Effective Mentoring Roles: Coach and Sponsor/Champion

by Kristin Boman, MPH & Paula Carney, PhD

The NORDP Mentoring Program continues to be an important member benefit, first matching Mentor-Mentee pairs in 2011, and growing to support the professional development of NORDP member Mentors and Mentees through effective programs, resources and tools. Mentors support a collaborative relationship designed to engage the Mentee in personal and professional growth and development. This practice helps acquire essential competencies needed for career success. One important component of the mentoring relationship identifies a mentor network that can serve Mentees. A second component identifies roles Mentors can fill as part of the relationship. Specifically, Mentors may serve as Coaches, and/or Sponsors/Champion at different times in a research development professional’s mentored career development. 

The NORDP Mentoring Committee designed the My MESHH Network (Mentorship, Expertise, Support, HelpingHands) which is part of the Mentor Program Onboarding Packet. Mentors and Mentees report that the tool is especially useful, and enables the Mentee to identify a mentor network as well as mentor roles that can serve the Mentee’s professional development. My MESHH Network is designed to be a dynamic tool that can help a Mentee identify and connect existing and prospective relationships to meet evolving professional goals, including the roles that may be needed to support the mentoring relationship.

A Mentee can identify the role(s) needed from a Mentor. For example, a career guidance Mentor may use coaching skills so the Mentee can identify values to inform career direction. A Mentee may then seek out a Mentor who can serve as a Sponsor for professional development related to these values. 

Although the NORDP Mentoring Program is designed for Mentors and Mentees who are at different institutions, the tools and mentoring roles could also be used in mentoring programs within an institution or in situations when a supervisor also has a mentoring role.  

Definitions of Coach and Sponsor/Champion roles as well as scenarios of how each role may contribute to the mentoring relationship follow:

COACH

Definition: Coaching is a method that enables the Mentee to develop and succeed in their jobs and lives. One definition of coaching is “…partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential”. Two main tools used in coaching are asking powerful questions and exploring values, so the Mentee identifies goals and strengths, overcomes limiting beliefs, emotions, and obstacles, and improves well-being, life satisfaction and performance.

Example Scenario: A Mentee expresses interest in changing their career – from grant writing within a PI-led small research institute to a broader office of research role. They accept a school-level research administration position with an opportunity to build research development services within the school. The hiring manager soon left and so did the research development opportunity; the Mentee is now unhappy in the role. As their Mentor, asking powerful questions (open-ended questions that send Mentees in search of discovery, such as “Look ahead one year; standing there, what decisions would you make today?”) and supporting the Mentee’s identification of values (What is important to you? What do you want?) are two coaching skills that can support the Mentee’s journey.  

SPONSOR/CHAMPION

Definition: A Mentor can sponsor a Mentee by putting them in the “right place at the right time” for a specific opportunity by serving as an advocate and using their network and influence. A Mentor can also champion a Mentee for broader career advancement in an organization or profession.

Example Scenario: A Research Development Professional identifies that they want to develop expertise in the Science of Team Science (SciTS) and seek a professional role that provides an opportunity to attain a leadership role in this area. The primary Mentor and Mentee together identify a NORDP member for their My MESHH Network who can be an advocate and guide and who also has a voice at the SciTS table to serve in the Sponsor/Champion role. The Mentor, who is active in SciTS organizations, introduces the Mentee to members in the organization’s special interest group to champion their involvement. Several years later, the Mentor identifies a team science position and serves as a Sponsor for the Mentee as they apply for the job opportunity.

SUMMARY

Awareness of approaches that support Mentor/Mentee interactions can lead to meaningful relationships. Learn more about the NORDP Mentor Program and its resources here

REFERENCES/RESOURCES

Hewlett, S.A. (2014, January 21). Are you ready for a sponsor? Harvard Business Review. https://hbr.org/2014/01/are-you-ready-for-a-sponsor

ICF. (2021). ICF, the gold standard in coaching: Read about ICF. https://coaching federation.org/about 

Yacobucci, M. (2021, June 22). How to be a strong sponsor and advocate for faculty. National Center for Faculty Development [webinar]. https://www.facultydiversity.org/webinars/facultysponsor

It’s Almost time for the First McHuddles of the 2022-2023 Mentoring Program Year!

