NORDP 2023: What to Know Before You Go

Greetings NORDP 2023 Attendees:

We are looking forward to welcoming you to Crystal City, VA for our first in-person conference since 2019! Get ready for inspiring keynotes, fantastic presentations, and plentiful opportunities to grow connections. We have put together the following guide that we hope will be helpful as you prepare for your arrival in Crystal City.

🙂  NORDP Conference Concierge 

The NORDP Conference Concierge (not to be confused with the Hyatt Concierge desk!) is located in the Regency Foyer of the Hyatt (2 floors below street level). It’s more than a location! It will be staffed by event management professionals and our wonderful NORDP member volunteers! It’s a place to go when you have a question or problem to be solved, are unsure, or just need a break. For those of you who are new(er) to NORDP, the NORDP Concierge Desk is a great place to learn about NORDP as an organization (e.g., what committees are available to join? Who is on the Board? How can I get involved?). 

Stop by the Conference Concierge Desk anytime during these hours: 

  • Sunday, 12:00 p.m. – 6:00 p.m.
  • Monday, 9:00 a.m. – 5:00 p.m.
  • Tuesday, 9:00 a.m. – 5:00 p.m.
  • Wednesday, 9:00 a.m. – 5:00 p.m.

In addition to the NORDP Concierge Desk, you can use the Whova App to directly message Conference Organizers. Find this feature under Community → Ask Organizers Anything.

🚙  Shuttle & Parking & Metro 

The Hyatt Regency Crystal City provides a courtesy airport shuttle to and from Reagan National Airport

  • The shuttle departs from the hotel front drive every 20 minutes on the hour from 4:20 a.m.–12:40 a.m. seven days a week.
  • Terminal 1 pickup location is outside the main doors. Follow signs for Hotel Shuttle Pickup. 
  • Terminal 2 pickup locations are outside of Doors 4 and 7 on the baggage claim level. Follow signs for Hotel Shuttle Pickup. 

If you are driving to the conference and need to park at the hotel, parking fees can be found on the hotel website. 

The Crystal City metro station is 4 blocks from the Hyatt Regency Crystal City—about a 14-minute walk. 

✅  Conference Check-In 

Conference Check-in is 12:00–6:00 p.m. on Sunday, May 7 at the NORDP Concierge Desk. If you are not arriving in that time frame, no worries. Simply come to the NORDP Conference Concierge on Monday morning (opens at 9 a.m.) to check in. 

To check-in:

  • Approach the NORDP Conference Concierge to find large QR codes printed for check-in.
  • Open the camera on your phone to scan the QR code. It will automatically direct you to the Whova app for check-in.  
  • Approach the staff and volunteers to collect your name badge and lapel pin. 
  • That’s it!

Note: if you are NOT using the Whova app, you can still access information about the conferencevia the Whova app website (https://nordp2023.events.whova.com/).

Please remember: There is no on-site registration this year! No exceptions.

📱  Need help with the Whova App?

We are so excited to offer the Whova App for our entire conference community! The platform is a resource for attendees, speakers, sponsors, and the planning committee. Activity on the app has been ramping up over the last couple of weeks, and it’s been so fun watching all of you engage! If you are not on the app yet, let us know and we can help. Just stop by the NORDP Conference Concierge in the Regency Foyer of the Hyatt. 

Note: if you are NOT using the Whova app, you can still access information about the conference via the Whova app website (https://nordp2023.events.whova.com/).

👋   Welcome Reception 

Join us on Sunday from 5:00 p.m.–7:00 p.m. for a Welcome Reception in the Regency Foyer. The Welcome Reception is sponsored by our platinum sponsor, Thorn Run Partners. We are so excited to welcome you to NORDP2023! Brief welcome remarks from NORDP leadership and Thorn Run Partners will be followed by a chance for us to meet each other in person for the first time since 2019!

🌟  NORDP Sponsors

Please make time to stop by our sponsor exhibits in the Regency Foyer to chat with them and find out what’s new in their businesses. Our sponsors make the conference happen! We will also be holding a Sponsor Expo on Monday May 8 from 1-2:30 p.m. Please take this opportunity to check out the sponsor booths! As you visit the sponsors, remember to collect a ‘stamp’ from each sponsor you visit for the Passport Contest. Attendees who collect 20 or more stamps will be entered into a raffle for prizes. 

🔘 ​​ Code of Conduct 

We have posted a NORDP2023 Conference Code of Conduct in the Whova App and on the conference website. In both platforms, it can be found under Logistics → Conference Code of Conduct. Please review it when you have time. If you witness any violations of the Code of Conduct during the conference, please report it using the reporting form linked in the Code of Conduct.

 👕  Attire ​​

Attire for the conference is business casual, and casual after hours. Be sure to bring workout clothes/shoes if you’re planning on taking part in morning exercise. The forecast is for seasonal temperatures, warm during the day (75-80℉) and cooler at night (50-60℉), with humidity running between 55-89%. 

The meeting spaces at the Hyatt Regency Crystal City can get a little chilly. Consider bringing a layer that makes you comfortable and feel good. 

🍽️  Meals 

Your registration fee covers the cost of breakfast and lunch on Monday, Tuesday, and Wednesday of the conference. We have made every effort to accommodate dietary restrictions and requests. Please find one of the service staff if you have any questions. 

Dinners will be on your own—please check out the Whova App under Community → Meet-ups & Virtual Meets to find a Networking Dinner to sign up for, or grab dinner with a colleague or a friend. We have put together this map that provides multiple restaurants within walking distance of the hotel. 

