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A Message from NORDP’s President

NORDP President (2021-2022) Jill Jividen

It has been a challenging year for all of us–from a global pandemic, to a national reckoning with racial injustice, to political turmoil. We have experienced anxiety, uncertainty, fear, frustration, exhaustion; some of us have experienced tremendous loss. We have tapped into enormous wells of community and creativity and empathy and fortitude for our personal and professional well-being. We keep swimming.

While many institutions and organizations may face ongoing financial and other uncertainties wrought by the pandemic, I’m pleased to assure you that NORDP has emerged from the year stronger than ever. We have sustained membership (nearly 1,100 members from more that 460 institutions) and recently enjoyed a high-energy virtual conference with a record number of attendees–more than 700–with revenue that will help us realize long-time, long-term goals. Our current priorities include:

  • developing programming for NORDP members at all professional levels–from those just entering RD to experienced members who are looking toward leadership advancement and institutional strategy;
  • providing resources and training to help members incorporate DEIB best practices in their RD work and professional goals;
  • doing the hard work and “heart work” (thank you, Etta Ward, for introducing me to that term!) of ensuring that NORDP is a diverse, welcoming and inclusive organization;
  • providing a pipeline and mentorship to encourage interest in and build confidence to pursue leadership roles in NORDP, and
  • improving communications, so members can know what programs and activities are available to them and use our website as a valuable tool for connection and resources.

Everywhere you look, NORDP is a hive of activity.

There are more reasons for optimism. Research Development continues to grow, and there are signs that the field will be critical to the success of our institutional research activities. The current administration has shown renewed vigor in funding research at the federal level, not only to address complex challenges (e.g., climate change, energy, infrastructure), but to keep the U.S. competitive globally in science and technology. The National Science Foundation (NSF) may see a new directorate and is anticipating a significant overall budget increase. The National Institutes of Health (NIH) has launched the UNITE initiative toward ending structural racism, dedicating new funding to health equity research and efforts to diversify the scientific workforce, while continuing to roll out new multidisciplinary initiatives, like Bridge2AI. These new investments position RD professionals as essential staff, as we support researchers in pursuing funding, building effective teams and harnessing innovation for solutions.

This is an exciting time to be a Research Development professional, and no better time to engage with NORDP.

As the Board of Directors begins its new year, I want to express a heartfelt thank you to the outstanding directors who have wrapped up their service: Rachel Dresbeck, Jennifer Lyon Gardner, Jeri Hansen and Karen Fletcher. We are welcoming five new directors this month: Antje Harnisch, Jennifer Glass, Melinda Boehm, Carolynn Julien and Lisa Lopez; additionally, director Nathan Meier is returning for a new term.

I especially want to express gratitude to the MANY volunteers who make NORDP such a vibrant and rewarding community. Time is our most precious resource; thank you for giving yours to this organization.

Finally, I want to ensure that NORDP leaders are accessible to members. I will be offering opportunities for members to connect with me and other NORDP leaders via Zoom over the next year. Keep an eye on the NORDP events calendar for more information. And remember that you can reach out to me anytime at president@nordp.org.

Throughout the year, please make use of the listserv to ask your colleagues about RD and subscribe to the NORDP Blog for relevant NORDP and RD news.

I look forward to working with all of you in the coming year (and seeing you next spring in Bellevue, Washington)!

Sincerely, Jill Jividen

Jill Jividen, PhD
Director of Research Development
University of Michigan
Office of the Vice President for Research

Hats Off to 2021 NORDP Mentor Training Workshop Graduates!

The NORDP Mentoring Committee’s Mentor Training Team held a mentor training workshop in May-June 2021. Twelve NORDP members from 10 states participated in the 5-week workshop, covering the 9-module Entering Mentoring curriculum initially developed for research mentors and tailored by the NORDP Mentoring Committee for RD professionals. Developed in collaboration with the University of Wisconsin Center for Improvement of Mentored Experiences in Research (CIMER), RD professionals explored key mentoring competencies that can benefit RD mentors and mentees that have been associated with improved career outcomes, employee engagement and retention, and more inclusive work environments. The workshop was facilitated by NORDP members Jan Abramson, Toni Blair, Kristin Boman, Paula Carney, Tabitha Finch, Rachel Goff-Albritton, Kathy Partlow, Erica Severan-Webb, and Samarpita Sengupta. All participants and facilitators are invited to participate in other Mentoring Committee activities. The next Mentor Training Workshop is being planned and will be announced soon. If you would like to be contacted when the next workshop series is scheduled, please complete this form.

