PhD Transition Report On-Demand

Here’s a quick rundown of this week’s episode…

• First, Isaiah shares why industry has more benefits than academia
• Next, Isaiah reveals how the collaborative work you will do in industry will make you successful in your career
• Finally, Isaiah explains the benefits of having explicit measures of success – something you will find in industry, but not academia

Only 2% of the population ever attempts to get a PhD – that’s because pursuing a PhD is tough.

For most PhDs, it is the most challenging thing they’ll ever do.

While the pursuit of a PhD is hard enough on its own, many PhDs are burdened with a supervisor who overworks them – or even bullies them.

A recent survey conducted by Nature found that 24% of graduate students said they’ve experienced bullying, and of those, nearly half cited their supervisor as the most frequent perpetrator.

The survey also found that 57% of grad students who had been bullied didn’t feel like they could discuss their situation for fear of the consequences.

I’m sharing these grim stats because if you’re experiencing a situation like this, I want you to know you’re not alone.

Many PhDs leave grad school feeling overworked, abused, powerless, and hopeless. They want something better, but realize something better exists outside of academia.

You don’t have to let go of your dreams just because you had a bad experience in academia.

In industry, you can still do meaningful work, and you can do it while being respected and compensated fairly.

So today, I want to talk to you about the 3 major workplace benefits in industry.

The first benefit is that you have a structured and collaborative work environment.

While academia leaves many PhDs feeling isolated and lost, industry provides the support you need to do your best work.

You’ll no longer have to wonder where your supervisor is or feel like the fate of an entire project falls on your shoulders.

In industry, people work in teams; teams that have explicit reporting structures and where each person plays a clear role.

Projects also have concrete goals. You’ll never have to wonder why you’re doing a particular project.

That’s because industry is built to avoid waste on dead-end projects.

The second workplace benefit is that there are clear measures for success in industry.

As you likely know, career advancement in academia is minimal. There’s also very little feedback in terms of career milestones and you never know where you stand in terms of your own career progress.

The gauge for success also varies widely depending on the institution.

Industry, on the other hand, uses your progress towards pre-set goals as a measure of your career progress.

These goals, expectations, and priorities are often established through a Performance Development Plan, or PDP for short.

PDPs are most often created at the beginning of the year and are revisited during mid-year and end-of-year reviews.

These plans are then used to determine your salary, your bonuses, and your chances for promotion.

As a result, in industry, you know what your goals are and what you need to do to accomplish them, making your career trajectory more steadfast and more successful in the long run.

And these are just a few of the many benefits of industry.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post 3 Workplace Benefits In Industry appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

• First, Isaiah shares how helpless he felt because he thought he needed his advisor’s support to get into industry
• Next, Isaiah reveals why industry professionals lean on company referrals, and not recommendations, when deciding who to hire
• Finally, Isaiah explains why finding a job in industry is up to you, and not your academic advisor

When it came time to find a job in industry, I felt totally alone.

The university didn’t have any resources and my academic advisor was out of touch with the real world.

Not only that, but my relationship with my advisor had completely disintegrated – to the point where he was doing everything in his power to keep me from graduating.

Towards the end of my PhD, I was in pure panic mode. I wanted out of the academic system, but I didn’t know how to do it without anyone’s help.

My advisor certainly wasn’t going to give me the positive recommendation I had hope for. The whole situation felt hopeless.

Then, I talked with a friend of mine that had recently been hired into an industry position.

When I told him about my problem, he reassured me, saying “A letter of recommendation? No one will ask for that in industry.”

This woke me up.

If you’re waiting to make the leap into industry and fear that you won’t get anywhere without the consent of some lifetime academic, think again.

While an academic letter may emphasize your ability to perform particular research duties and your publication record, an industry company wants to understand what transferable skills you have.

They want to know if you have the ability to communicate, to manage projects, to lead a team, and to solve problems.

This is why industry companies rely on employee referrals to find quality job candidates, not letters of recommendation.

Companies rely heavily on employee referrals because hiring data shows that people hired through a referral report higher job satisfaction which, in turn, leads to higher retention rates.

For those of you still unconvinced, I want you to understand that your advisor is isolated and unknown in industry.

Sure, there may be a few exceptions here and there, but the vast majority of lifetime academics do not have a network outside of academia.

