NORDP 2024 Rising Star Awardee – Elizabeth Lathrop

The NORDP Rising Star Award recognizes individuals for their outstanding, early volunteer contributions to NORDP and strong potential for future contributions to the organization and the profession or the field.

Who: Elizabeth Lathrop, PhD

Where: University of Maryland

Number of years in research development: 9 years (started unofficially ~2016)

Length of NORDP membership: 7 years since 2018

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

Mentoring committee definitely! After being a new NORDP member for a year, I picked the NORDP Mentoring Committee to get involved because I identify with the values of this committee of #Payitforward. I started as a trainee in the Mentoring Training workshop and then volunteered on various MC subcommittees which led to becoming one of the Co-Chairs. I feel very privileged to continue the work others had laid the ground work for in the past years. It takes continuous time investment and thoughtfulness to improve the various mentoring services that are available to all NORDP members. I believe my participation in the committee makes a difference in the contributions of the Mentoring Committee toward the overall success of NORDP.

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

As part of my professional development, my boss (the Engineering Associate Dean of Research at University of Maryland) suggested that I join when first hired in my current research development position. That was in 2018. I gave myself one year to get oriented to the NORDP organization and very soon realized the grounding value of NORDP is in the relationships.

Like many other research professionals, I held various other roles wearing many hats before.

In my attempt to identify my responsibilities in an “office of one”, I learned that I must define boundaries and identify ways to collaborate with others to maximize impacts. I have learned these practices from my NORDP colleagues.

What relationships have you built as a result of NORDP?

Photo Credit Mentoring Committee Co-Chair Hilda McMakin

Network, Network, and Network! Networking with a range of research professionals provides me the opportunities to improve my own skillset through collaboration and listening. Through the Mentoring Committee, I have developed trusting relationships with many NORDP colleagues through our committee work (I love the photo taken at the 2024 NORDP Conference at Bellevue, WA this year) as well as through my participation in the mentoring program as a mentor/mentee. They have taught me the essence of the Can-Do mindset by learning through doing, which continues to guide the work I do for NORDP and at the University of Maryland. Most importantly, I consider many of them friends with whom I identify with a sense of belonging, something I treasure immensely.  

Describe how NORDP has changed from when you initially joined

The expansion of the NORDP community is evidenced by a rapid increase in member participation in the Mentoring Program since its inception in 2012 (see the mentoring program evolution figure below). Along the way, the Mentoring Committee has continued to find new ways to provide resources and support for our growing member base. With the strong support of the NORDP Board, the Mentoring Committee implemented the Wisdom Share software in 2021 to try to streamline the matching process; in 2022, we subsequently adopted the new 1:3 Mentor:Mentees Cohort mentoring to address the need for more research development mentors. Even though I only joined NORDP since 2018, I have personally benefited from all of these improvements. I would like to give a big shoutout to everyone for their generosity and enthusiasm for sharing and volunteering.

Figure Credits: Mentoring Committee Past Co-chair Kathy Partlow (l) and Mentoring Committee Market & Communication subcommittee (McMc) team member Jessica Brassard (r)

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

Just do it and learn by doing!

Don’t be afraid to take a risk and gets your hands wet. No matter how we think we are prepared or not prepared, the only way to make an impact is by doing. Even though the process could be at times challenging and perhaps with occasional frustration, I think you would also be surprised by how rewarding it feels when accomplishments are completed as well as the camaraderie along the way. I can personally attest to the experience; it is worth it.

It takes a Village to build the NORDP Community and beyond!

Webinar Recap: Advancing DEI in Research Development

By Riley McIsaac and Faina Thompson, Committee on Inclusive Excellence

In June 2024, NORDP’s Committee on Inclusive Excellence and Professional Development Committee co-hosted a webinar titled “Individuals to Institutions: Multilevel Integration of DEI in RD.” This presentation featured a panel made up of staff from Stanford University School of Medicine who generously shared their experiences and insights on how they have embedded DEI values at various levels within their institution. The following is an overview of what was discussed and the key takeaways for RD professionals.