Kate AlfieriBrooke Gowl
Colleen BivonaWendi Jensen
Emily DevereuxMelissa Li
Susan ElkinsSarah Robertson
Christina ErlienJaime Rubin
Becky FousheeMelissa Vaught

Rising Star Award Cameo – Rachel Goff-Albritton

Who: Rachel Goff-Albritton, Assistant Director – Office of Research Development

Where: Florida State University

Number of years in research development: 4 1/2

Length of NORDP membership: 4 1/2

What initiative are you the most proud of in your role as a NORDP volunteer? 

I am really proud of my role in mentor training for RD professionals over the past two years. Over my time as part of the mentor training subcommittee of the Mentoring Committee I have helped to create training materials and worked with three cohorts of NORDP members to provide training sessions using evidence-based practices. We have helped teach them effective mentoring strategies using an interactive discussion-based training in collaboration with national centers and organizations (CIMER and NRNM) who are tasked with cultivating effective mentoring in the U.S. 

How has your service to NORDP enhanced your career?

My involvement with NORDP has helped me find best practices for my office by learning from other offices across the country as well as other committee members. They have given me ideas for educational workshops and other events for faculty. I am also putting the mentoring strategies learned from my volunteer work into use in my role as assistant director and while supervising students. I have also learned how to be a peer mentor, and I am learning as much from my peers as they learn from me. The Mentoring Committee is a fun one to be on and one where everyone is truly trying to give back, which is what I enjoy the most about it. 

How did you hear about NORDP and what made you join initially?

My boss, Beth Hodges, who is also my mentor, is great about providing staff members with professional development opportunities. She believes that it is important to be involved in your national organization to make sure you are providing services and resources that are cutting edge and relevant. I was able to attend the conference during my first year and I have always left the conferences feeling pumped to do my job with lots of new ideas. I really love this about NORDP!

What relationships have you built as a result of NORDP?

I have made a lot of friends across the country through my engagement with the Mentoring Committee. I have had mentors and mentees who have now become colleagues, such as Jenn Glass, Deborah Lundin, and Tanya Volkert. I have learned from their experiences and brought them back to FSU. I have really enjoyed working with Jan Abramson, Kathy Partlow, and Paula Carney, as well as with the rest of the mentor training subcommittee! I am constantly gaining little chunks of knowledge from them on how they approach their roles as RD Professionals. 

Describe how NORDP has changed from when you initially joined

The Mentoring Committee has really improved the resources provided for the mentor/mentee pairs. They truly help build relationships and now offer different mentoring options like peer mentor groups, which provide mentoring for any type of experience you are looking for. I also served on the Nominating Committee where I have seen many improvements on the nominating process for board and officer positions, and the mentoring committee’s Facilitators Subcommittee, where volunteers have improved the roadmap for mentor/mentee relationships and the facilitator check-in process throughout the annual program.

What recommendations do you have for members to get more involved with NORDP?

Join the Mentoring Committee as we have a lot of fun! Volunteer with any committee and you will meet people who will provide you with opportunities for growth and professional development. There are mentors on every committee who offer many learning opportunities. You can also present at conferences. Every time I present I meet someone new who does what I do and we become collaborators. You are helping NORDP as a volunteer, but you also gain a great deal as well.

Compiled by Daniel Campbell, Member Services Committee

NORD/ InfoReady Research Grants in Research Development

In a partnership with InfoReady, NORDP launched a New Opportunities in Research Development (NORD) grant Initiative which began funding grants in 2018 that support the disciplinary field of Research Development. Eleven grants of up to $2500 each have been awarded to date. A new grant cycle will be announced in the Fall of 2021.   

Please keep an eye out for the call for proposals and/or visit the below link in the coming months to check for application details on the competition:

https://nordp.infoready4.com/#competitionDetail/1790746

Awardee Feature

Who: Susan Ferrari, Director of Corporate, Foundation & Government Relations  

Where: Grinnell College, Grinnell, Iowa

Proposal: Faculty Development and Institutional Grant Leadership at Small Liberal Arts Colleges

What problem in Research Development are you looking to solve with your project? 

