Embed Size (px)
Citation preview
18-3-2015
1
How to keep young women & men
in water and wetland research
March 18th 2015
MIKE JETTEN
SOEHNGEN INSTITUTE OF ANAEROBIC MICROBIOLOGY
Table of content
Pivotal career steps/advise
- PhD and supervision
- post doc and family
- tenure and independence
- full professor and responsibilities
intertwined with examples
of joint wetland research
18-3-2015
2
Curt Rice, Tromso, Norway, 6 steps to gender equality
Petra Rudolf, RU Groningen, NL, Roosevelt Foundation
Katty Kay and Claire Shipman, USA, The Confidence Gap
Jonathan Eisen UCD, USA http://www.stemwomen.net/jonathan-eisen/
Institute for Gender studies http://www.ru.nl/genderstudies/english/
http://www.genderinscience.org
Personal coaches:
4 increase of self esteem & leadership skills
My supervisors, mentors, co workers, students
My collaborators and funding agencies
Credits
ERC AG 2008 ERC AG 2013 Gravitation SIAM 2013 S
pin
oza 2
012
Academic careers seem to be unappealing to both man and woman,
Although scientific sleuthing to unravel wetland secrets is great fun
The impediments are often perceived as disproportionate
The sacrifices are deemed great.
Research career? After 1 y
PhD
After 3y
PhD
After 3y
Career in Academia
M 61% 59% 21%
F 72% 37% 12%
18-3-2015
3
Why is academia perceived as not appealing?
Continuous hunt for projects/money;
all consuming & very competitive;
String of post docs w/o prospects = Lack of security
F self confidence / esteem
F Lack of good F role models
The leaky academic pipeline
PhD/post doc post doc tenure track professor
parenthood prospects supervision
18-3-2015
4
Level %Female %Male
VWO 70 30
BSc RU 55 45
MSc RU 66 33
PhD RU 75 25
The Demographics @2013
Research
academic
Research
industrial
Elsewhere
48 PhD students 19 8 5
Female 9 10 4 4
Male 7 9 4 1
29 post doc 21 5 3
Female 12 1 2
Male 9 4 1
Research staff 5F/5M
Science staff 3F/3M
Professor ?/1M
Lead by Example
18-3-2015
5
INTRODUCTION@MIKE-ROBIOLOGY
MSc Molecular Science 1987
PhD Anaerobic Microbiology 1991 Wageningen University
Post doc 1991-1994 Industrial Microbiology
Assistant professor 1994-2000 Environmental Microbiology & Biotechnology
Professor Microbiology 2000-
ERC AG 2008 ERC AG 2013 Gravitation SIAM 2013 S
pin
oza 2
012
18-3-2015
6
INTRODUCTION@MIKE-ROBIOLOGY
MSc Molecular Science 1987
PhD Anaerobic Microbiology 1991 Wageningen University
Post doc 1991-1994 Industrial Microbiology
Assistant professor 1994-2000 Environmental Microbiology & Biotechnology
Professor Microbiology 2000-
ERC AG 2008 ERC AG 2013 Gravitation SIAM 2013 S
pin
oza 2
012
INTRODUCTION@MIKE-ROBIOLOGY
PhD Microbiology 1987 - 1991
Acetate Metabolism in Methanothrix soehngenii
Anaerobic food chain
Wetlands are greatest source of methane
Plant polymers converted to greenhouse gas methane
via hydrogen and acetate
Which microbes are responsible?
What are their kinetic properties?
Syntrophic interactions?
How to they make methane?
IWWR research theme 25y later: balance CH4 sources and sinks
18-3-2015
7
INTRODUCTION@MIKE-ROBIOLOGY
PhD Microbiology 1987 - 1991
Acetate Metabolism in Methanothrix soehngenii
- Optimally prepared by best anaerobic training in experts lab
(Georg Fuchs, Ulm 86; secondary benefits Allgau & HFW)
- State-of-the-art anaerobic research facilities
- Coherent team and colleagues
- Combination high level sport & study is
foundation 4 ambition & perseverance
- Get your papers out asap
- Excellent supervisor
(not many but very effective meetings)
Alex Zehnder
Prof Microbiology WUR
Director EAWAG CH
President ETH Zurich
“fat rod” Methanothrix soehngenii
first observed by NL Soehngen 1906
18-3-2015
8
The leaky pipeline
PhD/post doc post doc tenure track professor
parenthood prospects supervision
Apart from giving (technical) scientific guidance, she/he should
• provide training in the art of presentation science
• teach how to write good papers in a timely fashion
• help you find funding
• teach you how to write successful proposals
• teach you the “rules of the game” and how to change them
• give you challenging assignments and opportunities
• provide constructive feedback on unsuccessful endeavours
• introduce you to important professional contacts
• give you credit, and advocate you in the academic community
Need for a very good mentor/supervisor!
