclusive Alternatives to Large Meetings 22:20 Hybrid Meetings and Virtual Meetings 23:54 Final Takeaways and Resources 25:46 Postscript 30:16 End Related links: Steven's web page, LinkedIn page and online meeting resources https://www.stevenrogelberg.com Steven's books: Rogelberg, S. G. (2019). The surprising science of meetings: How you can lead your team to peak performance. Oxford University Press. Rogelberg, S. G. (2024). Glad We Met: The Art and Science of 1: 1 Meetings. Oxford University Press. And his academic publications, for example the two we mentioned: Rogelberg, S., Kreamer, L. M., & Gray, J. (2025). Thirty Years of Meeting Science: Lessons Learned and the Road Ahead. Annual Review of Organizational Psychology and Organizational Behavior, 13. Rogelberg, S. G., King, E. B., & Alonso, A. (2022). How we can bring IO psychology science and evidence-based practices to the public. Industrial and Organizational Psychology, 15(2), 259-272. And here is a a...

Professor Emeritus Deborah Boehm Davis, George Mason University in the US, is one of the pioneers of the CHI conference. Deborah discusses her varied career building from her psychology background and spanning roles in human factors at Bell Labs, NASA, and General Electric. She then talks about her extensive tenure at George Mason University in both faculty and administrative/leadership roles, eventually becoming the dean of a college. Deborah shares reflections on career transitions, the importance of making a difference, effective leadership, the significance of collaborative work, and the challenges and strategies for navigating academic leadership, as well as managing academic responsibilities alongside family life. She also talks about her last industry role at Oculus Research and offers insights into the skills and approaches necessary for effective academic and industry leadership. The conversation also touches on the importance of interdisciplinary work and mentorship in academia. Overview: 00:00 Introduction 00:29 Deborah Boehm-Davis: Career Overview 03:24 Early Career and Human Factors 04:54 Transition to Academia, Balancing Faculty and Administration Roles 09:38 Reflections on Career and Impact 17:39 Navigating Academic Leadership 25:14 Collaborations, Interdisciplinary Work and Collegiality 28:18 Interdisciplinarity and Being Strategic 32:57 Transitioning to Leadership Roles, Developing Leadership Skills 33:53 Handling Difficult Conversations 36:39 Balancing Decisions and Stakeholder Concerns 40:29 Engaging Faculty and Effective Communication 44:51 Leadership in Industry vs. Academia 46:54 Mentorship and Support Systems 50:24 Proudest Achievements and Work Skills Course 56:28 Reflections on Women in Academia 59:37 Conclusion and Final Thoughts 01:00:46 End Related links: Video of a 2024 talk to the Uni of Virginia HFES Student Chapter: “A Career in Human Factors: A Lifetime of Change” [40:51 mins] LinkedIn: https://www.linkedin.com/in/deborah-boehm-davis-05b50 Website: https://psychology.gmu.edu/people/dbdavis

In the first episode of season seven, the 10th year the Changing Academic Life podcast, I invite us to reflect on the theme of being intentional about what we want for ourselves at the beginning of this new academic year for many of us in the northern hemisphere, or for any temporal landmark that is relevant for you. As example and inspiration, Anna Cox from UCL shortly shares her strategies for setting clear priorities, maintaining work-life balance, and managing her remaining 'available time to promise', recognising every yes entails a no to something else. This is a great example of the 'fresh start effect', using the temporal landmark of a new academic year, as talked about by Katy Milkman and colleagues, and reminds us of the importance of creating pauses for reflection. So how will you be more intentional about your fresh start? 00:34 Introduction 01:27 Starting With Intention 05:28 Anna's Fresh Start  07:05 Thinking About Priorities 09:01 Available Time to Promise 10:56 Creating Pauses to Think 12:20 Re-iterating Anna's Key Questions 16:29 Wrapping Up  17:57 Pointers to Other Related Episodes 19:24 Wrapping up 20:31 End Related links: eWorkResearch group at UCL and Anna’s webpage and WLB definition  Dai, H., Milkman, K. L., & Riis, J. (2014). The fresh start effect: Temporal landmarks motivate aspirational behavior. Management Science, 60(10), 2563-2582. Loleen Berdahl, How to quit promising time and energy you don’t have See www.changingacademiclife.com for an easy search for the related podcasts: Anna Cox, Marta Cecchinato, Johanna Stadlbauer, Amy Ko, Carmen Neustaedter, Katherine Isbister, Vikki Wright