🚰  Water bottle

In the interest of practicing sustainability, we ask that conference attendees bring their own water bottles to the conference. There will be water stations available at breakfast, breaks, lunch, and receptions to stay hydrated! 

🎒 Bring a backpack or tote

No swag bags will be given at check-in this year. If you like to carry things around the conference with you, consider bringing your own packable tote or backpack. 

🏙️ ​​ Optional Social and Fitness Activities

In true NORDP fashion, you all have stepped up to lead amazing social and fitness activities. From walking to local coffee roasters, to enjoying an evening meal around a discussion topic, to swimming laps — there are many options to add some fun to your agenda. Find current options in the Whova App under Community → Meet-ups & Virtual Meets. Don’t see something that you’d like to do? Feel free to post something for others to join!

🧰  Workshops

RSVP registration for the three workshops is now open in the conference app. 

  1. Strategies for incorporating diversity, equity, and inclusion (DEI) during proposal development. (2 hours)
  2. Framework and tools for planning several kinds of workshops (4 hours)
  3. Building communicative and collaborative capacity for cross-disciplinary teams using the toolbox dialogue method. (2 hours)

You can find the workshops by navigating to the agenda section in the app and then searching for them on Tuesday morning or using the ‘workshop’ tag under the tracks function. Click on the session and then you should see a button that says “+RSVP”. We will not be accepting RSVPs via email—sign-up is only through the app (either the mobile app or web browser app). 

If you previously added a workshop to your personal agenda, you will still need to go into the app to RSVP (i.e., adding to your personal agenda did not save you a seat). As the workshops have limited capacity, please only sign up for a workshop if you plan to go. Whova will automatically create a waitlist and notify you if/when spots open. For these sessions, we will be scanning name badges at the room door. Please arrive on time for the workshop; we are providing a 5-minute grace period, after which we will notify individuals on the waitlist that a spot has opened. 

❤️  NORDP’s Got Heart 

This year’s conference committee wanted to make an impact in the community where we are convening. To do this, we are partnering with Carpenter’s Shelter, a local organization that supports individuals and families experiencing and at risk of homelessness to achieve sustainable independence through shelter and housing placement, guidance, education, and advocacy. We will be collecting items and monetary donations during the conference until 10:00 a.m. on Wednesday. Requested items, as a link for monetary donations, can be found on the Whova App and on the website under Logistics → NORDP’s Got Heart. 

Check out the ‘Meet-Ups’ section of the conference app, Whova. Members will be organizing morning walks to CVS or other stores to purchase items for donation. 

We will total both items and monetary donations and present all donations to a representative from Carpenter’s Shelter on Wednesday during our awards ceremony. 

​​🖼️  Presenting a poster

If you are presenting a poster, try to find a time between 9:00 a.m.–12:00 p.m. on Monday, May 8 to hang your posters up on the display boards (located in room Independence B). Posters will be up for the majority of the conference in Independence B. Please take down your poster by 12:00 p.m. on Wednesday. Any posters left after noon will be thrown away. 

😷  COVID-19 awareness at the conference

We encourage all conference attendees to practice good hygiene. Best practices for conferences include frequent handwashing, mask-wearing if you are at risk or concerned about exposure for any reason, and communication through the event if someone at the conference tests positive for COVID. We refer to the latest CDC Guidance for Travel. 

  • In Arlington County, Virginia, the community level is Low (as of 5/3/2023) Feel free to keep an eye on this website for the latest information.
  • Follow any prevention advice given to you by your healthcare provider. 
  • If wearing a mask is necessary and/or important to you, please bring the best mask for you. 
  • If you are interested in acquiring a mask or a COVID test while you are at the conference, there are several nearby places to purchase. (CVS Pharmacy, Target, 7-eleven, grocery stores)

Fletcher’s Leadership Honored with 2022 Holly J. Falk-Krzesinski Service Award

Named for NORDP’s founding President, this award is voted on by the Board of Directors and given annually to a NORDP Member in recognition of outstanding service to the organization, to the research development profession or field, and to peers.

Karen Fletcher, Holly Falk-Krzesinski Service Awardee

Who: Karen Fletcher, Director of Grants Resources & Services

Where: Appalachian State University

Number of years in research development: 13

Length of NORDP membership: 11 years

You have served NORDP in numerous roles and capacities over the years. Could you share a bit about what that journey has been like?

The visual metaphor that comes to mind when I think about my journey with NORDP is that of a flashlight where the light starts out very concentrated but grows, and shines over a wider and wider area. When I started out in NORDP I was really cautious – I was new to research development and the field was just getting off the ground. As I got to know NORDP, I was asking myself: “Where do I see myself in this organization given the talents I feel I can bring? And what are the skills I’d like to develop?” I feel like I’m good at organization, so when I initially joined the Mentoring Committee, I started volunteering to do things like writing up meeting minutes; my involvement continued to grow as I was invited to take on additional tasks – and I said yes to all of those invitations because everything was so interesting to me and I wanted to learn how to do it all. I was eventually asked to be a co-chair of the Mentoring Committee, and then I had the opportunity to run for the Board. I thought, “Hey, I think my organization skills could be put to good use to support the Board and NORDP at large.” I may be starting to sound like a broken record at this point, but as the secretary position on the Board became open, I thought, “Oh, here’s another chance to use my organizational skills.” I thought the secretary position would be a safe role because I couldn’t become Board President if I held that role, but the joke was on me because I ended up leaving the secretary position (which I loved) early when I was invited to be vice president.

Within NORDP, there are so many opportunities to be involved. I just started trying everything because I wanted to know what it was about. I was willing to take things on where I felt like I had the talent and skills to put towards them. I’ve ended up doing a lot of things, which has been really exciting for me.

