Natalia Bielczyk Ph D to be Radboud University

Natalia Bielczyk Ph. D to be, Radboud University Nijmegen Medical Centre Career Development and Mentoring Manager, Organization for Human Brain Mapping Student and Postdoc Special Interest Group natalia. bielczyk@gmail. com Nijmegen, the Netherlands since 7 th November 2018 Kv. K-nummer 73055093

Plan of the presentation: 1 Sharing is caring! New mentoring strategies in times of open science 2 International Online Mentoring Programme within the Organization for Human Brain Mapping 3 Open project: Effective self-management for early career researchers in the natural sciences 4 A few words about Stichting Solaris Onderzoek en Ontwikkeling, Nijmegen

Plan of the presentation: 1 Sharing is caring! New mentoring strategies in times of open science 2 International Online Mentoring Programme within the Organization for Human Brain Mapping 3 Open project: Effective self-management for early career researchers in the natural sciences 4 A few words about Stichting Solaris Onderzoek en Ontwikkeling, Nijmegen Questions are welcome any time!

Sharing is caring! New mentoring strategies in times of open science

Open science - an umbrella term that involves various movements aiming to remove the barriers for sharing any kind of output, resources, methods or tools, at any stage of the research process. As such, open access to publications, open research data, open source software, open collaboration, open peer review, open notebooks, open educational resources, open monographs, citizen science, or research crowdfunding, fall into the boundaries of Open Science. Source: www. fosteropenscience. eu

Open science - an umbrella term that involves various movements aiming to remove the barriers for sharing any kind of output, resources, methods or tools, at any stage of the research process. As such, open access to publications, open research data, open source software, open collaboration, open peer review, open notebooks, open educational resources, open monographs, citizen science, or research crowdfunding, fall into the boundaries of Open Science. What about open mentoring? Source: www. fosteropenscience. eu

Do we even need open mentoring?

We live in a complicated world and experience too much pressure Fight Club (1999)

We live in a complicated world and experience too much pressure Who has a vision of their life in 10 years time? Fight Club (1999)

We live in a complicated world and experience too much pressure Who has a vision of their life in 10 years time? Who has a sense of control over this vision? Fight Club (1999)

We live in a complicated world and experience too much pressure Who has a vision of their life in 10 years time? Fight Club (1999) Who has a sense of control over this vision? Don’t learn by trial and error Richard Dawkins, The selfish gene (1976): organisms who learn from others’ mistakes, surpass organisms who learn by trial and error in the process of evolution

We live in a complicated world and experience too much pressure Who has a vision of their life in 10 years time? Fight Club (1999) Who has a sense of control over this vision? Don’t learn by trial and error Richard Dawkins, The selfish gene (1976): organisms who learn from others’ mistakes, surpass organisms who learn by trial and error in the process of evolution We need mentors!

Mentoring in multiple fields Sports : personal trainers mentee mentor

Mentoring in multiple fields Sports : personal trainers mentee mentor Arts : patrons mentee

Mentoring in multiple fields Sports : personal trainers mentee mentor Arts : patrons mentee mentor mentee Entrepreneurship : self-study + coaching mentee

Traditional view on scientific mentoring mentor mentee

New trends in scientific mentoring ~ parenting mentors are not always right

New trends in scientific mentoring ~ parenting mentors are not always right mentor-mentee is a (complex and long-lasting) relationship mentors and mentees do not always match personality-wise Paul Gauguin & Vincent Van Gogh Christian Dior & Yves Saint-Laurent Sigmund Freud & Carl Jung

New trends in scientific mentoring

New trends in scientific mentoring peer mentoring: Payne, 2018 Leidenfrost et al. , 2014 peer coaching groups: Fox & Stevenson, 2007 Williams et al. , 2016

New trends in scientific mentoring peer mentoring: Payne, 2018 Leidenfrost et al. , 2014 peer coaching groups: Fox & Stevenson, 2007 Williams et al. , 2016 mentoring others: Gill et al. , 2018

New trends in scientific mentoring peer mentoring: You Payne, 2018 Leidenfrost et al. , 2014 peer coaching groups: Fox & Stevenson, 2007 Williams et al. , 2016 mentoring others: Gill et al. , 2018

International Online Mentoring Programme within the Organization for Human Brain Mapping

Bielczyk, N. Z. & Veldsman, M. , Ando, A. , Caldinelli, C. , Makary, M. M. , Nikolaidis, A. , Scelsi, M. A. , Stefan, M. , OHBM Student and Postdoc Special Interest Group, Badhwar, A. (2018). Mentoring early career stage scientists: lessons from an international online mentoring programme within the Organization for Human Brain Mapping. European Journal of Neuroscience, DOI: 10. 1111/ejn. 14320.

