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

↓ thread had me

abt all the convos PI/trainees are having abt wanting/getting effective, inclusive feedback. So @UCSF students/postdocs-you're future PIs/leaders. Here'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/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'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… or https://wps.prenhall.com/wps/media/objects/1532/1569569/checklists/chap12.pdf… or https://open.umich.edu/sites/default/files/downloads/Topic8Assignment-CritiqueArticle.pdf… 3/X

3rd: Samples/Examples: Begin collecting a repository of excellent samples of your benchmarks, b/c it's easier on you to explain what the feedback "you haven'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'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 'why isn't X more productive?',feeling you can't get to yr work, or have trainees saying 'we need better/inclusive feedback, you're unavailable, etc.' It's you. 7/X

Dev. yr feedback strategy/style also cuts down on yr stress that "I don'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't=time suck for a PI. 8/X

You probably haven't invited the wrong people into yr lab. You just haven't sufficiently tailored the operationalization of yr supervisory/performance management tasks yet. It's not the diversity or demands of yr trainees that's killing you. It'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're not trying to hold you back. But they haven'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

. Can't get past a poorly written abstract? Don'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 . Can't get past a poorly written abstract? Don'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'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 #BadSupervisionIsntGoodForAnyone. #SupervisoryThoughtsThisMorning. 14/14

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