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Before the summer break I said the next window for free sessions opens in autumn. It is open. 👉 Book your session: https://lnkd.in/eZFwfNyK Here is how it works. You bring one situation from your group that keeps coming back. A conflict nobody names out loud. A postdoc you cannot read. A conversation you keep postponing. In 30 minutes, we take it apart together, and you leave knowing your next move. No slides, no theory, no pitch. Just your situation, on the table. Only a few slots, first come, first served. When they are gone, the next window is not soon. 👉 Take one: https://lnkd.in/eZFwfNyK

One publication was delayed by two years. Not by the science. By a predoc who quietly stopped sharing data with a colleague. 👉 Free guide, Where Do Conflicts Come From: https://lnkd.in/dbRCGKaa Nobody shouted. There was no dramatic meeting. It looked like two people who simply did not get along, so the group leader waited for them to sort it out between themselves. They did not. Conflict in research teams has seven sources, and withheld information is one of the five that most leaders never name. That is why the same tension keeps coming back, and why it always looks like a personality problem. The guide walks through all seven, with real situations from research groups and a three step tool for saying the difficult thing early, while it is still small. Free, 19 pages. 👉 Get the seven sources: https://lnkd.in/dbRCGKaa

In a one-on-one session, there are no slides and no theory. Just your challenge, on the table. 👉 Book your free session: https://lnkd.in/eZFwfNyK Here is how it works. You bring one situation from your group that keeps coming back. A postdoc you cannot read. A conversation you keep postponing. A team that delivers less than it could. In 30 minutes we take it apart together, and you walk out knowing what to do on Monday. I have done this for 25 years with research leaders across R&D. The situations change, the patterns rarely do. That is why 30 minutes is usually enough for a first real step. The catch: I am heading out for the summer break soon, so only a few sessions are left. First come, first served, and the next window opens in autumn. 👉 Take one of the last slots: https://lnkd.in/eZFwfNyK

The guide on '𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗡𝗲𝘅𝘁 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻' clearly hit a nerve. So let us make it practical. 👉 𝗕𝗼𝗼𝗸 𝘆𝗼𝘂𝗿 𝗳𝗿𝗲𝗲 𝗼𝗻𝗲-𝗼𝗻-𝗼𝗻𝗲 𝘀𝗲𝘀𝘀𝗶𝗼𝗻: https://lnkd.in/eZFwfNyK Over the past weeks, many of you read the guide and wrote to me about the same moments. Feedback that does not land. Pushback that is read as disrespect. Good people quietly checking out. Reading about the five shifts is step one. Making them work with your specific team is the next step, and this is what this session is for. You bring one real situation from your group, we work on it together, and you leave with your next move. No pitch, no slides, just the two of us on your case. I am opening a handful of 𝗳𝗿𝗲𝗲 𝟯𝟬-𝗺𝗶𝗻𝘂𝘁𝗲 𝟭-𝗼𝗻-𝟭 𝘀𝗲𝘀𝘀𝗶𝗼𝗻𝘀 before I leave for the summer break. 𝗙𝗶𝗿𝘀𝘁-𝗰𝗼𝗺𝗲, 𝗳𝗶𝗿𝘀𝘁-𝘀𝗲𝗿𝘃𝗲𝗱. When they are gone, the next chance is in the autumn. 👉 Grab your slot: https://lnkd.in/eZFwfNyK

Almost every week, a group leader tells me the new generation doesn't want to work hard. That is not what I see, when I work with the whole team. 👉 𝗙𝗿𝗲𝗲 𝗴𝘂𝗶𝗱𝗲, 𝗟𝗲𝗮𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗡𝗲𝘄 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻: https://lnkd.in/eKKPtk44 The people showing up in your group run on a different operating system. Feedback lands differently. Pushback means something else. Hours at the desk stopped being the measure of commitment. None of that makes you a worse leader. It makes your manual outdated. In this short guide, I walk through the five moments where the old playbook breaks, what works instead, and the exact words to say. Less than ten minutes to read, and free. If any of it sounds familiar and you would like a second pair of eyes on your own group, you can book a short, no-obligation call with me straight from the guide.

The people you lead changed. Nobody updated the manual. 👉 Free guide, 𝐅𝐫𝐞𝐞 𝐠𝐮𝐢𝐝𝐞, 𝐋𝐞𝐚𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐍𝐞𝐰 𝐆𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧: https://lnkd.in/eKKPtk44 If you run a research group, you have probably felt it. Some of what used to work just does not land any more. The way feedback is heard. Pushback on how things are done. Hours at the desk. Good people leaving. A blunt message that reads as disrespect. The next generation is not the problem. Their context is quite different, and much of the old playbook has quietly stopped working. In this short guide, I walk through five moments where it breaks, what works instead, and the exact words to say. Less than ten minutes to read, and free. If any of it sounds familiar and you would like a second pair of eyes on your own group, you can book a short, no-obligation call with me straight from the guide.