In this final episode of the 2024-2025 season, I reflect on key themes emerging from the past 20 episodes of 'Changing Academic Life.' These are around creating supportive and inclusive cultures in academia, the role of leadership, career transitions, wellbeing and self-care, and the importance of community. It reminds us to engage in reflection, value our own and others' wellbeing, and contribute to positive changes in academic environments.  Cultivating a good academic life for all is a collective effort. 00:00 CAL127 Season reflections 02:44 Supportive cultures 06:35 Career transitions, choices 11:39 Wellbeing & self care 13:56 Community 16:00 Closing 18:29 End

If you are curious about how to set up your own peer support group, inspired by what Johanna Stadlbauer shared about what Uni Graz are doing, then this episode might get you started. I walk through some of the ‘things to think about’ when setting up peer groups such as the group’s purpose, the focus, and who that would involve, also the group size, meeting frequency and commitment, and choosing between structured or informal formats and related roles. I then walk through two examples of more structured formats: action learning sets which take more of a coaching approach, and peer mentoring models that take more of a consulting or advising approach. I also give some examples of more informal peer groups.  Regardless of approach, good listening, confidentiality and a commitment to genuine participation are key. I also refer to some resources and links for further reading and more detailed overview of steps, as well as some related podcasts. Whether you're looking for mutual support, expert guidance, or simply a sense of belonging, there's a group format that can work for you. Give it a try! 00:00 CAL126 Exploring Peer Group Support Models 00:29 Introduction 01:36 Purpose 03:03 Focus 05:03 How Many 06:17 How Often 07:45 Format 08:24 Roles 09:44 Critical Ingredients 11:38 Walking Through Some Examples 12:35 Example: Peer Coaching Groups - Action Learning Set 20:39 Example: Peer Mentoring Groups 25:04 Example: Informal Peer Support Groups 28:23 Recap 30:07 Do What Works for You - Suggestions 33:07 Closing Call and Pointers 36:36 End Related Links Action Learning Sets guidance by Caroline Doherty via the UK NHS Action Learning Sets page Action Learning Sets at Uni of St Andrews as example in an academic context Graz Call for participation in their Collegial Development Programme Kollegiale Beratung in sechs Phasen (Collegial Advising in 6 Phases)  Descriptive Consultancy with protocol description Balint Group Method The No Club book and No Club Guidance Related Podcasts Michael Bungay Stanier on the power of curiosity and taming your advice monster a href="https://changingacademiclife.captivate.fm/episode/rw8-asking-good-questions-empowering-good-people"...

Johanna Stadlbauer is an anthropologist working in researcher development at the University of Graz, recently made Head of Research Careers Campus Graz. Her mission is a more fun and kind academia. Johanna shares the experiences and challenges of her journey from a PhD to quitting a postdoc in anthropology, to doing NGO work part-time, and then coming back to academia for a researcher development role. Her work now is focused on creating a supportive and kind academic environment, with the aim to improve researcher well-being and foster a sense of community. She discusses establishing structures for postdoctoral researchers' support and community, and highlights initiatives like the writing retreat, Fiasco Fest, and peer mentoring, which aim to improve researcher well-being and foster a sense of community. Johanna is a role model for how to navigate a career path and your work role on your own terms. She is really clear on her own boundaries, and what she needs to feed herself and look after her work-life balance. She also reminds us the value of peer support, of telling people their contributions matter, and of taking the time to savour the good. She reminds us of the significance of agency, community support, and the need for transparency and understanding in academia. 00:00 CAL125 Johanna Stadlbauer 03:03 Introduction and Guest Background 03:56 Journey from Anthropology to Research Development 06:18 Postdoc Experience and Challenges 07:42 Deciding to Quit the PostDoc 12:05 Transition to NGO Work 15:57 Finding Balance and Setting Boundaries 19:47 Messaging in Academia 23:35 Permanent Contract and Current Role 29:27 Towards a Fun and Kind Academia and Experiences of Power Abuse 31:26 Finding Solutions and Positive Structures 33:31 Balancing Critique and Support in Academia 35:58 Empowering Postdocs and Addressing Structural Issues 40:12 The Importance of Community, Peer Support and Mentoring 49:39 Promoting Good Working Environments for Researcher Wellbeing 52:03 Personal Reflections and Final Thoughts 56:53 End  Related Links Johanna's web page (English version) Head of Research Careers Campus Graz  Researcher Development in Graz Blog  LinkedIn pages for Johanna, the PostDoc Office, and Research Careers Campus Graz The Coalition for Advancing Research Assessment (CoARA)  Max Planck PhD Net  Balint Group Method 

