Despite its appeal, many PhD students seem terrified to take the jump. I want to share with you the one thing you have to do if you want to successfully get a job in industry after your PhD. Warning 2, this post is a rant, it contains foul language, if you have a thin skin please check some of the more civilized posts we have in Next Scientist. Do you want to find a job in industry after your PhD?
The phases of the Komatsu project are depicted in the graphic below: Tools Two assessments were used in the program; an individual measure of emotional intelligence, and group assessment of People Engagement. Enhance Emotional Literacy and Recognize Patterns.
Increase Empathy and Pursue Noble Goals. The assessment provides an overall EQ score plus scores for each of the three macro areas and each of the eight competencies for a total of 12 normative values.
In this project we have used two reports from the SEI toolset: BBP is designed as an engaging, quick, meaningful starting point for developing emotional intelligence GR: Group Report — this profile shows distributions of EQ competencies.
There are five key drivers in the Vital Signs Model: Trust, Motivation, Change, Teamwork, and Execution. According to the Vital Signs Manual a high performing team climate is driven by these five factors: People need to feel energized and committed to doing more than the minimum requirement.
Employees and the institution are adaptable and innovative. People feel collaboration and communicate to take on the challenges. Individuals are both focused and accountable.
The TVS is a validated measure normed with hundreds of organizations and over 15, administrations across Asia, Europe, and the Americas. The tool generates normative scores for each factor on a scale from with as the mean.
There are three phases in this process: Engage, Activate, and Reflect. The Engage phase focuses on creating readiness, and included pre-assessment and initial training.
The Activate phase focuses on building capability, and included additional training and individual coaching. The Reflect phase is about solidifying learning, and included post-assessment and evaluation. In total, the program included 30 hours of work in presence for each group, some distance learning activities and reflections plus some assignment to be done between one meeting and the other.
Engage This phase began with meetings with the HR department and communication with the senior management team to identify a clear set of goals. Next steps included assessments and meetings with the management team to review results, then to create and launch a plan. Team Vital Signs The preliminary assessment revealed a significant challenge in employee engagement.
The pre-program scores on the five factors of the TVS assessment are shown in the graphic below. All the factors were below the meanbut looking at the relative strengths and weaknesses, there are signals of a readiness to change.
The challenge was to realize immediately results in order to support people to re-engage and see that it is possible to deliver value.
The other key concern was about trust: The TVS also includes an indicator of coherence of responses. Fortunately, in this case the people were highly aligned about the situation, indicating a shared perspective.
The meeting focused on confronting current reality and clarifying a vision of the future. Facilitators emphasized why it is important to work on the engagement of people especially in a time of uncertainty The dialogue was constructive and participants focused on how to move forward.
The meeting emphasized three key points: The current situation is not sustainable. The plant needs to be ready for new opportunities. The management team can influence the future. The next stages of the project were outlined: Training for 2nd-line managers in the afternoon.
Explanation of the Vital Team process.Research and Markets has announced the addition of the "Komatsu Ltd. - SWOT Framework Analysis" company profile to their offering.
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See WikiWealth's SWOT tutorial for help. Remember, vote up the most important comments. Getting a job in industry after your PhD is an honorable alternative to an academic career. Despite its appeal, many PhD students seem terrified to take the jump.
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