Panelists: 

  • Dr. Justin Crest, Associate Director of Team Science, Pediatrics, Stanford School of Medicine
  • Dr. Adrienne Mueller, Associate Director of Education and Outreach, Stanford Cardiovascular Institute
  • Dr. Amber Moore, Associate Director of Research Development and Belonging, Grant Writing Academy, Stanford School of Medicine
  • Dr. Brandi Stephens, Research Development Strategist, Division of Cardiovascular Medicine;  Justice, Equity, Diversity & Inclusion (JEDI) Co-officer, Stanford School of Medicine

Introduction and Moderator Overview:

The webinar was moderated by Dr. Shaila Kotadia, Director of Justice Equity, Diversity, and Inclusion (JEDI) at Stanford School of Medicine. Dr. Kotadia began by highlighting the importance of integrating DEI into RD activities and framed the discussion around the collective experiences and efforts at Stanford. She provided an overview of her role and the DEI initiatives undertaken by her office, emphasizing the need for collaboration and continuous improvement in fostering an inclusive environment.

Panel Insights:

1. Integrating DEI into Team Science – Dr. Justin Crest:

Dr. Justin Crest, Associate Director of Team Science at Stanford School of Medicine, shared his approach to incorporating DEI within team science projects in the Department of Pediatrics. He underscored the necessity of engaging teams early in order to proactively shape their culture. Dr. Crest highlighted strategies such as promoting equitable shared agreements, advocating for minoritized researchers, and leveraging large, complex grants to create more mentorship and leadership opportunities. He emphasized that through fostering inclusive research teams, visibility and support for underrepresented researchers can be significantly enhanced.

 2. Supporting Underrepresented Trainees – Dr. Adrienne Mueller:

Dr. Adrienne Mueller, Associate Director of Education and Outreach at the Stanford Cardiovascular Institute, discussed various grant mechanisms aimed at supporting trainees from underrepresented backgrounds. They detailed the use of NIH R25, T32, and other foundation awards specifically designed to provide research opportunities for these trainees. In addition to financial support, Dr. Mueller emphasized the importance of offering travel awards, recognition programs, and mentorship to create more opportunities that support minoritized trainees.

3. Creating Inclusive Learning Communities – Dr. Amber Moore:

Dr. Amber Moore, Associate Director of Research Development and Belonging at the Grant Writing Academy, shared her vision of creating inclusive learning communities. She discussed the importance of first co-creating a vision, mission, and guiding principles as a team. This vision centers joy and belonging in grant writing and research development pursuits,  by creating inclusive learning communities and accessible resources for emerging scientists and faculty. This vision allows the team to be accountable to one another and informs strategy: from the type of resources and programming created and the way they are delivered, the questions asked in surveys, research questions, papers published, and the collaborations formed.This foundational work ensures that DEI is at the core of their operations. Dr. Moore stressed the importance of aligning personal and professional values with DEI goals and encouraged RD professionals to collaborate and seek feedback from DEI offices and pipeline programs.

 4. Institutional-Level DEI Efforts – Dr. Brandi Stephens:

Dr. Brandi Stephens, Research Development Strategist and JEDI Co-officer, highlighted the broader institutional efforts to integrate DEI within Stanford’s RD Community of Practice. She described various initiatives, including diversity-focused grant writing workshops, invited speaker events, volunteer opportunities for research development professionals, and a dedicated DEI book club. Dr. Stephens emphasized the role of cross-departmental representation in DEI efforts and the value of creating an inclusive research development community that spans the entire institution.

 Interactive Q&A and Shared Experiences:

The session concluded with an interactive Q&A segment, where participants engaged with the panelists to address common challenges and share best practices. A notable discussion point was the issue of reviewer bias in grant evaluations. Dr. Justin Crest and Dr. Adrienne Mueller provided practical advice on navigating these biases, emphasizing the importance of communicating with program officers and leveraging data to support DEI initiatives.

 Conclusion and Takeaways:

The webinar highlighted the multifaceted approach to integrating DEI at individual, departmental, and institutional levels. Key takeaways for NORDP members include:

  • Engaging research teams early to foster inclusive cultures.
  • Advocating for underrepresented researchers and leveraging administrative supplements.
  • Creating inclusive learning communities through clear mission and vision statements, accountability, and strategic collaboration.
  • Coordinating DEI efforts across departments to ensure broad representation and impact.

 Join the Conversation: We encourage NORDP members to share their thoughts and future action plans for integrating DEI into their RD practices. A collaborative Google Doc has been created to foster ongoing inspiration and support. Together, we can build a more inclusive and equitable research development community.