In your view, what makes an effective leader, and how has your philosophy of leadership informed your work within NORDP?

I think good leadership boils down to this question: “How do you empower the people who are around you?” When you empower people to make what they think is the right move, it makes them effective, and the job of a leader is to highlight that. A big part of my philosophy is servant leadership, which I think helps empower the teams I lead. Good leaders give advice and input, but they also know when to ask their team, “How do you think we should be solving this problem?” It’s about giving power back. My philosophy of leadership has changed throughout my professional journey, from wanting to do all the things to realizing – as I held various leadership positions – that one person can’t do it all and that collective ideas are much more effective. And as a leader, if you empower your team, it allows you to put your attention elsewhere when needed.

As NORDP president from 2019-2020, you played a key role in implementing a long-term vision for NORDP, informed by input from NORDP members. Why do you think this process was so important for the organization?

I think 2019-2020 was a turning point for NORDP as an organization. It felt like the organization had entered our “teenage years.” Membership had been growing and exceeded 1000 for the first time. As a Board, we knew it was important to start mapping out where NORDP goes next as an organization and that the time was right to create a more formal strategic plan. When I was vice president and Karen Eck was president, we, with the Board, initiated a member survey because we needed to know what the members wanted for NORDP, what they thought was working, and what needed improvement. We’re an organization of volunteers and we’ve grown because of the efforts of our volunteers. NORDP benefits from having members in a variety of positions across a variety of institutions and we wanted to hear from members about where they saw research development going as a field, making sure that we were serving them during the strategic planning process.

The next year when I was president, the Board mapped out the strategic plan, relying on all of the member feedback gathered through the member survey to create seven Key Result Areas (KRAs). It was a whirlwind two-year process, and I think it was an important learning experience for all of us on the Board. We had a lot of enlightening conversations about the field and where the Board and NORDP membership saw it going that have really stayed with me.

What do you see as the biggest rewards, and challenges, of serving in leadership roles within NORDP?

I’m going to start with the challenges, and one that immediately jumps out at me is imposter syndrome. I’ve certainly felt it as a NORDP member when I contemplated serving as a committee co-chair or running for the Board. I think imposter syndrome is alive and well, particularly when you start out in research development and you may feel like, “I don’t really know what’s going on” or “I don’t have anything to contribute.” But you do! We have amazing members with amazing talent, and we all deserve to be here. I think time is another challenge – so many NORDP members are doers, and there’s almost always so much that we want to be involved in but balancing that with the commitments of our everyday jobs and our other lives can certainly be a challenge. Communication – getting the right information to the right people at the right time – can also be a challenge. I remember working on the messaging when we had to cancel the 2020 conference due to Covid-19 and being confronted with the challenge of how, when, and with whom to communicate when so much was unknown.

But the rewards are so plentiful. The network that I’ve developed since I’ve been in NORDP and the enduring friendships that have come out of that have been some of the biggest rewards. Beyond that, I have had opportunities to share my talents in new ways and try things I didn’t know I wanted to try. Leading an organization of 1000 people is an opportunity NORDP gave me that I never saw coming. You get back what you give when you’re a NORDP volunteer. Everything I’ve done in NORDP has in some way informed what I do in my everyday job in positive ways and I’ve been able to move up in my career because of the information I’ve learned and the skills I’ve gained as a NORDP member and leader.

More recently, you have played a crucial role in revitalizing the New Opportunities in Research Development (NORD) Committee. What has that process been like, and what do you see as the greatest opportunities for the field of research development moving forward?

I’m excited about this effort! Dave Stone, the original chair of NORD, really laid the framework for this committee, and it’s been exciting to take up the mantle. The NORD / InfoReady Grant program is now an annual competition and the previous grant awardees have been collecting data and generating reports. Our effort is focused on making sure we’re continuing to put those grant dollars to use to advance projects that will benefit RD as a field. The other really exciting project that NORD has been diligently working on is the Research Development Review: The NORDP Journal. I think this is one of the biggest and most exciting things for research development: to have a home for the information and research on research development as a discipline and how it impacts other disciplines. NORDP members are asking when The NORDP Journal will debut because they want to publish there going forward, and the fact that we will soon have a dedicated publishing space for RD is very exciting. I think this is an endeavor that is really going to make a difference for our field. Keep an eye out for NORD’s announcement of the inaugural Editorial Board soon!

What advice do you have for NORDP members who aspire to greater service within NORDP or the field at large?

I would tell members to find that talent or passion that you would like to do more of, and try it out within NORDP! It could be something that you’re passionate about but that you don’t get to do much in your everyday job. Or, if there’s something you’d like to learn how to do that you don’t feel you’re an expert in, NORDP can offer a safe space to learn new skills. Maybe you’d like to learn more about technology and hosting virtual meetings but you don’t get to do that much in your job. You can come to NORDP, join the Professional Development Committee and learn all about hosting webinars and have a ton of support while you learn. I love that within NORDP: we’re all here to help each other and learn together.

Mentoring Reflections: Brooke Gowl & Kartik Yadav

The yearly NORDP Mentoring Program offers a structured mentoring experience for NORDP members. This month, we catch up with a current mentor-mentee pair as they share their reflections on their mentoring journey.

Brooke Gowl is currently serving as Research Development Associate at Duke University, Durham, NC. She has been in research development for over 13 years. Her PhD is in Neuroscience. She is a member of NORDP’s Mentoring Committee and formerly served on the Member Services Committee. She is also a mentor and mentee in NORDP’s mentoring program. She serves as a mentor for Kartik Yadav currently in NORDP’s mentoring program. 