If not provided by your supervisor, be assertive and ask
If still not provided, train yourself or get it else where asap.
18-3-2015
9
Educational skills to guide and transfer knowledge to students
Project and time management to be as effective as possible
Scientific communication skills to become an articulate speaker/writer
Social skills 4 Interaction with people in networking & collaborating
Personal happiness 4 balance work/private life
Build strong self esteem
Career management
Leadership skills (vision, delegating, team building, supervision)
Good mentors teach human and leadership skills!
These skills contribute up to 85% of your success!
Take initiative, be assertive and train your self!
Educational skills to guide and transfer knowledge to students
Project and time management to be as effective as possible
Scientific communication skills to become an articulate speaker/writer
Social skills 4 Interaction with people in networking & collaborating
Personal happiness 4 balance work/private life
To build strong self esteem
Career management
Leadership skills (vision, delegating, team building, supervision)
Good mentors that teach human and leadership skills!
These skills contribute up to 85% of your success!
Take initiative, be assertive and train your self!
18-3-2015
10
1. They treat others as they would like to be treated.
Much of what makes certain supervisors more successful than others is
following the simple golden rule we all learned in kindergarten: treating others as
they would like to be treated.
Think of how you would like to be supervised. If you want others to be
respectful, consistent, honest, fair, loyal, kind, flexible, and empathetic with you,
treat your employees in the same manner. That's what outstanding supervisors
do.
2. They exude integrity.
Successful supervisors have high integrity. They exude honesty, sincerity,
consistency, and credibility regardless of whether they may potentially displease
someone or experience some uncomfortable conflict or negative consequences.
They say what they mean and follow through on their actions.
Likewise, if they aren't sure of a commitment or promise, they don't make it,
because they realize that failing to follow through time and time again shows
that their words are empty, gives their employees false hopes, and makes
employees question their commitments. They also know right from wrong and
follow a strong moral and ethical code in the workplace.
3. They set the example.
Along the same lines, successful supervisors walk the talk each and every day.
They comply with policies and procedures, follow the rules, model the company
culture and values, set an example of leadership, and exude all of the behaviors
and attitudes they expect of their employees. In addition, outstanding
supervisors often work as hard, if not harder, than those they supervise. They
don't think they are privy to a different set of work standards than everyone else
because of their role and title.
4. They have humility.
Too much pride and ego get in the way of many supervisors' effectiveness,
which is why successful supervisors have humility. They don't let their title,
authority, power, and importance go to their head. They don't assume they know
or deserve more than the people doing the work, don't put their success and ego
ahead of others, and influence through inspiring rather than commanding or
demanding compliance.
They are givers more than they are takers, more participative than dominant, and are quick to take responsibility when things go wrong rather than put the
responsibility on others.
5. They listen and communicate well.
Effective supervisors communicate and interact with their employees frequently
and professionally. They keep a pulse on their employees. Similarly, great
supervisors are attentive to and listen closely to the needs of their employees,
and respond to them accordingly. In fact, they do more listening than talking,
because their job is to help their people solve problems and succeed so that
they build a winning team.
6. They encourage the best in people.
Outstanding supervisors do more than just manage to results - they look for and
encourage the best in their people. They help employees identify the unique
talents they bring to the table, and align those strengths in ways that best fulfill
their team's needs.
They understand that each of their employees is ever-evolving on their
professional journey and they encourage and help them to become the best
people they can be with their wisdom, knowledge, and leadership. In essence,
great supervisors choose to be more like "stewards" rather than "bosses" who
care for, nurture, and support employees.
7. They acknowledge others.
Successful supervisors acknowledge others, particularly their value to the team
and the value of their contributions, achievements, and ideas. They give them
credit for their work, point out their accomplishments, and acknowledge them
either privately or in front of others. Acknowledgements can be a rarity in the
workplace, and they can truly make an impact in the work lives of your
employees, strengthening their commitment and motivation.
8. They freely delegate and build capabilities.
Not only do successful supervisors freely delegate new projects and tasks to
their employees, rather than micromanaging, they build capabilities necessary to
produce the results they desire, and provide autonomy to complete tasks on
their own with support.
9. They multiply talent.
Successful supervisors multiply talent, making everyone smarter and better at
their jobs. They cultivate talent and intelligence throughout their team by
teaching and mentoring their employees, bringing people together to participate
and generate ideas; and giving their team autonomy, authority, and
responsibility.