Acknowledgment: This blog post was crafted with the assistance of AI technology. AI tools were used to summarize the webinar content and compile detailed insights from each speaker, ensuring accuracy and coherence in the representation of the event.

Announcing the new Faculty Development Peer Mentoring Group (PMG)

By Matthew Schwartz (UMass Chan Medical School) 

I am thrilled to announce the launch of a new NORDP Faculty Development Peer Mentoring Group (PMG). This new PMG is designed to support NORDP members who are dedicated to enhancing faculty research success through holistic professional development programming. This new PMG provides a platform for RD professionals to discuss, share resources, and offer feedback on the design, development, implementation, facilitation, and evaluation of faculty development workshops and other programming.

Faculty development is a critical aspect of research success, as it equips faculty with the skills, knowledge, and support they need to excel in their research careers. RD professionals play a key role in designing and delivering these programs, which can include everything from workshops on grant writing and research team management to training in leadership, mentoring, addressing conflict, and fostering wellbeing.

Using the peer mentoring model, the Faculty Development PMG’s goals are to:
  • Create a collaborative space where RD professionals can exchange ideas and resources related to faculty development programming.
  • Enhance the quality and impact of faculty development programs by sharing best practices and evidence-based approaches.
  • Provide feedback and support for RD professionals who are responsible for faculty development initiatives at their institutions.
  • Foster a community of practice focused on improving faculty research success through effective professional development.

The Faculty Development PMG is for any NORDP members who are involved in or interested in the creation, facilitation, and evaluation of faculty development programs. We invite all NORDP members to join the Faculty Development PMG and contribute to this exciting new initiative. Whether you are an experienced RD professional or new to the field, your insights and experiences are valuable. Whether you are looking to refine existing programs or develop new initiatives, this PMG offers a valuable opportunity to learn from and collaborate with your peers.

NORDP Members can view and join PMGs via the WisdomShare Platform and / or you can email Matthew Schwartz to learn more about and get involved with the new Faculty Development PMG.

NORDP Members interested in learning more about all seven active PMGs can join the 2024-2025 Peer Mentoring Group Kickoff on Tuesday, September 24, 2024 from 1:00 – 2:00 PM Eastern.

Register for the PMG Kickoff here!
The following seven PMGs are currently active:
  • Career & Professional Development: exploring how to become more efficient and effective in our roles    
  • Coaching & RD: developing and implementing coaching as part of the research development (RD) skillset
  • Collaboration & Team Science: building collaborations and interdisciplinary research programs
  • Faculty Development: supporting RD professionals who perform faculty development through programming and workshops
  • Leadership & Management: leading in both official and unofficial capacities
  • Proposal Development & Project Management for Research: Supporting proposal development for faculty grant seeking and leveraging project management tools and methodologies to enhance efficiency and success in securing extramural funding
  • Strategic Planning & Advancement: guiding policy and planning for enhanced research and scholarship

Join the new Proposal Development & Project Management for Research Peer Mentoring Group (PMG) at NORDP

PMG Co-conveners: 
Sonya Craig, New York University Langone Medical Center
Anna Ortynska, University of Kentucky
Denise Wright, Emory University

We are excited to introduce a new theme to our Proposal Development Peer Mentoring Group (PMG) at NORDP— Project Management.  This addition is designed to meet the professional needs of project managers, fostering collaboration and knowledge-sharing within the research development (RD) community.

At the heart of our Proposal Development & Project Management for Research (PD&PM) PMG is the goal to build a robust community of RD professionals focused on advancing their capabilities through collaboration and shared experiences. This group serves as a dynamic platform for discussing challenges, exchanging best practices, and discovering innovative management and RD strategies.

Members of the PMG can look forward to the following engaging activities: 

Virtual Meetups – regular sessions to discuss current challenges, share success stories, and explore effective proposal development and project management tools. These meetups offer a forum for real-time interaction and support among peers. Meeting topics will be shared in advance, so that you can attend the sessions that are of most interest to you. 

Resource Sharing – allows participants access to a collective repository of tools, templates, and case studies. These resources are intended to enhance practical knowledge and application, equipping members with the materials needed to succeed.