By Brooke Gowl, Research Development Associate, Duke University

NORDP Members, come join in the fun of the McHuddles! There are McHuddles for Mentees and Mentors, and you are welcome to sign up for one or both.

McHuddle with Mentees will be held on November 9th at 1:00pm Eastern: Register now.

McHuddle with Mentors will be held on November 9th at 2:00pm Eastern: Register now.

McHuddles, informal gatherings hosted by the NORDP Mentoring Committee, are an opportunity to share ideas, ask questions, and collectively learn from other mentees/mentors and are led by the Facilitator Team. While the expectation is that McHuddles will serve as support for current and former NORDP Mentoring Program participants, all are welcome!

During each McHuddle, there will be breakout sessions led by NORDP Mentoring Program Facilitators. I have attended these sessions in the past as a mentor and a mentee and enjoyed talking with other mentors and mentees in a safe, fun, supportive, and informal atmosphere. A McHuddle is also a nice break in your busy day. During the session, participants introduce themselves and often give some insights into their personalities by answering a fun question, such as, “If you had a superpower, what would it be?” or “What is one of the most interesting places you have visited?” We laugh and enjoy the group camaraderie, and of course, discuss mentoring and how our mentoring relationships are developing. We also talk about additional resources we could use or are using that can be shared. McHuddles are a wonderful reminder of the terrific, supportive community of RD professionals that comprises NORDP.

During the McHuddle you will meet our team of Facilitators. Facilitators serve as a resource and point of contact with the mentoring committee. You can contact a Facilitator if you have any concerns about your match, have any difficulties connecting with your mentee/mentor, or have any questions in general about the program.  These conversations are confidential and meant to support your experience with the program. You can find the list of the Facilitators on your WisdomShare Dashboard at https://nordpmentoring.mywisdomshare.com/.

NEW Coaching & RD Peer Mentoring Group (PMG) Forming

PMG Organizers: Don Takehara, Jet LeBlanc, Joanna Downer, Paula Carney, & M. S. (Peg) AtKisson.

The 2022 NORDP Conference included multiple sessions that addressed the discipline of coaching and how it can be used in research development (RD), including faculty research career development, research leadership development, and research team engagement.

The Coaching & RD Peer Mentoring Group (PMG) is now being launched to provide a vehicle for supporting NORDP members interested in coaching.

Coaching fits a broader collection of skills in the RD skillset to further faculty research career development and reflects the dynamic nature of the RD profession. Coaching is a powerful process that encompasses a distinct set of competencies. The International Coaching Federation defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” Coaching often unlocks previously untapped sources of imagination, productivity, and leadership. Trained coaches can engage individual faculty to address research career and research leadership development, facilitate research team engagement, and promote development of research leaders. 

Using the peer mentoring model, the Coaching & RD PMG’s goals are to: 

  • Enable members to explore coaching as part of the RD skillset 
  • Develop programs to offer coaching as an RD service at the institutional level
  • Assess coaching as a contributor to faculty and organizational research attainment
  • Provide a setting for accountability and continuous improvement for RDs interested in coaching in research development

The Coaching & RD PMG is for NORDP members who may be curious about becoming a coach to add to their RD skillset, interested in adding coaching to an institution’s faculty research career, research leadership development, or research team engagement programs, as well as other opportunities for RD professionals that may benefit from inclusion of coaching.

NORDP Members can view and join PMGs via the WisdomShare Platform.


NORDP members interested in learning more about all eight active PMGs can do so at the 2023 Peer Mentoring Group (PMG) Orientation on Wednesday, October 26, 2022, noon-1:30 pm Eastern.  

Register Here

2022-2023 PMGs:

  1. Career & Professional Development: exploring how to become more efficient and effective in our roles
  2. Coaching & RD: developing and implementing coaching as part of the research development (RD) skillset
  3. Communication: promoting awareness of RD opportunities and publicizing research
  4. Collaboration and Team Science: building collaborations and interdisciplinary research programs
  5. Leadership & Management: leading in both official and unofficial capacities
  6. Mentorship Training: discussing and supporting mentoring best practices for mentors and mentees
  7. Proposal Development: supporting faculty grant seeking and increasing extramural funding
  8. Strategic Planning & Advancement: guiding policy and planning for enhanced research and scholarship

Call for 2023 ARIS Senior Fellows!