10. They lead employees to the right answers.
Successful supervisors lead employees to the right answers and solutions. They
point employees to resources they need to complete a task, suggest people to
talk to for guidance, and provide clear instructions and information necessary to
do the task. They make themselves available for questions, coaching, and
additional support. When employees encounter roadblocks, they give advice on
how to improve.
If you're a supervisor, consider the fact that you spend a significant amount of
time per week with your team members and how you might use this time to be a
better steward and leader of those you supervise. Supervisors have a
tremendous opportunity everyday to make a difference in the lives of their
employees and create a positive, fulfilling work atmosphere.
In the end, supervisors reap the fruits of the seeds they sow. What kind of effect
will you create as a supervisor? Will you manage for better or for worse?
Ability to Listen & communicate
Giving constructive feedback, credit and praise
Being Available
Ability to quickly set priorities
Being pro active
Implementing change
Taking Responsibility and delegate
Grasp problems & Assess situations
Use Sound judgment
Transparency
Produces results and gets the job done
Supervisor skills
The leaky pipeline
post doc tenure track professor
parenthood prospects
18-3-2015
11
Chapter2@MIKE-ROBIOLOGY
Post doc 1991-1994 talent fellowship
Temporary good bye to challenging anaerobes & wetlands
Hello to : biotechnology & genetic system
Chapter2@MIKE-ROBIOLOGY
Post doc 1991-1994
• Bring your own money & freedom
• Hospitality & Spouse program
• Complementary and synergy in skills
• Freedom to explore
• Nose for feasibility & serendipity
• practice make perfect but 95% is more effective!
• Publish asap & amap
• Train human and leadership skills
• Be assertive, Take initiative and Move on
18-3-2015
12
Challenges in combining family life and career
• Family/career : there is never an easy equilibrium
• 2 body problem: not each location offers opportunity for both
• if your heart allows marry/partner outside your profession
• both partners 50% shared family responsibilities
• learn to live with little sleep asap
• (European) labour law = raise kids asap in PhD
• reality most academians have a family after 32
Challenges in combining family life and career
Emancipation is still a long way to go
Be real gentlemen and never take less
than 50% family responsibility!
Ladies be assertive and do not take
more than 50% share in family responsibilities
Your type of a Charming
Wetland Prince(ss)?
18-3-2015
13
In addition to starting a family there is also a
CONFIDENCE GAP
Women tend to underestimate their potential for success in Science.
F apply for TT when they meet 120% of requirements (M at 50%)
Women do gain confidence from (close by) role models!
Affirmative action and sports are motivators 4 F in competition
Katty Kay and Claire Shipman
http://www.huffingtonpost.com/tag/the-confidence-gap/
In addition to starting a family there is also a
CONFIDENCE GAP
Women tend to underestimate their potential for success in Science.
Women apply for TT when they meet 120% of requirements (M at 50%)
Women do gain confidence from (close by) role models!
Affirmative action and sports are motivators 4 F in competition
Katty Kay and Claire Shipman
http://www.huffingtonpost.com/tag/the-confidence-gap/
18-3-2015
14
Sound self esteem Yet to develop self esteem
Flexible Rigid
Creative defensive
Independent Too conformative
Admit and correct mistakes Overcompliant
Benevolent Overcontrolling
Cooperative Hostile
Seeks challenges Undemanding
Honest Evasive
Cope well/ Quick to recover Not coping nor recovering
Ambitious Less aspirations
Perseverance Give up easily
Problem solving Worrying
Takes (calculated) risks Risk avoiding
Tolerate frustrations Easily frustrated
.
Start Small
No More Comparisons and No More Comparisons
Do Something You Are Good At
Set attainable goals and get motivated
Get Clarity on major Life Areas and make sound plan
Create a Compelling Vision
Create an image of yourself as the confident and self-assured
person you aspire to become.
18-3-2015
15
Practicalities universities can do to increase F staff:
- Mentor programs with good F role models
- Special lunch meetings / support groups / self esteem building
- Excellent child care facilities
- Reimbursement for babysitting service for unusual situations
- Family friendly working conditions
- Use alumni network to help finding jobs for partners
- Consider partners as internal candidates for university vacancies
- Gender neutral advertisements / balanced selection committees
- and many many more………….
Practicalities universities can do to increase F staff:
- Mentor programs with good F role models
- Special lunch meetings / support groups / self esteem building
- Excellent child care facilities
- Reimbursement for babysitting service for unusual situations
- Family friendly working conditions
- Use alumni network to help finding jobs for partners
- Consider partners as internal candidates for university vacancies
- Gender neutral advertisements / balanced selection committees
- and many many more………….