The PD&PM PMG represents an exciting new avenue for professional growth and community building within NORDP. By joining, you’ll be stepping into a collaborative environment where every member plays a pivotal role in shaping the future of project management in research development while learning about best practices of proposal development. This initiative is not just about managing projects—it’s about building leaders and forging a path to greater effectiveness and impact in the research community.

If you’re a NORDP member passionate about project management and/or proposal development and willing to contribute to a community of like-minded professionals, this PMG is for you. 

Join us in this journey of growth and collaboration!   We invite you to join us to learn more by attending the upcoming PMG Kickoff on Sept 24 — registration is now open.

2024-5 Peer Mentoring Group Kickoff

When: Tuesday, September 24, 2024, 1:00 – 2:00 pm Eastern

Who: Any NORDP members who are interested in learning more about Peer Mentoring Groups (PMGs).

What: The NORDP Mentoring Committee’s Peer Mentoring Groups (PMGs) provide an ideal platform for NORDP colleagues to share ideas and learn from each other. 

Registration:  Register for the PMG Kickoff here to get the zoom link!! 

The June 2024 Career Stories featured Jan Abramson, MS, retired from the University of Utah.

Written by: Roshni Singh, Career Stories team

An exceptional Journey from Student Services to Research Development Professional and into Retirement

Jan and Izzie, her Certified Therapy Dog

She often says “she was doing RD, before RD was a thing.” Jan Abramson, a retired RD professional and Emeritus member of NORDP has had an exceptional professional journey. After receiving her master’s degree in Higher Education Administration from the University of Central Missouri, Jan worked in student leadership and development in England and the US. She arrived at the University of Utah (UofU) in 1995, with a goal of volunteering at the opening and closing ceremonies of the 2002 Winter Olympics. Goal achieved! as Company Manager for UofU’s Children’s Dance Theatre.

Following the Olympics, Jan took a foray into the nonprofit community, working primarily with arts organizations in various roles: grant writer, development director, volunteer coordinator, trainer, and interim Executive Director. Those experiences enhanced a skill set that allowed for a seamless transition to RD professional.

Returning to UofU in 2005, she began doing research development work in the Health Sciences, where she stayed, in various roles until retirement in 2020. Jan was introduced to NORDP in 2011 and became an active member, contributing her time, talents, skills, and knowledge to the NORDP community. As she says, “through NORDP, I found a professional home, which has helped me grow.” During her time with NORDP, she was primarily involved with the Mentoring Committee, served on the Board of Directors, and co-chaired the 2019 conference in Providence, RI. She is an Emeritus member, was recognized as a Charter Fellow in 2020, and received one of the two inaugural Mentoring Awards in 2022. She built life-long relationships with NORDP colleagues and works to build, nurture, and sustain those relationships.

COVID offered a chance for early retirement. Reflecting on retirement, Jan is convinced that one’s impact weaves throughout their life, touching others in ways we may not even know. The legacy of who we are and what we do is passed on and continues in ways we may not be aware of. Retirement offers new ways to #payitforward. Now, Jan volunteers in the community several times a week with her dog Izzie, for Intermountain Therapy Animals, spreading smiles in hospitals, schools, the airport, and other public places. She also volunteers for Salt Lake County Arts and Culture to get her arts fix.

Jan’s message to everyone is to network, take initiatives, and get involved in NORDP. There are so many ways to participate; reach out where you are interested, make time to engage with other RD professionals, and invite others in. Celebrate the good things about yourself and reflect on your impact and legacy.

For the author, Roshni Singh, Jan has been an inspirational woman and a great mentor. Roshni looks up to her and hopes to continue her professional relationship with her as there is so much to learn from her and learn to foster relationships like Jan does.

Jan would love to answer any questions you have, so please feel free to email her at janabramson.slc@gmail.com.

The link to the interview to Jan’s full Career Stories by the NORDP LEAD Career Stories team will be posted when available.

NORDP 2024 Volunteer of the Year Award

The NORDP Volunteer of the Year Award celebrates a NORDP member who has made an exceptional volunteer contribution to the organization during the past 12 months, recognizing them for going beyond what may be reasonably expected with respect to volunteer duties and responsibilities. 