Grinnell is a small school with about 1,700 students and 180 faculty FTEs. We have a number of institutional grants here, which are common at many smaller schools, and they cover areas of both research and pedagogy. At many schools, including Grinnell, these grants were historically run out of the Dean’s Office, but we’ve begun to shift to having more faculty members run the grants, particularly in cases where they have subject matter expertise that’s relevant to the grant. 

I had seen this phenomenon across the liberal arts sector and had been talking with my peers about what it means to have faculty run these programs effectively. I talked to faculty who have led successful institutional grants to learn what did and did not work and to determine what we can use from their experiences to enhance future programs to develop grant leaders. 

What is the status of the project now?

I have completed interviews with faculty at Grinnell and at Carleton College, a small liberal arts school in Northfield, Minnesota, which is similar to Grinnell. The next steps will be transcribing the interviews, analyzing the data, and writing a report. 

Do you have any suggestions for NORDP members considering submitting to the 2021 competition?

My first suggestion is to do it! This has been a great educational exercise for me. I have a background in life sciences research with a little experience in qualitative research. The feedback that I received through the application process was very beneficial. It was helpful in teaching me to be attentive to what I was putting forward and made it clear on how I needed to clarify the import of what I was trying to do. Kim Littlefield was one of my reviewers who spent a great deal of time with me shepherding the feedback to help me improve my project. 

What did you find the most challenging?

Figuring out how to make a case on the relevance of this work to RD professionals working in different institutional contexts was challenging, but having to do this really strengthened the project.

What did you find the most surprising?

The interviews have been both inspiring and depressing. I had not anticipated that this project would be therapeutic for the faculty who have led these institutional grants. Many of them had lingering frustration and pain, even when the grants were successful and many years prior. It made me think that it would make sense to build more opportunities for reflection into these programs that would allow faculty to process what they have learned and what the project has meant to them.  

I see these institutional grants as a blending of scholarship and service, and, at best, they provide faculty members with an opportunity to write their own legacy and leave their mark on campus. I will be using a modified version of the survey from this project for future exit interviews with faculty to gauge what is and what is not working. 

What would you say is your main takeaway from this experience?

I think faculty grant leaders would really benefit from a more developed community within and across institutions of other faculty who are leading similar efforts. It can be a challenge to lead a campus-wide initiative without any real authority. Faculty would really benefit from more interaction with others who have had similar experiences. Ultimately, people are just looking to talk to others who have been in their shoes.

What are your plans for sharing or disseminating what you learn in this project?

I plan to share my findings with leadership at both Grinnell and Carleton, and I hope to present at a future NORDP conference. I would also like to share it with other organizations I am involved with, such as the College of Liberal Arts Sponsored Programs group (CLASP) and the Associated Colleges of the Midwest. Ultimately, I would love to write about my findings in a professional journal as well. 

Has this experience changed how you approach your RD work?

When I started this job, I did not realize how much emotional labor is part of running a grants office. A big part of my role here is helping people deal with rejection and frustration as they wend their way through a research career. It also helped me think about how our role needs to continue to support and develop mid-career & senior faculty as well. In RD we focus a lot on early career folks, but we also can play a role in helping experienced faculty rise to new challenges, such as leading institutional projects. 

What are/will be the outcomes of your research?

My hope is that I can set up a system to best support faculty here who are leading institutional grants. I would like to be able to put together a multi-institutional network of faculty to share ideas and get real feedback in a supportive community of practice.

Compiled by Daniel Campbell, Member Services Committee

Call for Applications: 2021 NORDP Leadership Forum

Are you an established research development (RD) leader at your organization, or do you aspire to fast-track your journey to institutional RD leadership? If so, you should consider applying to participate in the 2021 NORDP Leadership Forum!

What is the NORDP Leadership Forum?

The Leadership Forum creates dedicated space for experienced RD professionals to discuss emerging RD trends and the research landscape more broadly. It also provides a platform to workshop strategies that leverage the strengths of RD to capitalize on those trends in ways that will benefit research at our institutions. The Leadership Forum is a benefit of NORDP membership, and carries no additional cost.

What’s happening at the 2021 Leadership Forum?

● We’ve expanded the Leadership Forum from a half-day conference event to a series of four, 3-hour virtual workshops, plus a virtual orientation and closing/report-out session. These workshops will take place one day/week starting in late September 2021, concluding in early November 2021, at times to be determined based on participants’ availability.