We have some great news! ARIS is enhancing the 2023 ARIS Fellowship Program structure with the addition of Senior Fellows. Fellowship teams will be led by a pair of Senior Fellows who will act as co-chairs. Senior Fellows will also participate in recruiting, reviewing and selecting Fellows who will be invited to work on a collaborative team.

We are requesting nominations for these special leadership roles. Nominees should have a deep knowledge of the current conditions, practices, and policies shaping graduate education or the research enterprise at MSIs. In recognition of their leadership, selected Senior Fellows will receive a stipend. Please visit the 2023 ARIS Fellowship Program webpage for more details. Nominations are due July 22, 2022.

There are two priority areas for 2023 Fellowships: preparing the next generation of researchers for impact and spotlight on minority-serving institutions. This priority area is funded and designed in partnership with the National Organization of Research Development Professionals (NORDP).

The Center for Advancing Research Impact in Society (ARIS) Fellows program is for professionals, researchers, faculty, educators, graduate students and others working to advance research impact. The goal of the program is to provide professional development through collaborative creation of key resources that support the research community in achieving impacts.

Applications to become a 2023 Fellow will open in Summer 2022.

NORDP Mentoring Reflection: Erica Severan-Webb and Erin Meyer

As the 2021-22 Mentoring year draws to a close, the mentoring committee caught up with another dyad pair. Erica Severan-Webb, who serves as the Director of Diversity Programs and Initiatives within the Office of Research and Sponsored Programs at Louisiana State University (LSU) Health Sciences Center in New Orleans mentored Erin Meyer, who serves the University of Utah College of Nursing as a Research Associate. 

Bios:

Erica Severan-Webb is an experienced leader in both the education and non-profit sectors who has conceptualized, designed, and implemented inclusive programming and initiatives to achieve institutional transformation.  She co-authored and served as Co-PI on XULA STRIDES, a NSF ADVANCE grant designed to increase retention of African American STEM faculty at an HBCU.  Her passion for organizational diversity, equity, and accessibility is demonstrated through her work with colleagues, students, and community partners and her continuous engagement and empowerment of individuals and organizations in transformative change models.   

Erin Meyer

Erin Meyer earned a PhD in pharmacology from Georgetown University. She has a Bachelor’s of Arts in Biology from the University of California, Santa Barbara. She completed a six year postdoctoral fellowship in neuroscience and genetics at the University of Utah and she was a Research Assistant Professor at the University of Utah. She is currently a Research Administrator at the University of Utah, College of Nursing. Erin is also a yoga therapist and she is interested in DEIA and disability studies. 

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

Erica: I have had incredible mentors who have encouraged my development and challenged my thinking and leadership practice.  My mentoring relationships have contributed to my career progression and have made me a better RD professional and leader.  I was excited to serve as a mentor to be able to provide that opportunity for a colleague.  

Erin: I have had many great mentors in the past. When I started this program, it had been a long time since I worked with a mentor. I was at a place in my career where I wanted a mentor and I was at a loss about where to find one. I felt stuck without options to advance my career or to change career paths, and I wanted some advice. I am glad NORDP has a program.

What was your favorite part about your relationship? 

Erica: I am always so passionate about learning about individuals and organizations through mentoring relationships.  Erin was such an amazing colleague to discuss how Diversity, Equity, and Inclusion (DEI) principles and RD intersect, as well as how institutions and professionals can leverage both their expertise and skillsets as RD professionals to advocate for a more inclusive culture within their institution as well as more broadly throughout academia.   

Erin: I specifically requested a mentor from a diverse community. I am from a diverse community, and I have never had a mentor who understood DEI challenges in RD, and in the broader context, DEI challenges in academia. I learned so much from my mentor in these areas. I am now empowered to make a difference in DEI, no matter where I am working.

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

Erica: Erin and I had great conversations and discussions about how DEI and RD intersect.  I always look forward to our chats and treat our discussions as a priority where I disconnect and am fully engaged to provide substantive feedback and strategies that have been beneficial to me in my own development.

Erin: I always look forward to my calls with Erica. I learned from Erica the differences in RD career trajectories and career limitations among large public academic institutions, smaller private academic institutions, and companies in the private sector. In addition, Erica took the time to reach out to someone who knows people at my current institution and through this contact, I have expanded my network. I now have some plans of how to move my career forward. I do not want my relationship with Erica to end.