Who: Elizabeth Festa, Managing Director of Grants and Fellowships, Research Universities Practice 

Where:  McAllister & Quinn

Number of years in research development: 8-10 years

Length of NORDP membership: 5 years

What initiative are you the most proud of in your role as a NORDP volunteer? I oversee the Liaison Program for NORDP’s Strategic Alliances Committee (SAC). In that role, I’m most proud of writing reports from SAC liaisons who exchange information between NORDP and the many organizations in the global research enterprise. Over a dozen Liaison Reports can be found in the NORDP News blog, which is easily accessed from NORDP’s main webpage.

Over the last couple of years, I’ve had the pleasure of interviewing SAC liaisons with:

  • Advancing Research in Science (ARIS)
  • Alliance for Hispanic Serving Institution Educators (AHSIE)
  • Canadian Association of Research Administrators (CARA)
  • Colleges of Liberal Arts Sponsored Programs (CLASP)
  • International Network of Research and Management Societies (INORMS)
  • Network of Academic Corporate Relations Officers (NACRO)

NORDP currently has approximately 20 liaison partners, all of which offer significant opportunities for collaboration with NORDP. This delivers great value to NORDP’s members, their institutions, and NORDP as a whole.

How did you hear about NORDP and what made you join initially? Before beginning my position at McAllister and Quinn, I worked at Rice University for 17 years.  I initially served as a faculty lecturer and as associate director of a campus-wide Academic Affairs program for writing and communication. In those roles, I supported graduate and undergraduate students across all schools of study in multi-modal academic communication and advised faculty on how best to teach and assess skills in research writing and presentation. I became interested in research development while I was working in this program. In 2014, I served as a reviewer for the Fulbright-National Geographic Digital Storytelling fellowship.  Shortly after, I began coaching doctoral students applying for federal grants, such as the NSF GRFP, NSTRF, and NDSEG. As I pursued a career in research development, Dr. Phyllis McBride, who was director of  Rice’s Office of Research Development Services, suggested I get involved in NORDP. In fact, I ended up joining NORDP even before I had a full-time position in RD,

I was drawn to RD because of the competitiveness of the grant world. Early in my post-graduate career, I went on the academic job market and received a tenure-track offer.  Ultimately, I decided not to pursue that opportunity. That was a major turning point in my career, as I wasn’t sure what my next step should be.  I realized though, that I wanted to stay in touch with the research world.   In my current job, I get to meet faculty across a range of institutions and disciplines and to learn about their research.   I love the dynamism and forward-oriented genre of the proposal. There is an excitement in developing a strong plan that leverages resources, anticipates and mitigates risk, and imagines potential outcomes and impacts of research.    

What relationships have you built as a result of NORDP? My involvement in NORDP has resulted in extremely close working relationships and friendships that I truly treasure. Many of my NORDP colleagues are senior to me, and I’ve benefitted from their mentorship. As just one example, with their input, I’ve focused on how to run a more effective meeting. Watching leaders like Karen Eck, Kim Patten, Sharon Pound, Jessica Venable, Faye Farmer, Peggy Sundermeyer, Jess Brassard, and others has taught me so much, whether it be focusing on my career path or learning how to use communications tools.

Describe how NORDP has changed from when you initially joined. I’ve witnessed the tremendous growth of NORDP, with our membership reaching 1,400 and over 700 attendees at the annual conference. During my time on the Membership Services Committee (MSC), we approved three new affinity groups. Within the Strategic Alliances Committee (SAC), we have also approved several new liaisons over the last two years.  This is an exciting time for NORDP, with new challenges and opportunities as we expand our membership and external networks.  

Of particular note, our 2024 membership survey and RD certification and credentialing surveys revealed the diverse roles and institutions in which RD members are serving, and raised questions about how we define the field of research development.    Additionally, I’ve seen a shift to RD professionals working more in hybrid and remote roles. MSC’s upcoming salary survey which will launch in the spring of 2025 is sure to give us new insights into the career choices and career paths of our membership.

One other evolution in membership was revealed at the new member breakfast at this year’s conference. There seems to be a heightened interest in NORDP as a professional development venue, with new training provided virtually to entire RD offices at member locations and targeted programs for both entry-level and advanced RD professionals.

What recommendations do you have for members to get more involved with NORDP? I can encourage others to follow some of the steps I’ve taken to get engaged in NORDP. First, attend your regional group and find  affinity groups that match your interests. Second, attend the annual conference and join in on the activities like networking dinners and the poster session. Third, join NORDP Groups (these replaced Circles); these are great virtual spaces for  collaboration. Fourth, attend the annual Committee Round Robin online event. Finally, utilize LinkedIn to connect to NORDP members and don’t be afraid to connect to or follow leaders whose work inspires you. NORDP is one of the most welcoming professional organizations I have been a part of, and I am invested in helping others find their place in our community.  