 

Kartik Yadav is the Director of Research Development and Administration at the University of California Irvine (UCI) Sue & Bill Gross School of Nursing. He has researched vulnerable populations in Los Angeles and India for over a decade. In his current RD role, he mentors junior faculty and Ph.D. students in developing and designing complex research grants for prestigious and competitive funding agencies and in the scientific development and operational, regulatory (IRB), and financial aspects of research grants to ensure their successful completion. Regarding the Research Administration role, he has led both Pre‐and Post-Award grants, ranging from simple to incredibly complex. In addition, he has collaborated with other partner institutions, both national and international (India, Botswana, Europe), to develop grants and provide training and support for developing programs. He is a mentee of Brooke in the NORDP’s mentoring program.

Q1: What influenced you to apply to be a mentor and a mentee for the 2022-2023 NORDP Mentoring Program?

Brooke: I have been a NORDP mentor every mentoring program year since 2019. My participation in the program has been a pleasure, and I knew that I wanted to participate again for the 2022-2023 year and plan to sign up for the 2023-2024 program year. I originally applied to be a part of the mentoring program to be a mentee and a mentor so that while I received knowledge from someone, I was also giving support to someone else.

Kartik: Although I have been conducting research and developing grants with PIs for over a decade, I recently stepped into a more formal role for the school. I felt the need to learn more, and the NORDP mentorship program was the best option!

Q2: What is your favorite part about your relationship?

Brooke: I have really enjoyed getting to know Kartik. I look forward to our monthly Zoom calls. I enjoy talking with him about what is happening in his life and giving advice as needed. My favorite part of our relationship is that while Kartik is learning from me, I am learning from him.

Kartik: I just love it! It provides me a safe space to ask any question, discuss and learn all about Research Development from Brooke’s vast experience. Besides our monthly Zoom meeting, Brooke was always available to answer my questions. 

Q3: How has participation in the Mentoring Program helped broaden your horizons about Research Development in general and/or affected your daily work in particular?

Brooke: The mentoring program has helped me to improve my mentoring skills. My participation has given me the opportunity to learn about Kartik’s work responsibilities, his institution, where he lives, etc. and the opportunity to provide him some suggestions and advice based on my past experiences, discussing what worked and what didn’t.   

Kartik: It has been an excellent success for my professional development, and with Brooke’s support, I created an internal/external proposal review process at my institution. In general, I got many insights from the world of Research Development!

Q4: What surprised you about being a mentor or a mentee?

Brooke: I have been surprised by how much mentoring is a two-way street. Kartik and I both benefit from the relationship by learning from each other.

Kartik: The extraordinary guidance from Brooke in availing all the available resources and networking across the NORDP platform. 

Q5: Any words of wisdom or encouragement for those wanting to apply next year? Any other thoughts you would like to share? 

Brooke: I encourage my NORDP colleagues to be mentees and mentors, but I especially encourage them to be mentors! There is always a demand for mentors, and if you do not think you are quite yet ready to be a mentor, NORDP has an excellent Mentor Training course! NORDP also provides excellent support to both mentors and mentees through a wealth of tools in Wisdom Share and through virtual get togethers called McHuddles. We also have facilitators that can help answer questions and provide support to mentee pairs. In addition to being a mentor and mentee, I also serve as a facilitator on the Mentoring Committee. I encourage all NORDP members to get involved in mentoring and other NORDP initiatives.

Kartik: If you are new to RD or want to move to RD or have been in RD, I would strongly recommend joining this program. It gives you a great perspective of the RD world at various, different levels and provides a strong network of experts volunteering their time towards your professional development.

The application for the 2023-2024 NORDP Mentoring Program is currently open until Monday, May 22. You can participate as a mentor, a mentee (or both), or participate in a Peer Mentoring Group (PMG - which you can join anytime via Wisdom Share). To participate, the first step is to apply for the Mentoring Program and complete your mentor and/or mentee profile. This short video provides a step-by-step overview of the application process. (Note: For current users in Wisdom Share, separate instructions were sent for how to participate in the 2023-2024 Mentoring Program.)

NORDP 2023 Keynote: Mentors-of-the-Moment with Dr. Brad Johnson

NORDP 2023 Keynote Speaker, Dr. Brad Johnson

For Dr. Brad Johnson, it was a crucial conversation with a valued mentor early in his career that offered him the affirmation that he needed to pursue his professional goals. Johnson, at the time, was a brand new clinical psychologist serving as a lieutenant in the U.S. Navy Medical Corps. And despite the extensive training he had undertaken to become a practicing clinical psychologist, he was having some misgivings about his chosen profession. Johnson remembers working up the courage to share his thoughts with the senior psychologist who was serving as his supervisor and telling her, “You know, my happiest moment in the week is when a client cancels an appointment and I actually have time to do some writing. I love working on research articles and I love teaching, and I’m kind of thinking I don’t want to be a clinical psychologist in the traditional sense. I’d love to teach and be an academician.” His mentor’s response? As Johnson recalls, “She just looked at me and said, ‘Of course.’ like she’d known that all the time.” That pivotal conversation was a lightbulb moment for Johnson about the power of mentorship.

Dr. Johnson, now a Professor of Psychology in the Department of Leadership, Ethics and Law at the United States Naval Academy and a Faculty Associate in the Graduate School of Education at Johns Hopkins University, will be delivering the closing keynote at the 2023 NORDP conference. His address, entitled  Mentors-of-the-Moment: Creating Mentoring-Rich Organizational Cultures, will focus on how to leverage developmental relationships and existing mentoring infrastructure to create cultures of mentoring within organizations.