● The themes of these four workshops are:

» Infusing inclusivity into RD – it’s incumbent on RD leaders to be deliberate about inclusion and diversity in the programs they manage and the research teams they build and support
» The future of RD work – emerging innovations in RD (pandemic-driven or otherwise)
» Network activation – inviting leaders from other campus offices and key external partners (e.g., government relations and advancement representatives) to advise RD leaders on how to best mobilize the research teams they’ve cultivated or enabling programs they are developing
» Taking the RD approach on the road – helping other campus offices to see the value in taking a relationship-focused, rather than transaction-focused, approach to faculty in the way that is so critical to RD

● Within the time of the workshops, each Leadership Forum participant will have opportunity to create an Action Plan to implement within their home organization, using the strategies they learn and skills they develop in the Leadership Forum

● As always, the Leadership Forum will provide many opportunities to network with fellow institutional RD leaders within NORDP, as well as featured panelists, speakers and workshop facilitators from other research sectors (government relations, advancement/development officers, and more)

Who may apply? How do I apply?

The Leadership Forum is for NORDP members. It is best suited for those members who are established organizational leaders, or who consider themselves to be on a clear track to organizational leadership. We assess eligibility not by job title, terminal degree or number of staff supervised, but by what insights, ideas or experiences you can bring to the conversation surrounding the four themes outlined above.

The participating cohort will be capped at 40 people, to enable close interaction among all participants and between participants and workshop leaders/panelists. The 2021 Leadership Forum cohort will include a mix of RD leaders recommended by NORDP committees/groups, as well as NORDP members who self-identify as having interest and who are selected through an open application process. All prospective participants must first submit an application through InfoReady.

To Apply:

Submit your application (profile information plus responses to questions assessing your interest and qualifications) via NORDP’s InfoReady portal by Wednesday, July 28, 2021.

Applications will be reviewed by a committee of NORDP members, and those selected to participate in the 2021 Leadership Forum will be notified the week of August 9, 2021.

Also Seeking Volunteers!

We will be seeking volunteers to coordinate breakout sessions and other activities during the Leadership Forum workshops. This is a golden opportunity for RD leaders (who might have more limited availability) to engage in this volunteer capacity. If you are interested in volunteering to facilitate a breakout session or otherwise assist with the Leadership Forum, please contact Daniel Arriaga, Senior Special Projects Coordinator in the UT Austin Office of the Vice President for Research. For more information, please visit our website.


Thank you,
NORDP Leadership Forum Working Group

NORDP Fellow Cameo: Karen Eck

Who: Karen Eck, Assistant Vice President

Where: Office of Research, Old Dominion University

Number of years in research development: 16

Length of NORDP membership: 11

What initiative are you the most proud of in your role as a NORDP volunteer? 

I am very excited about NORDP’s membership in INORMS (International Network of Research Management Societies) that began in July 2020. We had been involved unofficially in the past when Peggy Sundermeyer represented NORDP at the 2018 international INORMS Congress in Edinburgh. Prior to membership, Rachel Dresbeck participated on the INORMS committee that put together the 2019 RAAAP Survey of research managers. After I completed my term as NORDP President I became a co-chair of the Strategic Alliances Committee and worked with Peggy to apply for membership and build a case for joining. It is a great leap forward for NORDP to be on the international stage and collaborate with others around the world involved in research management.

I also represent NORDP in my role on the INORMS Council. I am proud that we put in the effort to be on the world stage. Over the past year we have seen the importance of international collaboration to solve big problems in response to the COVID pandemic. The international relationships we foster through INORMS will provide professional opportunities for individual members as well as the organization itself. 

How has your service to NORDP enhanced your career?

It has enabled me to meet so many different people in many roles around the world. I have been able to learn about the issues facing them at their institutions. It has also helped me to bring back new ideas to ODU in every realm of our work, from interactions with faculty to communication to how we position ourselves as an office.

NORDP has widened my network that now includes friends and colleagues from around the world who I can call on for questions or advice. Getting involved with your professional organization is a win-win for you and NORDP. 

How did you hear about NORDP and what made you join initially?