The May 2024 Career Stories featured Dr. Toyin Babarinde, the inaugural Executive Director of the Office of Strategic Research Development (OSRD) at the University of Texas Medical Branch

Written by: Roshni Singh, Career Stories team 

She Knew What She Wanted Even Before She Knew What to Call the Job

Dr. Toyin Babarinde

Meet Dr. Toyin Babarinde, whose persistence and creativity led to her dream role in RD and her exciting position as the inaugural Executive Director of the recently established Office of Strategic Research Development (OSRD) at the University of Texas Medical Branch (UTMB). After obtaining her PhD and two years of post-doctoral training, Dr. Toyin knew she did not want to continue bench research. With a deep passion for advancing science and research, she wasn’t sure what path to take and unaware of the exciting career of RD, she began searching for jobs using words like ‘research planning’, or ‘research organization’. After numerous Google searches, she started seeing positions that described her areas of interest and from there, she identified individuals with similar job titles. After several informational meetings and applying for countless jobs, she ended up as a consultant. However, she soon realized that a position in academia was more her style, so she kept applying for jobs and eventually received her first “official” RD position at The University of Texas, MD Anderson Cancer Center (MD Anderson). 

Before joining UTMB, Toyin was the Associate Director of Research Planning and Development at MD Anderson. During her time at MD Anderson, she collaborated with faculty and staff across the institution and the Texas Medical Center developing large multidisciplinary research initiatives, identifying targeted funding opportunities, and assisting in the development and submission of research funding applications. While in this position, she sought opportunities to deliver A+++ service to all stakeholders. Back then, Toyin operated more linearly in thought, and as she contemplated her next growth opportunity, she began looking for director-level positions. When those opportunities did not materialize as she had hoped, she unexpectedly heard from not one, but two executive-level positions. She was reluctant at first to pursue either position because she was unsure, she could “skip a step on her career ladder.” However, she experienced an aha moment, when she asked herself, “who told you Toyin, that you can’t skip a step on the ladder.” In that moment, she realized that life doesn’t have to progress linearly. This aha moment motivated her to pursue the Executive Director position and ultimately led her to become the inaugural Executive Director at UTMB. 

Throughout her career, Dr. Toyin understood that she had to advocate for herself and find creative ways to communicate her value. She is passionate about what she does and believes that the skills she uses in RD come naturally to her and align with her values, which are satisfying, feed her soul, and inspire her to pursue RD opportunities. Guided by her faith, she is able to keep her purpose in mind and operates with conviction. Dr. Toyin consistently strives for excellence, and she wants people to look back and say, “This research program has grown in depth and breadth because you were here,” as one of the chairs she worked with did once. This is the legacy she aspires to leave at every research organization she touches. 

One of her RD pro-tips is to ‘develop and apply effective project management skills’, which are essential in every position. A second pro-tip would be to “invest in yourself and take the time to grow yourself, whether through employer-provided resources or on your own.”  

Dr. Toyin is actively involved in NORDP and encourages everyone to network, which has helped her in her profession. As well, she wants to remind everyone that it’s okay to operate less linearly and embrace the dynamic possibilities that life has to offer. 

Outside of her career, Dr. Toyin is active in her community, where she organizes STEM summer programs for children, volunteers with the Adventurer and Pathfinder youth clubs, and serves on the parent-teacher organization board of her children’s school. These community engagements bring her joy and valuable lessons that she uses in all aspects of her life. 

Toyin would love to answer any questions you have for her, so please feel free to email her at tababari@utmb.edu

The link to the interview to Toyin’s full Career Stories by the NORDP LEAD Career Stories team will be posted when available. 

The April 2024 Career Stories featured Dr. Don Takehara, Director for Research, Grainger College of Engineering at the University of Illinois Urbana-Champaign 

Written by: Roshni Singh, Career Stories team

From a Chemical Engineering Researcher to Research Development 

Dr. Don Takehara

“Discover your passion, discover your purpose, and go with it!” and this is exactly what he did. Meet Dr. Don Takehara, a former research chemical engineer at Dow Chemical whose passion and purpose led him to the world of Research Development. 