When he began teaching and supervising students  in a clinical psychology doctoral program, Johnson’s initial research focused on the treatment of depression. But that started to shift when one of the doctoral students he was supervising became interested in researching mentoring. “He came to me and he said, ‘You know, I found this article on mentoring in graduate training, and I find it really interesting and I think I might want to do this for my dissertation.’” His decision to join his mentee in pursuing this new line of research was another pivotal moment for Johnson. “It absolutely shaped the whole arc of my career, focusing a bit less on clinical treatment and a lot more on developmental relationships.”

Johnson’s next career move brought him to the U.S. Naval Academy, where he has been a faculty member ever since. As far as his research was concerned, this move was, in Johnson’s view, “such a natural, seamless transition because mentoring is so important in the military.” One of Johnson’s initial projects at the Naval Academy was a large study focused on retired Navy Admirals and their experience with mentoring in the fleet. One of the most powerful findings from the study, in his view, concerned the longevity of these mentoring relationships. “One of the things we asked was, ‘Why did the relationship end?’ and by far the most common response was that the mentor had died. It turns out that these relationships were lifelong. And they continued, even up to the point where the mentor was no longer living.” This finding was reminiscent of Johnson’s own relationship with his mentor from his days in graduate school. “We don’t see each other as often, but if I ever have a major career decision to make, I always reach out to him, even now. The effect of really great mentoring often lingers, and in the best case, these relationships become lifelong friendships.”

Johnson is particularly excited to speak to NORDP conference attendees about actionable strategies for moving beyond mentoring programs to creating cultures of mentoring, both within NORDP itself and within attendees’ organizations. “We know that a lot of talented junior folks fall through the cracks because they don’t think it’s for them or that they’re entitled to mentoring. And senior people feel like mentoring programs can be a burden and don’t engage.” For Johnson, building a mentoring culture means becoming a mentor-of-the-moment, someone who shows interest in junior colleagues in the day-to-day interactions we have at work. “Being a mentor-of-the-moment might mean being the kind of person who will initiate a conversation with a colleague about something you admired about their work, offering affirmation, or just saying, ‘Hey, if you ever want to drop by and just chat about where you’d like to go in the organization, I’ve got an open door,” he says. “If you have that kind of culture, we find that retention goes way up, satisfaction and belonging go way up. And I think we need to spend a lot more time thinking about our culture, not just our formalized programs.” 

Mentoring Wellness

By Melissa Li, University of Michigan

Mentoring is a valuable relationship that can have a significant impact on one’s life, both personally and professionally. Recognizing and addressing mentees’ wellness is a critical component of mentoring. As shown in the figure below, well-being spans multiple dimensions, including emotional, mental, physical, social, intellectual, spiritual, financial, etc. A few of them are discussed as follows.

Credit: University of Michigan

Emotional wellness: Emotional wellness refers to an individual’s ability to manage their emotions in a healthy way. In a mentoring relationship, it’s important to create a psychologically safe space where the mentee feels comfortable sharing their feelings and concerns. The mentor can provide emotional support, offer guidance on managing stress and anxiety, and help the mentee develop healthy coping mechanisms.

Mental wellness: Mental wellness is about maintaining a healthy state of mind. In a mentoring relationship, the mentor can encourage the mentee to practice mindfulness, help them identify any negative thought patterns, and provide guidance on setting goals and developing a growth mindset.

Physical wellness: Physical wellness refers to maintaining a healthy body through regular exercise, proper nutrition, and adequate rest. The mentor can encourage the mentee to prioritize physical wellness, share tips on healthy habits, and offer guidance on finding a work-life balance.

Social wellness: Social wellness involves having meaningful relationships and a strong support system. The mentor can encourage the mentee to build positive relationships, offer guidance on effective communication and conflict resolution, and help the mentee identify and navigate any social challenges.

Intellectual wellness: Intellectual wellness refers to an individual’s ability to engage in creative and stimulating mental activities. In a mentoring relationship, the mentor can encourage the mentee to pursue their intellectual interests, offer guidance on developing critical thinking skills, and provide resources for continued learning.

Overall, prioritizing the mentee’s wellness in all these areas can lead to a more fulfilling mentoring relationship and the mentee’s success.

SAC Spotlights: An Interview with Tisha Gilreath Mullen, SAC liaison to to Advancing Research Impact in Society (ARIS)

In April, 2023, Elizabeth Festa sat down with Tisha Gilreath Mullen to discuss Tisha’s experience as a SAC Liaison to Advancing Research Impact in Society (ARIS).

Tisha Gilreath Mullen, SAC Liaison

The Strategic Alliances Committee (SAC)‘s NORDP Liaisons Program is an exciting opportunity for NORDP members to thoroughly advocate for Research Development to external organizations and associations while gaining additional professional experience. While championing NORDP, Liaisons provide an invaluable service to NORDP members by gathering and sharing relevant and useful information as part of a broad and strategic outreach program.

In April, 2023, Elizabeth Festa sat down with Tisha Gilreath Mullen to discuss Tisha’s experience as a SAC Liaison to Advancing Research Impact in Society (ARIS).

Tell me about your role at University of Nebraska.

I lead the Office of Proposal Development, a five-member team situated within the Office of Research and Economic Development’s research development group at the University of Nebraska-Lincoln.

What is the mission of your liaison organization, ARIS?

Advancing Research Impact in Society (ARIS), an NSF-funded initiative that originated as NABI (National Alliance for Broader Impacts) in 2018, brings researchers and engagement practitioners together to build capacity, advance scholarship, grow partnerships, and develop resources to help facilitate and demonstrate the impact of research in communities and society.  