OHBM Student and Postdoc Special Interest Group www. ohbmtrainees. com Kaori Ito Mengxia Gao Heidi Foo Secretary elect Chair elect Treasurer elect Ayaka Ando Chair Marzia Scelsi Leanna Hernandez Secretary Treasurer Natalia Bielczyk Chiara Caldinelli Career development & mentoring manager Social coordinator Navot Naor Aki Nikolaidis Social coordinator elect Social media & comms manager Amelie Haugg Meena M. Makary Social media & comms manager elect Career development & mentoring manager elect

OHBM Student and Postdoc Special Interest Group www. ohbmtrainees. com Aman. Preet Badhwar Gender & Diversity Committee and OHBM Communications Committee Liaison

Genealogy tree of the OHBM International Online Mentoring Programme

Rules of the OHBM International Online Mentoring Programme

Rules of the OHBM International Online Mentoring Programme Matching rules: > at least 3 years of difference in experience between mentors & mentees > respecting special needs (e. g. clinical experience) > giving mentors from industry to mentees planning a switch to industry > assigning one mentor to every mentee > assigning a number of mentees to every mentor, with respect to the maximal number declared by the mentor

Rules of the OHBM International Online Mentoring Programme Duration of the programme: > signups for a new round every September 1 st-30 th > duration until summer the following year > ending with a meeting in person at the OHBM annual meeting New: In 2019, OHBM Student and Postdoc SIG will get their own room!

Distribution of participants within the OHBM International Online Mentoring Programme Round 1 (2016 -2017) Round 2 (2017 -2018) ~ 450 participants

Societaloutcomes: impact - how to assess the success of a mentoring programme? Objective > numbers of research publications or grants produced Subjective measures: > self-reported changes in mentees' work patterns > feelings of being supported or satisfied with career progress

Societaloutcomes: impact - how to assess the success of a mentoring programme? Objective > numbers of research publications or grants produced Subjective measures: > self-reported changes in mentees' work patterns > feelings of being supported or satisfied with career progress Feedback from the OHBM International Online Mentoring Programme participants > ~50% of mentor-mentee pairs meet during the OHBM annual meeting > average grading of mentors by mentees is 4. 06 / 5 > 29. 3% of mentees declare to be positively surprised by their mentor > 2. 4% of mentees declare to be mismatched with their mentor

Mentoring as a professional competence Mentoring experience should be a standard point in an academic CV Planning a campaign encouraging mentors in the programme to include this experience in their CVs

Mentoring as a professional competence Mentoring experience should be a standard point in an academic CV Planning a campaign encouraging mentors in the programme to include this experience in their CVs Thanks to Daniele!

Open project: Effective self-management for early career researchers in the natural sciences

The goal of the project Developing a self-management advice for • taking charge of one’s career development early career researchers in the natural by goal setting and making one’s own sciences: opportunities • managing your time properly • tips on taking care of oneself and surrounding oneself with positivity • recognizing and addressing bottlenecks in one’s projects • growing one’s network • mentoring and being mentored • staying vigilant to opportunities outside science and keeping several doors open

The goal of the project Developing a self-management advice for • taking charge of one’s career development early career researchers in the natural by goal setting and making one’s own sciences: Combination of scientific knowledge with classic self-management approaches: opportunities • managing your time properly • tips on taking care of oneself and surrounding oneself with positivity • recognizing and addressing bottlenecks in one’s projects • growing one’s network • mentoring and being mentored • staying vigilant to opportunities outside science and keeping several doors open A S. M. A. R. T approach to setting personal goals B the Yerkes-Dodson law C the Eisenhower’s chart for managing tasks D pomodoro technique versus timeboxing

The structure of the project OHBM council Effective self-management for ECRs working group Preprint Code of conduct Effective self-management for ECRs Google group

Natalia Z. Bielczyk Effective self-management for ECRs working group Stichting Solaris Onderzoek en Ontwikkeling, Nijmegen, the Netherlands Chiara Caldinelli Trinity College Institute of Neuroscience, Trinity College Dublin, Dublin 2, Ireland Mengxia Gao University of Hong Kong, China Amelie Haugg University of Zurich and Swiss Federal Institute of Technology Zurich, Switzerland Leanna Hernandez University of Southern California, Los Angeles, USA Kaori Ito University of Southern California, Los Angeles, USA Dan Kessler University of Michigan, MIchigan, USA Dan Lurie University of Berkeley, USA

The timeline January 13 th, putting the draft working paper online at osf. io, making sure that the 2019 infrastructure is finished and works properly (Google group / Code of Conduct etc. ) January 14 th, an invitation blog post appears at the OHBM main blog (+ campaign 2019 on Twitter & Facebook); the Google group is launched. The idea is to give the participants full 6 weeks for contributions so that the information about the project has enough time to propagate in the OHBM network, and there is enough time to ignite discussion at the Google group January 14 th, moderating the Google group by the Effective self-management for 2019 - February ECRs working group, a dialogue with journal editors in order to come 28 th, 2019 up with the final target for this material February 28 th, deadline for contributions; the Google group is still on and from now 2019 on, it becomes the native Google group for OHBM Trainees where

For whom is this project? If you learned something about life of an early career researcher which you would like to share … If you would like to advise other early career researchers … Senior researcher are always welcome!