Don Takehara, PhD is the Director for Research, at the University of Illinois Urbana-Champaign Grainger College of Engineering. Before joining Research Development, Don was an R&D chemical engineer at Dow Chemical (16 years) and Professor and Director of the Center for Research & Innovation at Taylor University (9 years). He uses this background, his experience as a certified coach, and 9 years at the University of Illinois to support engineering faculty and teams as they grow their research portfolios. Career and leadership coaching/training, as well as team science training, are current areas of focus for Don.

Don’s life purpose and mission are to be a catalyst for people to go from surviving to thriving and bringing people together to do the unimaginable. As a certified coach, which he thoroughly enjoys, he coaches faculty on career and leadership development and helps them deepen their understanding regarding a decision, a struggle, the future, etc. — allowing them to confidently move forward. Don believes that this “no advice” coaching is helpful for everyone and implementing being more “coach-like” within academia (in mentoring and everyday life) would be transformational. 

Don’s key to a successful career is understanding his life purpose and bringing that into career decisions, building relationships with others, and getting involved when opportunities line up with this overarching purpose. He strongly believes that God has opened up doors including being “at the right place at the right time” — an example being when his Associate Dean offered training to be a certified coach. 

Don advises his colleagues to understand their 4-8 top core values by evaluating mountain top moments in life and reflecting on “what made them so special.” Continuously being conscious of core values and using them for life decisions can have a huge impact, resulting in unexpected impact and legacy as evidenced by surprising words of appreciation — “You never know the ripple effects of what you do, and who you engage with — #PayItForward.” When asked about RD pro-tip or hack, Don passionately answered that “Research involves people; remember that there are emotions around the process of RD and find joy in helping people with their research.”

Don is on the Strategic Alliance Committee and the liaison to NACRO (Network for Academic Corporate Relations Officers) where he is working on a “grassroots” approach where Corporate Relations and RD folks work together to support the NSF Engines program. Don highly endorses NORDP as a place he fits in. Don is a NORDP Consultant, helped start the Coaching and RD Peer Mentoring Group (PMG), participates in the Collaboration and Team Science PMG, and with the iKNOW (Immigrant Knowledge and Wisdom) Affinity Group. He is also a consultant for the AtKisson Training Group. 

As someone close to retirement, these opportunities will help shape Don’s retirement plan including continuing to be involved with RD and helping people move from surviving to thriving.

Don would love to answer any questions you have, so please feel free to email him at dtakehar@illinois.edu

The link to the interview to Don’s full Career Stories by the NORDP LEAD Career Stories team will be posted when available.

An Exciting Start to the 2024-2025 Mentoring Program

Contributors: Mentoring Committee Marketing and Communication (McMc) Team

The summer always serves as an exciting beginning to the mentoring year. The typical cycle for the NORDP mentoring year runs from July to June for the mentoring dyad and mentoring cohort participants. The Mentoring Committee, specifically the Match Team and the Mentoring Leadership Team, work in May and June to make adjustments to the WisdomShare platform (more on that in a moment), prepare the application window, and make the matches and verify that good matches are being made. 

On June 25, the Mentoring Committee sponsored the 2024 Mentor Program Orientation, introducing this year’s participants to the program and featuring one of the 2024 NORDP Mentoring Award recipients, Paula Carney. Breakouts based on participant’s role as a mentor or a mentee either in a dyad or a cohort, allowed everyone to learn more about what to expect in the year to come. 

WisdomShare is a tool that NORDP has purchased to easily and effectively match mentors and mentees. The tool can match individuals or groups based on several criteria such as job level, years in the RD field, preference for dyad or cohort format, and other matching preferences. WisdomShare’s algorithm scores matches, but the Match Team and other mentoring committee volunteers still go through each dyad and cohort with an eye on the human element to make sure the best matches are made. 

Using this year’s WisdomShare mentor- and mentee-profiles, the Match Team spent approximately 11 hours to process and finalize the matching. Overall, we have 197 NORDP members participating in this year’s Mentor Program. We matched 91 unique matches — 57 dyad pairs and 34 cohort groups, a slight increase compared to 56 dyad pairs and 31 cohort groups in 2023. The Mentoring Committee is especially excited for another year of mentoring cohorts after two successful years. Mentoring cohorts match three mentees to one mentor and they lead peer-mentoring discussions throughout the year. Many thanks to the 73 brave individuals who volunteered to be a Mentor either in a dyad or cohort this year!