Tina Persson shares her journey from chemistry and nearly 20 years in academia, to recruiting and then career coaching. Tina discusses the challenges she faced in academia, including struggles with energy-draining tasks and political landscapes, and how she pivoted to a career in recruitment and coaching. She emphasizes the importance of understanding natural talents, emotional intelligence, and honest communication in career development. The conversation covers valuable tips for professors on recruiting and supporting early-career researchers, the impact of AI on career skills, and the cultural differences in career transitions. Tina also highlights the significance of lifelong learning and being open to unseen opportunities, offering practical advice for academics, those seeking an academic position, and those considering a career pivot.  Overview: 00:29 Episode Introduction 03:02 Introducing Tina and her Academic Journey 10:18 Transition to Industry 12:24 Becoming a PhD Recruiter 15:25 Coaching and Career Development 25:24 Recruitment Tips for Professors 36:00 Startup Mentality in Academia 38:43 Evaluating Candidates Beyond Technical Skills 40:35 Innovative Interview Techniques 43:09 Filtering Candidates Efficiently 50:57 Cultural Differences in Recruitment 52:50 The Role of AI in Recruitment 54:25 Human-Centric Skills in Academia 01:00:13 Building a Supportive Academic Culture 01:03:23 The Importance of Career Pivoting 01:05:52 Conclusion and Contact Information Related links Related to Tina: About Tina and her LinkedIn profile and Passage2Pro PhD Career Stories Podcast and upcoming book People: Sarah Blackford , Fritz Eckstein  Holland’s Theory of Career Choice

This is a replay of an episode about our strengths as our superpowers and it is a useful precursor to the next podcast discussion where my guest will talk about them as natural talents. This replay episode was triggered by two interactions that made me think more about the importance of knowing our own unique superpowers (as Aaron Quigley discussed), ie our strengths, and also our kryptonite (thanks Lewis Chuang), and how this can help us work out what is our good academic life. And to recognise that we can all have different superpowers. Before getting to the replay I also report on some lovely feedback from the episodes with Graham McAllister. 00:29 Introduction 01:39 Update from episodes with Graham McAllister 05:21 Replay - Strengths as Superpowers 06:49 Kyrptonite and Superpowers 08:19 What are your superpowers? 14:29 Other notes about strengths as superpowers 17:21 Summary and pointer to ways to explore strengths 19:25 Additional Pointers 22:05 Outro Related Links: The twitter thread started by Lewis Chuang Aaron Quigley podcast conversation Mike Twidale podcast conversation VIA Character Strengths Survey Strengthscope Strengths assessment tools Related Work: Michelle McQuaid, 2014, Ten Reasons to Focus on Your Strengths No matter what your job description says, Psychology Today. Jeremy Sutton, 2021, Cultivating Strengths at Work: 10+ Examples and Ideas, PositivePsychology.com. Ryan M. Niemiec, 2020, Coronavirus Coping: 6 Ways Your Strengths Will Help You Turn to your best qualities for prevention, safety, and health. Psychology Today.