Have you are a New PI and recently thought: "This isn’t the dream I thought it would be." Been there, done that! And you have it way harder right now. But you don't have to do it alone! 📅 Oct 3, 1:00 pm ET From New PI to Tenure: 3 Moves to Launch a Research Program That Survives 🔗 below

If you are a new PI, I hope you will join me. And if you know someone who just started their lab, please share this with them. 👉 leadership.stefanierobel.com/newpi-oct25

That is why I am offering a free session on Oct 3 at 1:00 pm ET: From New PI to Tenure: 3 Moves to Launch a Research Program That Survives. It is not about working harder. It is about building stability in a system that feels shaky.

🔬 New PIs: this one’s for you. When I started my lab 10 years ago, I thought I knew what I was getting into. I had the training, the passion, the drive. But the reality hit harder than I expected.

New PIs landed their “dream jobs”... in what may be the hardest season for research leadership in decades. Funding slashed. Hiring frozen. Morale low. Expectations unchanged. You’re asked to lead your team, keep projects moving, and stay strategic. All on 50% of what we had last year.

This workshop is not here to sugarcoat. We’re here to equip you with what actually works when money is tight, stakes are high, and you still want to build something meaningful. You’ll walk away with: – A plan for doing more with less – Tools to keep your team moving – Tactics to stretch your startup

But more than tools, we want to offer what saved my week last week: 💬 Community. When the political noise got loud, when decisions changed by the hour, what steadied me wasn’t a new productivity hack. It was a call with my “academic superwomen” crew. Support. Perspective. Clarity.

That’s what we want this session to be for you. A moment to stop spinning. To zoom out. To hear from others who get it. To know you’re not alone. And to leave with a plan. Join us Monday, Aug 11, 10am–2pm ET. Just reply or DM “I’m in”—we’ll send the details. Hope to see you there.

This Monday, we’re running a special edition of our New PI Success Workshop. Not the usual one. A version built for this moment. 🗓 Aug 11, 10am–2pm ET Free + Live Just hit reply and say “I’m in.” Here’s why we’re doing this now 👇

You can’t lead if you’re constantly reacting. What helps you shift from reactive to intentional?

Pausing isn’t passive. It’s where the best decisions begin. When did you last give yourself permission to slow down?

Sometimes the most strategic move isn’t speeding up—it’s pausing. Leaders need time to think, reflect, and recalibrate. What would happen if you gave yourself 30 minutes to think… without an agenda?

Don’t just evaluate outcomes. Evaluate process. What’s one way your meetings could run better?

Meetings shouldn’t be the only time your team communicates. How else do you keep people aligned?

Every meeting should have a purpose—or it shouldn’t happen. What’s the last meeting you canceled (and didn’t regret)?

The quality of your meetings is a direct reflection of your leadership culture. Are they focused or chaotic? Thoughtful or reactive? How do your meetings support—or sabotage—your team’s time?

Another insightful blog post from @glia-leadership.bsky.social @academic-chatter.bsky.social #academicsky www.glia-leadership.com?p=4385&kuid=...

It’s free. It’s practical. It’s not fluff. 🗓 August 11 ⏰ 10am–2pm ET 💻 Online And it’s for you if you’re trying to figure out how to lead with clarity, stretch your budget, build a team, and not burn out in the process.

This week has been rough. Our university asked departments to cut spending to 50% of last year’s funding. Morale is low. Some of my smartest, most resilient colleagues are wondering if their research will survive. And I’m wondering how we lead through this.

So we’re doing something about it. I’m hosting a special edition of the New PI Success Workshop w/ @glia-leadership.bsky.social—specifically for folks who are starting their labs in the middle of all this uncertainty. And others who also need support. You deserve support. Not just pressure.

EQ isn’t about hiding feelings. It’s about choosing how you respond. What’s one emotional habit you’ve unlearned as a leader?

Frustration doesn’t mean you’re failing. It often means your values are rubbing against your reality. What’s the real emotion underneath your reaction?

Research shows emotions are contagious. What mood do you bring into the room?

Emotional intelligence isn’t soft. It’s strategic. Being able to name, notice, and navigate emotions is a leadership superpower. How do you practice emotional awareness in your lab?

Feedback is a two-way street. If you want your team to grow, show them you’re still growing too.

You might think you’re being clear, present, helpful. But leadership is how it’s received, not just how it’s delivered. When’s the last time you checked?

Leadership doesn’t mean having all the answers. It means being willing to ask more questions—of yourself too.

Want a smarter team? Ask better questions. One of the most powerful is: “What’s one thing I could do differently to support you better?” When’s the last time you asked your team for feedback on you?

You’re not lazy for needing rest. You’re human. And responsible for modeling it. How do you protect recovery for your team?

Busyness is not the same as impact. Where is effort being confused for effectiveness?

Over-functioning feels productive…until it doesn’t. Where are you carrying more than you should?

Working longer hours isn’t a leadership strategy. Your capacity isn’t infinite—and neither is your team’s. What’s one sign that burnout is brewing…before it breaks?

It’s not just who speaks. It’s who stays silent. Who are you unintentionally not hearing?

If no one ever pushes back, you're not hearing the full story. What’s one way to invite more truth in the room?

Psychological safety isn’t just about being “nice.” It’s about whether people feel safe to take risks, disagree, and be honest. What behaviors signal safety in your team?

People don’t bring their best ideas to spaces where it’s not safe to speak. Agile teams grow in trust-rich environments. How do you know if your lab feels safe—for everyone?

Uncertainty exposes weak systems. Where could more clarity, not more control, ease the strain?

Your team doesn’t need you to have all the answers. They need to know you’re not going anywhere. What does steadiness look like for you?

Leadership doesn’t require certainty. It requires courage. Where are you being called to lead before you feel ready?

Uncertainty is baked into academic life. Grants come and go. Data shifts. People leave. But leadership isn’t about knowing what comes next. It’s about helping your team keep moving anyway. What helps you lead through the unknown?

Feedback doesn’t need a formal meeting. It needs a culture that values reflection. What’s your team’s next small loop?

Without feedback, small problems become big ones. And big ones become crises. What small signal did you overlook this month?

No feedback = no course correction. Even silence is feedback. What are your team’s unspoken signals trying to tell you?

Leadership isn't just about what you do. It’s about what you stop doing—so others can rise. What could you release?

If “it’s faster to just do it myself” is your motto… You’ll always be doing everything. What would it take to slow down now, so you can speed up later?

Delegation doesn’t mean stepping back. It means stepping beside someone as they grow. What’s one stretch assignment you could offer?

Great leadership isn’t frantic. It’s focused. What do you need to stop doing to make space for what matters most?

You’re not micromanaging by being specific. You’re creating a shared definition of success. What does “done” mean in your lab?

Vague instructions lead to vague outcomes. Not because your team is lazy—but because your vision wasn’t clear. Where could one sentence of clarity prevent hours of confusion?