Advice for new mentors and mentees (matched participants):

  • Use the WisdomShare “Learning” tab to help you figure out where to begin.
  • Log into WisdomShare for your mentor/mentee’s contact information, messaging, and for a suggested milestones list.
  • Go to the WisdomShare Dashboard to find active Cohort and Peer Mentoring Groups (PMGs) and to join the PMGs you are interested in.
  • If your mentor/mentee has not reached out to you yet, be the first to contact them! There is no right or wrong way to connect to RD peers.
  • Look out for future McHuddles – informal gatherings hosted by NORDP Mentoring Committee facilitators and an opportunity to share ideas, ask questions, and collectively learn from other mentees/mentors in breakout sessions.
  • Contact the Mentoring Committee (mentorprogram@nordp.org) if you have any questions, concerns, or suggestions.

The McMc team is always looking for mentoring dyads and cohorts to profile in a blog post. If you were part of a 2023-24 mentoring dyads and cohorts and are willing to share your experience, contact the McMc team through mentorprogram@nordp.org. 

Get to Know a NORDP Committee: New Opportunities for Research Development (NORD) Committee

Written by Erica Pitre and Karen Fletcher

The New Opportunities for Research Development Committee fosters the strategic development of the field and study of Research Development (RD). The Committee puts out an annual call for NORD / InfoReady Research Development grants, publishes concept papers on RD, and is home to the Research Development Review: The NORDP Journal.

The NORD Committee is led by a proactive team of co-chairs:

  • Karen Fletcher, MBA
    Director, Grants Resources & Services at Appalachian State University
  • Erica Pitre
    Director of Research Development, Emory University

Key NORD Initiatives

NORD / InfoReady Grants

To enhance the skills of Research Development professionals, broaden recognition and understanding of Research Development activities, and deepen Research Development’s impact on the scientific enterprise, NORDP, in partnership with InfoReady, supports research that defines and standardizes the terms used to identify skills and practices, as well as metrics that allow us to measure both activities and their outcomes. Applications for 2024 NORD / InfoReady Research Grants in Research Development are being accepted until Jul 24, 2024.

NORD Publications

NORD welcomes NORDP members and collaborators to write concept papers on specific topics on Research Development as a field, highlighting its role and importance in supporting knowledge creation and mobilization activities in contexts where external funding is sought. Articles are published on the NORDP website and available to members and the public each year through the NORD Committee. Each piece is peer reviewed by select NORD committee members. NORDP publications contribute to knowledge that supports and enhances the work of research development professionals.

Research Development Review: The NORDP Journal

With a tentative launch in Fall 2024, Research Development Review: The NORDP Journal, will serve as the scholarly journal for Research Development Professionals. The NORDP Journal will publish a wide range of topics intended to advance the global capacity for and impact of research development. The Journal will provide a much-needed virtual presence that supports and enhances the work of research development professionals and their partners in firmly establishing Research Development as a field of research and practice.

Contact the editorial board of the Research Development Review: The NORDP Journal at RDRjournal@nordp.org for questions about the journal.

Volunteer Opportunities

There are various opportunities to participate in the NORD Committee. The Committee meets every other month via Zoom to discuss ways to support current research development topics that are or will affect the field. Beyond meeting attendance, working group opportunities for committee members to provide service can include:

NORD / InfoReady Grants:  service as a grant reviewer;  management of internal competitions and/or awards;  reporting of outcomes

NORD Publications: review of submissions;  document design of final articles; soliciting authors for publications;  suggesting topics for calls for publication

Research Development Review: The NORDP Journal:  the Editor-in-chief attends the NORD meetings to keep the membership up to date; opportunities may exist to support the Journal, as needed

You might enjoy serving on this committee if: you are interested in contributing to growing the conversation around the field of RD. Skills you can enhance include learning about and using the InfoReady platform to administer the NORD / InfoReady grant competition, facilitating a review process, and/or organizing panel discussions.

How to get involved: 

As of May 2024, the efforts of the NORD Committee are facilitated by the committee co-chairs:

Please contact either one of the co-chairs to get involved.