My introduction to NORDP came through the listserv. I joined ODU in October 2009 as Director of Research Development. I had always worked as part of a team, but the leadership role was a new one for me. I was also coming from Canada, so it was a new institution as well as a new funding landscape. When I found out about an organization that was focused exactly on what my job was, I knew that I had found my tribe and I had to join.

I heard about the Chicago conference in 2010 and when I went, I saw that most people had roles like mine, and it really allowed me to learn more about my new role. I was relieved to find others doing exactly what I was trying to do at ODU. The RD role is often unique on-campus and NORDP helped me figure out how to find the right collaborators back at my home institution. 

I am still working with many of the people I met when I first joined. It has been rewarding to maintain these relationships for over a decade and it has been exciting to watch NORDP grow as well. 

What relationships have you built as a result of NORDP?

I have been part of the Mentoring programs for the past seven years, and it has been rewarding to maintain those relationships long after the official mentoring period has concluded. My four years on the NORDP Board and in leadership roles including conference organizing helped me develop some great friendships that I cherish to this day. There are many wonderful and dedicated people in NORDP!

When I worked in Canada, I was a member of CARA (Canadian Association of Research Administrators) and I now serve as NORDP’s liaison to CARA. It is wonderful to interact with leadership in both organizations. I hope to capitalize on this role to help educate and build RD connections in Canada where it is growing in scope. 

I am also excited about my engagement with INORMS where I have been meeting people from around the globe and been able to talk with them about research management issues. 

NORDP is a group of people who wants to learn and collaborate with our peers. While this may seem counterintuitive, since we are all competing for funding, by helping each other it helps the research enterprise as a whole.

Describe how NORDP has changed from when you initially joined.

I think one of the biggest changes is the number of members. We have increased our membership by tenfold with over 1,000 currently. Our first official conference was 120 and our most recent was over 700.  

It is amazing to see how far we have come and how much we have grown as a volunteer driven organization. NORDP has always been run by volunteers and the commitment shown by everyone involved from committee members and chairs to board members over the years is remarkable.  

Another big change has been the engagement of professional staff in recent years. They have been a great asset helping manage conference-related activities and helping NORDP expand its capabilities and respond to what members are looking for from their professional organization. 

It has really been amazing to watch the Mentoring program evolve into such a sophisticated operation. There are many opportunities to serve as either a mentor or mentee. The efforts in the areas of inclusive excellence and programs like the NORD research grants are also exciting elements. 

What recommendations do you have for members to get more involved with NORDP?

Be an active participant on the listserv by keeping up with it and contributing where you can. Take advantage of the tools offered on the website. 

Attend the conference if possible. It is a great experience and will be an asset for your job. Every year there are programs that will help you do your job better. It is a great opportunity to learn from others who are focused on the same issues from around the world. 

Figure out what you are passionate about in your professional development. There are so many areas to get involved with, ranging from broadening participation and inclusivity in the RD profession to research on best practices and mentoring. Joining a committee is a great way to connect with NORDP as well. 

Compiled by Daniel Campbell, Member Services Committee

NORD/ InfoReady Research Grants in Research Development

In a partnership with InfoReady, NORDP launched a New Opportunities in Research Development (NORD) grant Initiative which began funding grants in 2018 that support the disciplinary field of Research Development. Eleven grants of up to $2500 each have been awarded to date. A new grant cycle will be announced in the Fall of 2021.   

Please keep an eye out for the call for proposals and/or visit the below link in the coming months to check for application details on the competition:

https://nordp.infoready4.com/#competitionDetail/1790746

Awardee Feature

Who: Alicia Knoedler Ph.D., Vice President for Research & Innovation

Where: Miami University 

Proposal: Many Research Development (RD) professionals work with researchers to facilitate the development of teams to enable the pursuit of innovative research and the funding to support that research. In the context of research teams and team facilitation, researchers benefit from collaborations that result in publications, conference papers/presentations, sharing of new ideas, the potential to expand and scale research, attracting funding, and the like. Yet RD professionals are not typically authors on research team publications, papers, and presentations. RD professionals’ ideas may be instrumental in terms of the directions, scope, and scale that teams pursue but they are not usually credited nor are their ideas documented in a way that would appear on a CV or resume. RD professionals are not usually investigators or senior personnel on grant proposals although they may be the most knowledgeable team members regarding competitive ideas and processes for securing funding. As more funding agencies and organizations increasingly stress collaborative teams, it is important to be intentional about measuring the contributions of ALL contributors to research teams. For individuals within a team who are the facilitators, translators, and/or boundary spanners of the teams, their contributions often come in observing each team holistically, drawing connections, making suggestions for research directions and ideas, and providing the “connective tissue” within their team. For these “connectors”, it is challenging to identify and define metrics and measures related to their contributions in the course of team development, cultivation, and facilitation. For this project, we pursued the following research question: What are the behaviors that are catalytic within collaborative teams that lead to transformative work within these teams? To explore this question, we distributed a survey to RD professionals to identify and catalog areas of team facilitation, cultivation, and the like that connectors know to be catalytic in the course of team development, progress, and success. We then devised an activity to demonstrate these connector behaviors in the collaborative process.

This project was developed in collaboration with colleagues at the University of Oklahoma and Exaptive, Inc.

What problem in Research Development are you looking to solve with your project? 

We are exploring the “connector” or “translator” qualities that we believe many Research Development professionals possess. I think RD professionals have the ability to listen to information that is presented in a myopic way and then translate it into different contexts for multiple audiences. We are looking to define this “translator” quality and how to help RD professionals learn the skill. 

What is the status of the project now?

Data collection has happened, and we presented preliminary findings within the 2019 NORDP conference (The Measurable Contributions of Connectors in Research Teams), but the pandemic has put the second and third phases of data collection on hold. 

Do you have any suggestions for NORDP members considering submitting to the 2021 competition?

I would love to see future projects contribute to NORDP’s priorities outlined in our strategic plan in innovative ways. My hope is that NORDP members will propose ideas that benefit the broader RD community as opposed to individual institutions. I would encourage teams of NORDP members and non-NORDP members to explore ideas that could have transformational impact on approaches to research development.

What did you find the most challenging?

I began the project while working with a private company and management of the IRB process from outside of a university was quite a challenge. I realized how much I took for granted about working at an institution and being able to do research when I was outside of higher ed.

What did you find the most surprising?

I am fascinated by this translator concept and I am somewhat shocked that not everyone has the skill of being a translator. I think it is a skill that can be developed as well as a mindset that we should be open to exploring. 

What would you say is your main takeaway from this experience?

I am now back in a university setting and I can see who is and is not a translator from my interactions. I would love to continue exploring the translator concept in both my own research and the culture at my university. In my new role as VPR, I clearly see situations that would benefit from more translators. I will also continue to investigate why some people are not open to the idea, especially if they place significant value on deep rather than broad knowledge, as it remains a vexing question for me. 

What are your plans for sharing or disseminating what you learn in this project?

I wrote a blog (https://www.exaptive.com/blog/an-activity-to-improve-idea-generation-and-network-brokering) based on the exercise we conducted trying to help people connect with the skill of being a translator. Our experience reinforced the idea that people can be trained, but at this stage I do not know what that would involve. I think that this will become my perpetual project that I will continue to explore throughout my career and I am curious to see how far I can go with the idea.  

If anyone is curious about the translator concept and would like to discuss it further, I encourage you to contact me. 

Has this experience changed how you approach your RD work?

I was already exploring this idea in my prior work and the project was beneficial in providing me the data to test my pre-existing thinking. 

What are/will be the outcomes of your research?

At this stage, I do not plan on a publication as my data are limited since I had to put my surveys on hold. I think the translator concept is one worth talking about with other RD professionals and I continue to do so through my NORDP interactions. We are actually planning to hire a new position in my office and one of the skill sets we are looking for is “translational capabilities.” I am truly committed to the translator idea and it is a part of everything I do. It is the magic ingredient in RD!

Compiled by Daniel Campbell, Member Services Committee

Mentoring Reflections: Carolynn Julien & Hollie Fuhrmann


Welcome to the third installment of Mentoring Reflections! This time, we chatted with Carolynn Julien at Hunter College, CUNY who served as mentor to Hollie Fuhrmann at the University of Utah. 

If you have not yet, don’t forget to register to participate in Celebrating Mentoring Days on June 29th and 30th. The two-day program will be packed with enlightening mentoring focused sessions, roundtables and networking events. 

  • What influenced you to apply to be a mentor and a mentee for the 2020-21 NORDP Mentoring Program? 