Why did you decide to become a liaison to ARIS?  What benefits has it conferred on your organization and on your own professional development?

My role as a liaison offers me an opportunity to broaden my professional network by meeting and collaborating with colleagues working in the research impact space. It made sense for me to seek out this type of engagement because the University of Nebraska-Lincoln has enjoyed a strong relationship with ARIS from its very beginnings as NABI and the relationship has always been viewed by my leadership as mutually beneficial. Over the years, we have offered ARIS Broader Impacts 101 training for faculty and we were among the pilot participants in the ARIS Program to Enhance Organizational Research Impact Capacity (ORIC). ORIC, in particular, was useful for enhancing the supports and resources we deploy to help our faculty extend the societal impact of their work. We now have a research development position dedicated to research impact and we are involved in piloting the ARIS Toolkit Project in one of our faculty development programs.

What benefits and resources of ARIS would you like NORDP members to know about?

The ARIS Toolkit, a compilation of resources that research development and research impact professionals can use to help faculty think strategically about how to identify and cultivate robust community partnerships, is publicly available. It’s an amazing resource for NORDP members who guide faculty toward understanding what elements are needed to create a robust and mutually beneficial broader impacts plan. Beyond the Toolkit, ARIS offers webinars on topics of interest to both our communities (NSF CAREER proposals, for example) and, of course, there are opportunities for organizations to participate in ORIC. Upon graduation from ORIC, organizations become part of a research impacts community of practice, which helps to sustain momentum gained through the program. It’s also worth noting that NORDP and ARIS have a joint Memorandum of Understanding, which includes discounted registrations for NORDP members to attend the annual ARIS Summit and ARIS members to attend the annual NORDP conference. I encourage anyone interested in learning more about ARIS to attend the Summit. It affords access to colleagues who are doing innovative research impact work, sneak peeks at new tools to facilitate research impacts; and insights into new concepts that are driving innovations in the space. If your experience is like mine, you’ll be challenged by the Summit to think in more expansive, powerful, and inclusive ways about the work you do. 

How were you challenged by this year’s ARIS Summit?

This year’s Summit in Baltimore focused on diversity, equity, inclusion, and accessibility. The speakers and sessions challenged me think more deeply about what we are doing well in the Office of Proposal Development and areas in which we need to improve.  The keynote was delivered by Dr. Natalie Shaheen, Assistant Professor of Special Education at Illinois State University, who is blind.  She talked about access and equity for a blind population and identified different strategies for engagement and disseminating research. For example, when introducing speakers to an audience that includes blind individuals, do we describe the speaker’s appearance? If we are using slides, are they fully accessible? As an audience how do we express engagement with a blind speaker (such as finger snapping or foot stomping, for example)? When we publish research, what considerations are we giving to accessibility (do we translate the work into Braille, for example)? While we are attuned at my institution to the importance of racial, ethnic, and gender diversity, equity, inclusion, and accessibility, we have less often considered how to reach audiences with physical disabilities. These insights will impact how my team coaches on inclusion moving forward.

How does our alliance with ARIS help to promote the professional development of NORDP as an organization?

The NORDP/ARIS alliance is a natural connection that is integral to the work of both organizations and we can accomplish so much more by working together. There is a true synergy to this alliance, where the whole is most definitely greater than the sum of its parts. We can learn from each other at the grassroots level and wield more influence on the national and international stage when we unite for change.

About the Strategic Alliances Committee

The Strategic Alliances Committee focuses on the interactions between NORDP and all external entities, including research funding, government and private agencies, and other professional organizations. Our goal is to become recognized as the “go-to” organization regarding interactions between funding agencies and research performing institutions, and to facilitate communication and collaborations between research institutions themselves. The signature program of the Strategic Alliances Committee is the member-led NORDP Liaison program which utilizes a matrix approach to reach out to over 20 organizations including AAAS, APLU, the National Academies, and the European Commission. Click here for more information and to get involved.

NORDP 2023 Keynote: Diversity in the Data with Dr. Christine Yifeng Chen

NORDP 2023 Keynote Speaker, Dr. Christine Yifeng Chen

From a young age, Christine Yifeng Chen had an affinity for the outdoors. Growing up in upstate New York, she spent many afternoons amusing herself in the local woods observing plants, rocks, and passing wildlife. When the sun was down or the weather was poor, she watched nature documentaries on public television and read books about historical expeditions and voyages, captivated by stories of field scientists working in far-flung places. Despite her enthusiasm, she never considered that outdoor field research was something she could ever do herself. After all, she had no camping or hiking experience, and hardly traveled outside of her hometown, as the costs of such activities were prohibitive.

That all changed when she “won the lottery,” as Chen puts it, by gaining admittance to Princeton University for her undergraduate studies with a full tuition financial aid package. Scanning the catalog of course offerings, she noticed that the earth science department offered classes with field trips, all expenses paid. Soon enough, in her first semester, she found herself in California, gazing at snow-capped mountains, climbing up sand dunes, and walking amongst ancient pine trees for the very first time. This formative experience set the stage for Chen’s future in field geology. “It was a complete culture shock,” Chen says. “Suddenly, I had access to all these resources at this school, to do all the things I’d always read about or seen on TV. It was nothing short of life changing.”