What surprised you about being a mentor or a mentee?  

Erica: While not surprised, I am always humbled by the incredible talent and expertise that exists within the NORDP community.  So many colleagues sustain institutional initiatives and programming that are innovative while also maintaining service commitments within their institutions and other national organizations.  Erin is no exception as she has been a DEI champion on her campus – this is truly inspiring to my own work and practice.  

Erin: I was not surprised that I learned a lot about RD and DEI. I knew that I was lacking in my knowledge in how these areas intersect. I was surprised to learn that feeling stuck in my career has a lot to do with where I work—the type of institution. I learned from Erica how to navigate this institution.

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

Erica: Participation in the program always serves to motivate me to continue to look for opportunities to cultivate meaningful mentoring relationships where I can serve as a resource to mentees and foster support as they navigate through specific projects or career transitions points. 

Erin: I went for a long time without a mentor. I will never do that again. I realize how important it is to have a mentor, so I plan to always have at least one. I am also willing to be a mentor.

Erica: Please sign up to be a mentor for the NORDP mentoring program! It is phenomenal in its ability to foster mentoring relationships that facilitate incredible learning opportunities for both mentees and mentors.     

The 2022-23 NORDP Mentoring Program is now open for applications! Current users of Wisdom Share have the ability to change their profile to make themselves available for being a mentor, mentee or both. For first time users, a registration step is required. We highly encourage everyone to sign up to be a mentor! Application period closes by May 16th.

Compiled by Samarpita Sengupta, Mentoring Committee

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.

NORDP Consultant Pilot Program; Calling for Applications

With the generous support of Eric and Wendy Schmidt via recommendation of the Schmidt Futures program, NORDP is piloting a program to grow research capacity and competitiveness within historically black colleges and universities (HBCUs) by increasing institutional capacity for research development. To develop and grow sustainable research support infrastructure, the awarded two-year pilot project will provide NORDP consultants—via either virtual engagement or in-person engagement—to participating HBCUs at no cost to the institutions.

NORDP is pleased to announce two opportunities to be a part of the NORDP Consultant pilot program.

  1. Please consider applying and share this opportunity with program evaluators in your network. The National Organization of Research Development Professionals (NORDP) requests proposals from experienced evaluators for the evaluation of a two-year pilot project that will create sustainable research support infrastructures at four participating HBCUs. The evaluator will provide formative and summative feedback to NORDP leadership and the HBCUs related to impacts and outcomes as aligned with project objectives. The evaluator will also provide recommendations to inform future programmatic decisions. A bidders conference will be held on September 21, 2021 at 12-1pm EDT. Proposals are due November 10, 2021. Additional information can be found in the RFP here.
  1. Please consider applying to serve as a NORDP Consultant. The National Organization of Research Development Professionals (NORDP) seeks applications from NORDP members to participate as NORDP Consultants in a two-year pilot project that will create sustainable research support infrastructures at four participating HBCUs. Proposals are due November 10, 2021. Additional information can be found in the RFA here.

The application process for HBCUs will also be announced in the upcoming weeks. HBCUs will be contacted directly and invited to apply.

Learn More about Expert Finder Systems

Thanks to NORDP member Jeff Agnoli for telling us about the free 2021 International Forum on Expert Finder Systems (EFS) series schedule to run Feb. 11 – Mar. 18! The six-day series, scheduled over six weeks, offers a wealth of information that can strengthen research development initiatives, especially those related to team building. Several RD professionals, including Jeff, are among the list of presenters.

EFS are “directories, profiling sites, or social networking sites that employ knowledge management tools to gather, manage, and publish searchable information,” the event’s website explains. Proper utilization of these systems can support collaborations, bring innovations to market, and foster regional economic development, among other benefits.

The forum’s goals include: explore best practices, share user cases, and create a community of practice. The unique format enables a deep dive into the topic without “Zoom overload” by offering the six separate sessions and incorporating several interactive opportunities, such as “Coffee Talk.” NORDP members can register here.

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.

Calling All Mentors!

“Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” ~John Crosby

Sometimes, being a mentor just means offering a listening ear, or tapping into your professional network to find someone who has necessary expertise. Now more than ever, we are reminded of how important it is to connect (whether in person or virtually), share ideas, grow professionally, and encourage colleagues on to success.