In 2013, Carolynn received a mentor from the NORDP Mentoring Program. Her relationship with her mentor is still ongoing and has become a very important relationship in her life. Due to the importance of this relationship, she decided to #PayItForward, as the Mentoring Committee likes to call it, and be a mentor. For some time, Hollie has wanted to engage in a formal one-on-one mentorship relationship with someone that was not also her director/supervisor. She really wanted to develop a relationship and expand her network. The NORDP Mentoring Program provided that opportunity for them both.

  • What was your favorite part about your relationship 

Carolynn has found the mentoring relationship to be extremely fruitful. The biweekly meetings with Hollie have been the highlight of her week! Although she and Hollie have different backgrounds and experiences, they have connected in a special and unique manner. Hollie really didn’t know what to expect going into this experience. It is important to note that they started to meet and build their relationship at the same time that world was shutting down due to the pandemic and as issues related to racism, discrimination, and violence were becoming something we could no longer ignore. Their mentoring relationship became a unique moment to examine and discuss these important issues because how can we successfully serve and advance the research missions of our institutes without acknowledging and addressing equity, diversity, and inclusion. They are both thankful for the opportunity to discuss and guide each other on this journey.

  • What surprised you about being a mentor or a mentee? 

Carolynn was surprised at how satisfying and enriching their relationship has become and didn’t expect the mentoring relationship to develop into such a personal relationship. Their mentoring relationship has developed so organically and been so responsive to their lived experiences during challenging times. It has also been very personal. Hollie didn’t expect to connect with Carolynn on such a deep and personal level, especially over Zoom. In the beginning, Hollie saw their meetings as a work-related task. Now, she really looks forward to them and sees them as a break from work or as an opportunity to share and reflect on work and life more broadly.

  • How has participation in the Mentoring Program helped broaden your horizons about Research Development in general and/or affected your daily work in particular?

In the last several months, Hollie and Carolynn have discussed several work-related matters and their mentoring relationship has been an invaluable resource. In addition, their shared experience and their unbiased, trusted advice has helped them navigate being RD professionals and allowed them an opportunity to celebrate themselves as women leaders.

  • Any words of wisdom or encouragement for those wanting to apply next year? Any other thoughts you would like to share?

Just do it! And, be open to the experience! You will be surprised by the connections and the progress you will make as individuals and as a team.

If you would like to share your mentoring story, please contact mentorprogram@nordp.org.

Welcoming Six New Board Members

Dear NORDP members,

I am writing with some great news: we are welcoming 6 new NORDP Board members this year!

We want to welcome Nathan Meier, Assistant Vice Chancellor for Research at University of Nebraska – Lincoln, and Antje Harnisch, Assistant Vice Provost for Research at Worcester Polytechnic Institute, who were elected to 4-year terms. Nathan returns to the Board for his first elected term after filling a vacated Board seat for the past three years. He has been active in many committees, especially the Nominating Committee and in the establishment of the LEAD program. Antje has contributed to the success of the NORDP Northeast Region and brings a wealth of institutional leadership experience. 

It’s critical that we have a robust and diverse Board to meet the needs of our members. The Board must listen to and represent many perspectives to serve research development professionals. To this end, we have appointed four additional new Board members. With focused intention, we deliberately identified diverse candidates from diverse institutions for these positions because we want all members to be able to see themselves on the Board and in other leadership roles throughout NORDP.

There were two vacancies from Board members who ended their board service early. To fill those vacated seat, we are welcoming Jennifer Glass, Research Development Officer at Eastern Michigan University and Melinda Boehm, Director of the Office of Research Development at University of California-Merced, who will each serve on the Board for three years. Jennifer will fill the Primarily Undergraduate Institution (PUI) seat and Melinda will fill the at-large seat. Both have been active NORDP members since 2015. Jennifer is currently co-chair of NORDP’s PUI Affinity Group and has also been involved in the Mentoring Committee. Melinda has been serving as Co-Chair of the Professional Development Committee. 

We are delighted to announce that Carolynn Julien, Associate Director of the Office of Research Administration at Hunter College – CUNY, and Lisa Lopez, Senior Research Development Officer in the College of Health and Human Development at California State University – Fullerton, will also join the board. Carolynn, a NORDP member since 2013, is a proud alumna of NORDP’s Mentoring program (serving as a mentor). Lisa joined NORDP in 2015 and serves on the Nominating Committee. 

