Thread by @NalediSaul, ↓ thread had me abt all the convos PI/trainees are having [...]

↓ thread had me

https://abs.twimg.com/emoji/v2/... draggable="false" alt="🤔" title="Denkendes Gesicht" aria-label="Emoji: Denkendes Gesicht"> abt all the convos PI/trainees are having abt wanting/getting effective, inclusive feedback. So @UCSF students/postdocs-you& #39;re future PIs/leaders. Here& #39;s what you need to know: All feedback is abt Expectations/Boundaries, Benchmarks & Ex./Samples. 1/X https://twitter.com/DeplazesEvelyne/status/1298148879137832960">https://twitter.com/DeplazesE...

https://twitter.com/DeplazesEvelyne/status/1298148879137832960

1st: Expectations/Boundaries: As future PIs, yes - ask what type of feedback trainees want, but also think abt the feedback you are/aren& #39;t willing to give. Not editing grammar? Not reviewing a section again w/o sig. changes? Set the expectation now, or feel frustrated later. 2/X

2nd: Benchmarks: Consider introducing checklists to articulate your criteria & standardize your feedback. It will streamline your feedback process. Several ex: https://unm.edu/~unmvclib/cascade/handouts/critiquingresearchpart1.pdf…">https://unm.edu/~unmvclib... or https://wps.prenhall.com/wps/media/objects/1532/1569569/checklists/chap12.pdf…">https://wps.prenhall.com/wps/media... or https://open.umich.edu/sites/default/files/downloads/Topic8Assignment-CritiqueArticle.pdf…">https://open.umich.edu/sites/def... 3/X

3rd: Samples/Examples: Begin collecting a repository of excellent samples of your benchmarks, b/c it& #39;s easier on you to explain what the feedback "you haven& #39;t clearly defined the research problem" means when you can send yr trainee to read 1-3 vetted ex. of what you mean. 4/X

Expectations/Boundaries, Benchmarks and Samples will help your trainee triangulate your performance expectations & help you fulfill your mentoring/supervisory role of giving effective feedback. It also operationalizes a repeatable supervisory task (giving feedback) for you. 5/X

Why is this important? The more successful a PI, the more vulnerable they are to supervisory failure: More grants=more people=more performance mngmnt tasks. Operationalize/get full lab involvement in upholding yr expectations or you& #39;ll burn out & probably start lashing out.6/X

How will you know if this is you? Well, if you find yourself up at 2am feeling stressed/unappreciated/grumbling abt & #39;why isn& #39;t X more productive?& #39;,feeling you can& #39;t get to yr work, or have trainees saying & #39;we need better/inclusive feedback, you& #39;re unavailable, etc.& #39; It& #39;s you. 7/X

Dev. yr feedback strategy/style also cuts down on yr stress that "I don& #39;t have time to fix this" & frustration that yr trainee "Should know this/should be better than this." Mentors/managers need to operationalize the feedback process, so feedback doesn& #39;t=time suck for a PI. 8/X

You probably haven& #39;t invited the wrong people into yr lab. You just haven& #39;t sufficiently tailored the operationalization of yr supervisory/performance management tasks yet. It& #39;s not the diversity or demands of yr trainees that& #39;s killing you. It& #39;s yr weak management systems. 9/X

That time suck of managing performance is part of the reason some of your PIs are sitting on your papers right now. They& #39;re not trying to hold you back. But they haven& #39;t systematized a repeatable lab supervisory task, so corrective feedback to you slows their productivity.10/X

But feedback tactics like ↑, or "review sections, not papers" will free up yr

https://abs.twimg.com/emoji/v2/... draggable="false" alt="⏲️" title="Tischuhr" aria-label="Emoji: Tischuhr">. Can& #39;t get past a poorly written abstract? Don& #39;t. Return it w/ benchmarks/samples for review: "Yr abstract is missing details abt the knowledge gap. Review yrs based on criteria/samples & fix."11/X

But feedback tactics like ↑, or "review sections, not papers" will free up yr https://abs.twimg.com/emoji/v2/... draggable=

. Can& #39;t get past a poorly written abstract? Don& #39;t. Return it w/ benchmarks/samples for review: "Yr abstract is missing details abt the knowledge gap. Review yrs based on criteria/samples & fix."11/X" title="But feedback tactics like ↑, or "review sections, not papers" will free up yr https://abs.twimg.com/emoji/v2/... draggable="false" alt="⏲️" title="Tischuhr" aria-label="Emoji: Tischuhr">. Can& #39;t get past a poorly written abstract? Don& #39;t. Return it w/ benchmarks/samples for review: "Yr abstract is missing details abt the knowledge gap. Review yrs based on criteria/samples & fix."11/X">

Or add a review layer to offload/share feedback tasks & set expectations to entire lab: Tell yr trainee: "Have at least 1 person in the lab review using my benchmarks b/f you hand it back to me." You get a more polished draft & reinforce perf. expectations to others in lab. 12/X

Bonus! Developing transparency & standardization around your feedback is an ex. of inclusive mentoring & managing/supervision! It quickly makes your expectations clear & serves as a check/balance that you aren& #39;t short-changing any trainee of your time/expertise b/c of bias. 13/X

@UCSF students/postdocs: @UCSFOCPD
will be offering our mentoring/managing training in late fall to dev. your feedback strategy & style. Make sure yr on our listserv to hear abt it. https://career.ucsf.edu/listserv ">https://career.ucsf.edu/listserv&... #BadSupervisionIsntGoodForAnyone. #SupervisoryThoughtsThisMorning. 14/14

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