NORDP members have access to a wealth of community, connectedness, and resources through the NORDP Mentoring Program. (NOTE: The application deadline for 2020-2021 has been extended through April 10, 2020).

Would you consider #payingitforward by becoming a mentor? Here is what a few NORDP mentors are saying:

“What has struck me this year as a first-time mentor in the program is how impactful it can be to just be there for someone who’s dealing with transitions at work and contemplating how their current actions will impact their future career growth. …It has reinforced to me the power of connecting with others and the value of a strong support network.” ~Hilda McMackin, NORDP member, mentor

“Being a mentor is so rewarding! Don’t make the mistake that I did and wait to become a mentor until you have “enough” experience. You have more to offer than you realize. The resources provided make navigating the mentee-mentor relationship easy, especially if you are a first-time mentor. In my experience, both mentee and mentor have something to learn and gain from each other.” ~Kathy Partlow, NORDP member, mentor

“I was inspired to serve as a mentor by the people who took me under their wings early in my research development career, and generously gave of their time in ways that helped me learn and grow as a professional. I wouldn’t be where I am today without their mentorship, and I wanted to give back to the community.” ~Angela Jordan, NORDP member, mentor

Being a mentor offers collaboration. Friendship. Community. Learning. Staying connected. Nudging others forward to realize their potential. Paying it forward. And, perhaps even more importantly, offering hope: “A mentor is someone who allows you to see the hope inside yourself.” ~Oprah Winfrey

NORDP members can sign up to be a mentor and/or a mentee in the NORDP Mentoring Program. Peer mentoring groups are also available. The deadline for applications has been extended through Friday, April 10, 2020. Individual Mentor/Mentee matches and Peer Mentor Groups will be notified in late spring. Contact mentorprogram@nordp.org with any questions.

Contributed by the Mentoring Committee

NORDP’s Peer Mentoring Groups: Building Support Networks

In May 2019, NORDP launched the Peer Mentoring Group (PMG) pilot program. So far, 89 members have engaged with the program, and the invitation remains for others to join.

To recap, the PMG program is structured around the six pillars of research development; the liaisons for each group are included:

  1. Career & Professional Development – Christina Howard
  2. Enhancing Collaboration & Team Science – Paula Carney
  3. Communication – Scott Balderson, Svetlana Pitts, Rachel Goff-Albritton
  4. Leadership & Management – Katie Howard
  5. Proposal Development – David Widmer
  6. Strategic Planning & Advancement – Samarpita Sengupta

Members were invited to select one or more of the PMGs in which they would like to participate, and NORDP’s Mentoring Committee initiated the first meeting of the six PMGs.

The effort was driven by Christina Howard and David Widmer, who are co-chairs of NORDP’s Mentoring Committee and are joined by Jan Abramson, Kathy Partlow, and Faye Farmer to form the committee’s leadership team.   The Mentoring Committee is made up of about two dozen other NORDP members to help facilitate the Mentoring program, which paired up 112 mentors/mentees this year.

David explains that the initial goal of the Peer Mentoring Group pilot was to help members build a network of support among members. “We are never really fully developed by a single mentor.  If you think about your broader network, it’s clear that you are being mentored by multiple people.”

“PMGs are an example of this committee in action,” Jan Abramson says. “One idea leads to another to another to another … and from a discussion about member needs, the importance of building a network of mentors, and making sure anyone who requests a member has one, the Mentoring Committee decided to launch the pilot.”

David, himself, is participating in three PMGs – the proposal development, enhancing collaboration & team science, and leadership & management groups.  He says this is yet one more time he’s been impressed by the willingness of NORDP members to share best practices. He invites other NORDP members to join in with the PMGs that interest them.

“These groups are coalescing, building closer relationships, and beginning to collaborate,” he says, explaining that one group, the Proposal Development PMG, has scheduled a monthly Zoom call and set up a Google folder to share resources.

“Everybody speaks and interacts on the calls.  As the hour comes to an end, it feels like we want to keep talking more,” he says, noting several members have continued conversations via emails in-between calls.

“Participating in PMG has been a great learning process,” Katie Howard, Mentoring Committee member and a part of the Leadership and Management PMG, says. “Our group has really gelled and enjoys coming together for lively conversation about our selected topic of the day – it’s a refreshing way to share best practices and learn from colleagues.” This group shares facilitation responsibility and rotates discussion leaders each month for the calls.