Chen understands first-hand the impact that access to social and material resources can have on one’s career. She will deliver the 2023 NORDP Conference opening keynote address, entitled “Racial disparities in research funding.” In her remarks, she will highlight results from a recent study she led showing systematic racial disparities in funding rates at the National Science Foundation (NSF). Using publicly available data, Chen and her colleagues showed that from 1999 to 2019, proposals by white researchers at NSF were funded at rates higher than most other non-white groups, and that these trends held regardless of scientific discipline and proposal type. Since similar patterns have been observed at the National institutes of Health, NASA, and other philanthropic funding organizations, they are likely widespread throughout the research funding ecosystem.

Despite countless of initiatives at colleges and universities to diversify the professoriate, data on faculty demographics indicate that higher education institutions appear to have little to show for it. Chen believes that the long-standing funding disparities have played a significant role in stymieing diversity goals: “Eliminating inequalities in STEM and academia will require a reorganization of what causes inequality in the first place: unequal access to social prestige and material resources.”

As a geologist and geochemist by training, Chen is very familiar with the lack of diversity amongst faculty. The geosciences are the least diverse field of all STEM disciplines in terms of race and ethnicity; less than 10% of geoscience PhD recipients are people of color, and little has changed in the last 40 years. And unlike other STEM disciplines, Asians are underrepresented amongst geoscience PhD recipients.

That statistic, along with the rise in anti-Asian sentiments during the pandemic, spurred Chen and two of her colleagues to start an affinity group, Asian Americans and Pacific Islanders in Geosciences (AAPIiG), to build community for AAPIs in the discipline. It was through one of the early virtual AAPIiG community gatherings that Chen first learned from a senior academic about the “open secret” that Asian researchers have the lowest proposal success rates at the NSF. The rest is history.

Chen is eager to engage with the NORDP community about these widespread funding disparities and what we can do about them, both as individuals as well as a collective organization. She hopes that we might consider the funding data at our own institutions from both public and private funders with a critical eye. Chen also hopes that NORDP can mobilize a coordination action in response to these trends, given our unique vantage point as being embedded in the research community at multiple levels and sectors. “NORDP is ideally positioned to guide and catalyze action around this issue. If not you, who else?”

Chen is now at a national lab where she continues her geological and geochemistry research.

Help us welcome her to the NORDP stage in May.

Follow @NORDP_official on Twitter for all the latest #NORDP2023 updates.

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.

Hats Off to the 2023 NORDP Mentor Training Workshop Graduates!

The NORDP Mentoring Committee’s Mentor Training Team held a mentor training workshop in January – March 2023. Nineteen NORDP members completed 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 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 Toni Blair, Kristin Boman, Paula Carney, Rachel Goff-Albritton, and Melissa Li.
The NORDP Mentoring Committee is committed to equipping Research Development professionals for success by offering meaningful mentoring expertise, support, and resources. 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.

Congratulations to the following 2023 NORDP Mentor Training graduates!

SheriAndersonNorth Dakota State University
SarahAtkinsonMichigan Tech
AnnaBabkhanyanUniversity of Hawaii
DanielleBarefootUniversity of Arizona
TiffanyBrutusJames Madison University
ElizabethCarrollTexas Tech University
KathyDreyerUniversity of North Texas
DebbieFrankWashington University in St. Louis
SharonFranksUC San Diego
CarolynnJulienFairleigh Dickinson University
MonicaKesselUtah State
LizLanceSyracuse University (Falk College)
CrystalLoveIndiana University
JenniferLyon GardnerThe University of Texas at Austin
AliPearksUniversity of Colorado Denver
MatthewSchwartzUMass Chan Medical School
VessVassileva-ClarkeUniversity of Michigan
QuyenWickhamArizona State University
ViktoriyaZhuravlevaColumbia University
List of graduates from the 2023 Mentor Training and their home institutions.

New NORDP Board Member Cameo: Becca Latimer

Becca Latimer, NORDP Board Member

Who: Becca Latimer, Research Program Director

Where: University of Virginia Comprehensive Cancer Center

Number of Years Working in RD: Seven Years

Length of NORDP Membership: Seven years

When and how did you enter the field? What kind of research development work do you do?

I fell into RD, as many of us in NORDP do. I had just completed a postdoctoral position in developmental biology, and I knew I wanted to stay in research but I did not want to open a lab. I knew there had to be something else out there that would allow me to utilize the skill sets I had learned at the bench. We had just moved to Virginia when I heard about a position in the office of the Vice President for Research at the University of Virginia – they were starting up a research development team. While I didn’t get the job I had originally applied for, I stayed in touch with the hiring manager and was offered a position to lead a funding discovery project the office was trying to get off the ground. I jumped in and learned quickly, and the rest is history!

As for the work I do now, I’ve recently started in a new position in the University of Virginia Cancer Center. My new role allows me to support many of the key functions that keep the center running. So far, I have taken on projects like putting together new seed grants and revamping and streamlining our processes to make the center function more efficiently. I’ve also been doing a lot of work on our internal metrics. We have more than 200 members so there’s a lot of data to keep up with! So in my time at UVA, I’ve gone from a very central to a very focused role – two totally different beasts, but both important to the whole research enterprise.

What’s your history with NORDP? How have you engaged with the organization (committee work, conferences attended/presented, other roles you’ve held)?

My history with NORDP started when I attended my first NORDP conference and it opened my eyes to the fact that these are my people and this is a really cool organization. I quickly became interested in committee service and decided to join the professional development committee, although it was a tough choice because all of the committees interested me! In 2019, there was an opportunity to step up to serve as a co-chair for the PD Committee, and I decided to say yes because I knew it would give me a chance to be more involved and meet more people and contribute to the projects the committee was trying to move forward.