We very much look forward to working with our new Board colleagues. 


Sincerely,

Kimberly Eck, MPH, PhD
Associate Vice President for Research
Emory University

President 2020-2021
National Organization of Research Development Professionals (NORDP)
http://www.nordp.org

NORDP fosters a culture of inclusive excellence by actively promoting and supporting diversity, inclusion and equity in all its forms to expand our worldview, enrich our work, and elevate our profession.

Rising Star Award Cameo – Katie Shoaf

Who: Katie Shoaf, Associate Director

Where: Grants Resources & Services, Appalachian State University

Number of years in research development: 5

Length of NORDP membership: 5

What initiative are you the most proud of in your role as a NORDP volunteer? 

I really enjoyed my role working in the core group with Kari Whittenberger-Keith and Paige Belisle to kick off the pilot RD 101 program.  I found developing and refining the curriculum to be the most rewarding aspect.  We are currently working with an instructional designer for the next version of the program.  RD 101 is a great opportunity for NORDP to put our best foot forward.

I am also proud of my participation in the LEAD initiative and the LEAD peer mentoring group in particular.  Our Fireside Chats were well received this past spring and we have more in the works for the coming year.  

These two working groups gave me unique avenues to participate, cultivated professional opportunities and gave me a chance to make meaningful contributions right away in my volunteer role. 

How has your service to NORDP enhanced your career?

I have been fortunate to work with Fletch, who is super involved with NORDP, throughout my RD career.  We are a team of three and she encouraged me to get involved with NORDP from the start.  I saw the impact it had on her and I knew it would benefit me as well. 

My engagement with NORDP has broadened my network across the country with hundreds now a part of it and I no longer feel as if I am in a tiny RD bubble.  I have built meaningful relationships through committee work, mentoring, and other activities.  Many of those connections were already virtual prior to the pandemic and that helped ease the transition to working from home.  

How did you hear about NORDP and what made you join initially?

Fletch arrived at Appalachian State shortly after I did and she encouraged me to join.  She was very involved in committee work and I knew right away that I wanted to be a part of it as well.  I attended my first conference in Arlington/DC.  I truly feel like I am contributing to the profession and that my committee work actually matters. 

What relationships have you built as a result of NORDP?

I have met so many people through NORDP while only working at a single institution.  I had never talked to anyone else involved with RD or RA before.  I met Jan Abramson through the Mentoring Committee. She intentionally reached out to me outside of regular meetings and encouraged me to run with ideas that I had.  This extra encouragement gave me professional confidence in both my NORDP and work roles. 

Kari Whittenberger-Keith invited me to be a part of the RD 101 initiative which was huge for my own professional development.  Jill Jividen asked me to be a co-chair for the 2021 conference as well.  These efforts showed me that my peers had faith that I would be a positive contributor despite only having tangential interactions in some cases.  This was valuable to me personally and I am forever grateful for their little nudges that opened great opportunities for me.  I am also thankful to Fletch for the initial push to join!

Describe how NORDP has changed from when you initially joined

I am not sure if I have enough perspective for this as I have only been involved since 2017.  I did know that NORDP were my people when I went to my first conference.  We have all had the challenge of explaining to our family what it is that we do in RD, but when I came to NORDP it was like, “Oh yeah this is the thing.”  It has given me a real sense of community. 

I have a better understanding of NORDP’s inner workings which has changed my relationship with it now that I know it better.  I know that my efforts are valued and how I can best contribute.  

NORDP is growing and has a lot of avenues to develop your leadership skills.  We provide professional development for members at all stages of their careers.  We are looking at equity and inclusion issues and doing well to respond to changing times.  We are increasing meaningful engagement of members through programs like RD 101 and LEAD. 

What recommendations do you have for members to get more involved with NORDP?

Regardless of your experience or personality there is something for you to give to NORDP.  You can join a committee or sub-committee, join a mentoring diad or group, submit an abstract for conference consideration.   I would encourage to reach out to someone you know or to me about how you can get involved.  

NORDP will welcome your contributions and ideas with open arms.  I have only been in RD for five years and I have seen tangible benefits during my time.  Introvert or extrovert, you can make a difference and have an impact on many people through your volunteer efforts. 

Compiled by Daniel Campbell, Member Services Committee