NORDP members who would like to join one of the PMGs should send an email to the Mentoring Committee at mentorprogram@nordp.org.

Submitted by Sharon Pound

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.

It’s Here! NORDP Resource Creates Inroads into RD Careers: NROAD to RD

Why formal RD training?

Research Development (RD) is a career of strategists, planners and figure-it-outers. Most of us “fell into” the role and realized later that what we do is RD. We’ve figured out and honed our skills along the way.

However, the field is growing (if the first-ever sold-out NORDP conference is any indication!), and so a considerable need exists to shorten and ease that learning curve. Similarly, people looking at RD as a potential career may feel unsure about how to get started, or how to “test the waters” given the variability across RD offices.

With this in mind, NORDP launched a working group in June 2018 under the Strategic Alliances Committee to create a resource to help RD offices develop training programs relevant to their own needs. Indeed, the “NROAD to RD” training program framework is based on the idea that some RD-relevant skills and knowledge can be taught – and it offers a menu of options from which to choose.

The NROAD to RD, or the NORDP Resource for Organizing and ADapting a Training Program toward Developing an RD career, is the culmination of a year’s worth of work by the working group (with input from each of NORDP’s standing committees), a beta test at Duke University’s School of Medicine, and a soft launch at the 11th Annual NORDP conference in 2019.

How does NROAD to RD work?

The goals of NROAD to RD are to “provide RD offices with a framework to (1) develop their own training/apprenticeship/internship programs, and (2) employ that framework to introduce, recruit, and train individuals interested in a RD careers.” RD offices can choose among the suggested components and add additional components as necessary to ensure relevance to their individual office and institution’s missions.

The resource provides a guide for decision-making in designing an appropriate training program (Fig 1). Each decision affects the others, collectively defining parameters for the training program.

Doc1-b
Figure 1: Decisions to be made while designing an NROAD-based RD training program.

NROAD to RD also offers curriculum modes, or training delivery methods, from which to choose (Fig 2). Most programs will likely include a range of delivery methods, from self-study to shadowing to live or simulated work projects, as suits their goals and mentoring capacity.

Doc2
Figure 2: NROAD’s recommended curriculum modules

Curriculum suggestions include RD basics; navigating large grants, individual grants, and limited submissions; project management; team science; diversity and inclusion; and other institutional/research-related/career related topics. The curriculum module section is further broken down into sub-categories with recommended reading resources and suggested assignments for each.

Finally, NROAD to RD offers suggestions for program and trainee evaluation to ensure refinement and success.

Interested in NROAD to RD?

The NROAD to RD framework is available to all NORDP members and may be requested via email to Dr. Samarpita Sengupta (samar.sg@gmail.com). In the coming months, the “Phase II” working group under the auspices of the NORDP Professional Development Committee will create additional resources (e.g., case studies and job simulations), navigate the logistics of hosting these resources on the NORDP website, and evaluate resource usage.

Acknowledgements!

The Phase I working group was chaired by Samarpita Sengupta, and consisted of the following members: Peggy Sundermeyer, Trinity University; Joanna Downer, Duke University; Page Sorensen, then at the University of California San Francisco; Sharon Pound, University of Tennessee, Knoxville; Rebecca Latimer, University of Virginia; Nicole Frank, University of Utah; Beth Moser, Maricopa County Community Colleges District; and Sarah Messbauer, University of California, Davis.

NROAD to RD was developed initially using resources generously shared by UT Southwestern Medical Center’s NeAT program (Samarpita Sengupta), University of California San Francisco’s Internship program (Page Sorensen), The University of Tennessee, Office of Research & Engagement’s Onboarding Resources (Jennifer Webster), and University of Nebraska–Lincoln’s Onboarding Resources (Kathryn Partlow).

Current Phase II WG members are Joanna Downer, Rebecca Latimer, and Samar Sengupta with several new members: Danielle Matsushima at Columbia University; Elaine Lee, Boston University; Maile Henson, Duke University; Alexis Nagel, Medical University of South Carolina, and Dawn McArthur, BC Children’s Hospital Research Institute. Peggy Sundermeyer remains on the WG as a consultant with supplementary assistance from Jacob Levin, MIT.

Submitted by Samarpita Sengupta

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.