18-3-2015
16
Joliot Curie Program 2 Female TT per y
Radboud Excellence Initiative; 4 F post docs/y
Strategy 2020: 25% female Professors
Gender neutral advertisements
Gender neutral criteria
Gender balanced selection committees
Train staff 4 awareness in gender bias EGERA
Way2independece@MIKE-ROBIOLOGY
Moving back to Europe: Assistant professor 1994-2000
• Bring your own money & personal grant KNAW
• Further develop nose for feasibility of projects
• Practice make perfect but 95% is more effective!
• Be at right place and time (serendipity)
• Publish HI papers (1st at 37y)
• Raise more money and build a team
• Keep up the 50% Family responsibilities
• Complementary and synergy in skills
• Increase Quality supervision/mentoring
• Train human and leadership skills
• Be assertive and/or move on
18-3-2015
17
ANAMMOX MILESTONES
1995 ANAEROBIC PILOT PLANT Mulder et al FEMS Ecol
1998 SBR ENRICHMENT CULTURES Strous et al AMB
1999 PHYLOGENETIC IDENTITY Strous et al Nature (MJ =37y)
2002 LADDERANE LIPIDS Damste et al Nature
2003 BLACK SEA WATER
Kuypers et al Nature
ANAMMOX MILESTONES
2006 GENOME ASSEMBLY Strous et al Nature
2008 CELL BIOLOGY Van Niftrik et al Mol Mic
2011 METABOLISM Kartal et al Nature
2013 CHINESE WETLANDS Zhu et al Nature Geoscience
18-3-2015
18
The leaky pipeline
professor
Professor Microbiology 2000-
• Bring your own money/projects
• Refine nose for feasibility and serendipity
• Practice make perfect but 95% is more effective!
New stable state or tipping point • Raise a lot more money & build a large team
• Publish more HI papers
• Keep up the Joint Family responsibility
• Complementary and synergy in IWWR
• Improve Quality of Supervision & mentoring
• Networking / INTERNAL IWWR collaborations
• Become stronger and more assertive
• Transfer of knowledge
• Transfer of human and leadership skills
and become eligible for dean, VP, VC, etc
or move on??
Responsibilities@MIKE-ROBIOLOGY
18-3-2015
19
On difficult days it feels like
Animal & anaerobic Welte, Arshad, Kessel, PhD
microbiomes
CH4 cycle in wetland plants Kosten, Ettwig, Sobreira
Aben
Symbiosis in seagrass fields Hooiberg, vd Heide
van Alen, Op den Camp
N2 fixation in peat lands Kox, vd Elzen
Lamers, Ettwig
Rhizobiome of wetlands Vaksmaa, Lueke,
Ghashghavi, PhD
MICROBIAL INTERACTIONS 2014-2019
SIAM
IWWR
INSTITUTE
18-3-2015
20
Animal & anaerobic Welte, Arshad, van Kessel
microbiomes PhD vacancy
CH4 cycle in wetland plants Kosten, Ettwig, Sobreira
Aben
Symbiosis in seagrass fields Hooiberg, vd Heide
van Alen, Op den Camp
N2 fixation in peat lands Kox, vd Elzen
Lamers, Ettwig
Rhizobiome of wetlands Vaksmaa, Lueke,
Ghashghavi, PhD vacancy
MICROBIAL INTERACTIONS 2014-2019
SIAM
18-3-2015
21
VOLCANIC MICROBIOLOGY
Op den Camp
(AN)AEROBIC OXIDATION OF
METHANE
Ettwig & Jetten
ANAMMOX
Cell Biology & Biochemistry
Van Niftrik & Kartal
MICROBIAL
INTERACTIONS
Welte & Jetten
SIAM
18-3-2015
22
What did we in all `modesty` achieve:
• Project portfolio of 28 Meuro
• Fte up 42 and increasing
• Many Papers & PhD per year
• Central role in IWWR
• Prestigious and personal awards
• Strong ties with industry
• Priority area of the University
with research master Microbiology
43
ERC AG 2008 ERC AG 2013 Gravitation SIAM 2013 S
pin
oza 2
012
Added value of Awards
• Possibility to do research w/o restrictions
• Recognition @home university
• Many Invitations
• New collaborations
• Exclusive partnership with industry
• Job offers
• More awards and prizes (Matthew 25:29)
• Many student opportunities
18-3-2015
23
Down side of (too much) success
• Harsher peer review (from such PI we expect….)
• Difficult to obtain additional grants
• Revenge taken out on younger staff & students
• Complicated university politics
• Too big for collaboration
• Where should phd/post docs move to?
• It can be very lonely at the top
• Ne iupiter quidam placet omnibus
Added value / Down side ≥ 1
Thank you !
(Wetland) science = Fun
Leadership skills = 85% success!
Take initiative & never give up !
The future = bright for young Women & Men
in Wetland Science!