I’ve also worked with Kimberly Eck on the salary survey committee in 2019, which I found to be very fun and fulfilling. I feel like the salary survey really gives us a good idea of where we stand as professionals and as an organization. And I think it has been a useful tool to our members that they can use to advocate for themselves and their colleagues when it comes to negotiating with their institutions.

Most recently, I became involved with the NORDP Conference Planning Committee. I started right before we put on the 2021 virtual conference, which was our first virtual conference, and served as a co-chair for the 2022 virtual conference. I’m currently serving as a co-chair for our 2023 conference (our first in-person conference in four years), and I also serve on the executive conference committee. I’ve been reflecting on the fact that the last time NORDP held our conference in Crystal City, it was 2018 and I was serving as a conference ambassador, and now we’re back in this venue and I’m serving as a co-chair. It’s kind of wild!

What motivated you to run for the NORDP Board?

I actually decided I wanted to be more involved in NORDP during the pandemic. I saw it as an opportunity, because I was working from home and decided I could use the time I was no longer spending commuting to the office to do more volunteering. So I really just made a conscious decision to really immerse myself more and step up and roll up my sleeves to get the work done. And in doing that, I feel like it’s really fostered a lot of great relationships with my NORDP colleagues. And I realized just how important NORDP has become to me, because of our organization’s vision and mission. I don’t work with any other group or organization that works to be as inclusive and is filled with people that are so thoughtful and united in their desire to push things forward and institute change. I’ve gotten so much out of NORDP and benefitted from the people who have served on the Board before me and put their time and effort into progressing and evolving our organization. I felt like it was time for me to contribute that kind of effort back to our members as well and pay it forward.

What are you most excited about as a new NORDP Board member?

I think one great step our Board has taken previously is to outline some key initiatives and key result areas (KRAs) that we as an organization can focus on. I’m really looking forward to building on those KRAs going forward. I’m also just really excited to work with our Board, because we have an awesome Board! So many of my fellow Board members are trusted colleagues and friends who I’ve built relationships with since joining NORDP and everyone is so supportive. Our Board is really engaged and interactive, and motivated to keep improving our organization.

2022 Leadership Award: Kathy Partlow

As part of the April 27, 2022 NORDP Awards session, NORDP Fellow Jan Abramson presented the 2022 NORDP Leadership Award with heartfelt emotion to her peer, colleague and friend — Kathy Partlow. The NORDP Leadership Award “honors a member, a group of members or team, an RD unit, or an organization that demonstrates exceptional leadership and/or a deep commitment to volunteerism in ways that advance the profession or field of RD.”

Jan began her recognition of Kathy with a quote from Peter Strople, former director of Dell Computer Corporation — “Legacy is not leaving something for people, it’s leaving something in people. The legacy of leadership begins at the first moment of impact.” Jan’s moment of impact with Kathy began when they worked together on the Mentoring Committee. Whether we know it or not, our NORDP experiences have been touched in some way by Kathy’s quiet, behind-the-scenes leadership. 

Jess Brassard from the Communications Working Group interviewed Kathy about her take on leadership. 

Who: Kathy Parlow

Where: Remote-working from Oklahoma. Note: Kathy participated in this interview in her personal capacity. 

Number of years in research development: 10

Length of NORDP membership: 10

What is leadership to you? 

KP: Formally, I am a co-chair of the Mentoring Committee and the lead for the Evaluation & Innovation team. Broadly, I believe leadership is noticing that one is in a position to to bring others up. This can happen from any title or position. Leadership also means having a big-picture, strategic mindset to guide a group of people toward the group’s mission.

How did you learn or develop your style of leadership? 

KP: My style of leadership is focused on others. I use the unit’s mission as a meter. My contributions started small and really grew as I became passionate about mentoring. Along the way, other leaders mentored me and helped me “settle in” to the style that best suits me. I was very much mentored into my servant leadership style.

How does your membership in NORDP develop your leadership style? 

KP: I came to a point in my career where there was no pathway to leadership in my job and had a mentor that encouraged me to think more broadly about where I could gain leadership experience. I chose to develop my leadership capabilities outside my “day job” through volunteering and community service. 

What relationships have you built as a result of NORDP, and how have these relationships influenced your work? 

KP: I have connected to amazing colleagues and formed lasting friendships through mentee/mentor relationships and volunteer activities. Their guidance is infused through my work and career journey. I learned to be active and intentional about building relationships. Within the Mentoring Committee, I take it to heart. It’s the foundation of everything the Mentoring Committee does. 

What do you wish you would have known when you began your leadership journey within NORDP? 

KP: I wish I would have known earlier that leadership is a gentle pathway. It doesn’t need to be a switch that is flipped. I eased into the time commitment. The “rising co-chair model” of the Mentoring Committee and other NORDP committees helps with transitions. I appreciate the co-leadership and support this model enables. 

What have you found most rewarding, and most challenging, about leading within NORDP? In your CAREER? 

KP: As far as the most challenging — the Mentoring Committee leadership team saw the need to adapt to a growing NORDP. That meant large initiatives were needed to adapt and diversify the resources for mentoring (e.g. peer mentoring groups (PMGs) and implementing Wisdom Share mentoring software ). The reward from this hard work has been the feasibility of supporting record-breaking numbers of NORDP Mentoring Program participants. . 

By far, the most rewarding part of NORDP is the people. I love to recognize and celebrate with NORDP volunteers in these accomplishments (and all the mini-milestones throughout). 

What advice do you have for others within NORDP who are looking to develop as leaders? 

KP: My advice is to choose a measured path. Most NORDP leadership roles allow you to ease into them. Make small contributions at first. Share your time and skills in areas that interest you. Find reward in the volunteer work.