How to join A Invitation blog post: w. ohbmbrainmappingblog. com/blog/effective-self-management-for-early-career-researchers-in-the-natura

How to join B Draft working paper: https: //osf. io/53 yrv/

How to join C Associated Google group: https: //groups. google. com/forum/#!forum/effective-self-management-for-ecrs

A few words about Stichting Solaris Onderzoek en Ontwikkeling, Nijmegen

Solaris, Stanislaw Lem (1961)

Aims of the foundation 1 assist in transfers between academia and industry 2 provide with extra mentoring for early career researchers 3 improve on team work and on fairness in scientific projects

More detailed aims of the foundation 1 facilitate mentor-mentee relations in academia and industry by the following actions: a. raising awareness about the importance of good mentoring in academia and industry, and about the fact that mentoring skills can be trained b. disseminating information and advice on mentorship through academic press, and through publicly available channels (blogging / social media / online platforms) c. organizing workshops for students and workers, aiming at teaching mentoring skills, both from mentor- and mentee- perspective d. designing and testing new mentoring strategies e. offering free consultancy on mentoring to both mentors and mentees, as well as offering free mediation to mentors and mentees, via online communication tools (e. g. Skype) and/or in person. Consultancy online and consultancy at the foundation’s headquarters will not be charged. If consultancy requires traveling, the other party will be obliged to cover travel and catering costs 2 promote open science by the following actions: a. facilitating carrying out research projects using open access datasets. The essence of open science is to open doors to all science enthusiasts who would like to participate in research projects. Furthermore, all participants should have equal rights, including the right to propose new projects and take lead on projects. b. team work using modern, collaborative tools: writing documents online in an interactive fashion, coding in a group (e. g. through Git / Git. Hub), openness to collaboration with researchers outside the group. c. promoting fairness in science, so that the authorship in the projects is based on merit only, and not on academic title or financial contribution to the project; d. all projects carried out in this track are aimed at one of the following: (i) producing new knowledge and publishing the results in a form of preprints and research publications; (ii) producing functional new equipment, software or product design, for internal purposes e. functional new equipment, software or product design created within the foundation, might be patented 3 mentor researchers while transitioning from academia to industry by: a. consulting researchers in order to help them in improving their resumes b. consulting researchers to help them in finding their strengths and key competences c. sharing a database of contacts in industry; helping researchers in finding the best match between their personal aims and values, and the values represented by the target employer and performing all further actions, which are related to the aforementioned goals in the broadest sense or which may facilitate achieving these goals.

First steps (until the end of 2019) Basic 1 get a traction at Slack 2 form the final board of directors

First steps (until the end of 2019) Basic 1 get a traction at Slack 2 form the final board of directors Local (in Nijmegen) 1 contact with the local Radboud Postdoc Initiative (first meeting on November 27 th) to discuss local issues 2 create a manual for Ph. D graduates searching for jobs in Nijmegen 3 co-organize a hackathon bringing together Ph. D + MSc students with startups

First steps (until the end of 2019) Basic 1 get a traction at Slack 2 form the final board of directors Local (in Nijmegen) 1 contact with the local Radboud Postdoc Initiative (first meeting on November 27 th) to discuss local issues 2 create a manual for Ph. D graduates searching for jobs in Nijmegen Global 1 find people who think alike 2 define the problems with transfers between academia and industry: - why are headhunters blind to Ph. D graduates - how to make sure that a Ph. D title works in your favor on the market 3 create a report and distribute in academic circles through social media to ignite a discussion 3 co-organize a hackathon bringing together Ph. D + MSc students with startups

First steps (until the end of 2019) Basic 1 get a traction at Slack 2 form the final board of directors Local (in Nijmegen) 1 contact with the local Radboud Postdoc Initiative (first meeting on November 27 th) to discuss local issues 2 create a manual for Ph. D graduates searching for jobs in Nijmegen Global 1 find people who think alike 2 define the problems with transfers between academia and industry: - why are headhunters blind to Ph. D graduates - how to make sure that a Ph. D title works in your favor on the market 3 create a report and distribute in academic circles through social media to ignite a discussion 3 co-organize a hackathon bringing together Ph. D + MSc students with startups If you would like to get involved: natalia. bielczyk@gmail. com

Thank you ! See you soon at the Google group natalia. bielczyk@gmail. com