Your advisor and most lifetime academics have had to focus their entire careers and lives on academia to survive the academic system.  

They’ve had no time to establish let alone maintain any kind of industry network. As such, in industry, they are unknown.

Obscure. Powerless. Ineffective.

This may sound harsh but it’s the truth and you’ll benefit from knowing it.

I remember when I first asked my advisor if he knew anyone in industry.

He looked at me as though I had three heads and said his focus is academia, not industry.

Of course, looking back, this made sense. Why would he network with people who weren’t going to help him get his next grant or publish his next paper?

Finding a job in industry is dependent on you – your ability to network with the right people and to take full ownership of your industry career.

Not what some lifetime academic thinks of you.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post You Don’t Need A Letter Of Recommendation appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

• First, Isaiah explains why you should walk into your first industry position prepared to spend time adjusting to a new environment
• Next, Isaiah discusses why onboarding is a challenge for many PhDs coming from academia
• Finally, Isaiah reveals how your academic mindset will hold you back in industry and what to do about it

Like you, a lot of PhDs dream of the greener pastures offered by the industry career.

You’ve likely heard colleagues rant about how happy they are in their industry roles – and if we’re honest, the pay raise speaks for itself.

But what many don’t recognize is that the transition into industry can be a major shock to the system.

It’s like traveling to a foreign country where the language, culture, and food are entirely different from what you’re accustomed to.

And so, like traveling to a foreign country, entering the land of industry often requires an adjustment.

So today, I want to walk you through some of the typical challenges PhDs face when transitioning into industry.

The first challenge is onboarding. 38% of PhDs report onboarding as a significant challenge.

That’s because industry works on a completely different timeline.

Where academia runs slow, industry is fast. For PhDs that had a lot of autonomy in terms of timelines in academia, working under tight deadlines in industry can be a challenge.

So, take full advantage of your onboarding period – it’s the best time to practice time management.

And the good news is, unlike academia, you’re not working alone.

If you find that your plate is full, you can often speak to your team to see if some of the work can be distributed or if they have advice on how best to manage the situation.

The second challenge is getting promoted or asking for a raise.

21% of PhDs report promotions and raises as their biggest challenge in industry. To combat this, start by understanding the typical trajectory of your career.

Many PhDs don’t even take this first step because they’re not used to upward mobility.

But many companies have a standardized promotional and raise system in place.

To get the next promotion or pay raise, you have to voice your desires to upper management.

If they know what you’re striving for, they can help you get there.

They will likely give you a checklist of things they look for when considering someone for a promotion.

Expressing your interest also shows your commitment and your dedication to the job and the company.

So, speak up and you’re more likely to remain on their radar.

Overall, to succeed in industry, you have to accept that things operate differently than they do in academia.

And you’ll have to start understanding these differences now, not later if you want to get hired into industry.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Challenges You’ll Face In Industry appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

• First, Isaiah reveals 4 exciting career paths that place you on the bridge between academia and industry
• Next, Isaiah discusses one particular PhD-level career that facilitates the collaboration between universities and biopharma
• Finally, Isaiah explains how the rise in R&D partnerships provide PhDs with many career options

As a PhD, do you feel like you’re at a crossroad, trying to decide whether to continue in academia or pursue a career in industry?

Many PhDs find themselves in this position at least once in their career.

If you’re hesitant to totally jump the academic ship, you might want to consider a career that bridges the gap between academia and industry.

There are 4 types of industry-academic collaborations that PhDs can leverage to find a fulfilling career.

The first one involves the licensing of university technologies.

In 1980, the Bayh-Dole act was passed which enabled universities to commercialize their research.

This opened up a new era of innovation, and now, a significant amount of the medical advances we see come out of industry are first conceptualized in academic labs.

To facilitate the collaboration between universities and biopharma (or biotech), most universities have an Office of Technology Transfer.

Technology transfer officers promote promising university innovations, aiding in the patenting and licensing process.

PhDs are in demand for these positions because they need people that know the academic system well and have the science background required to understand the technology.

Another type of partnership that has become more common is the strategic R&D partnership where companies work with academic labs on R&D projects of shared interest.

This rising trend is all thanks to the increasing scarcity of federal grants; but it’s a win-win.

Academic researchers get the funding they need, and industry gets to outsource much of its costly R&D efforts.

Biopharma companies such as Genetech, Biogen, and Gilead are also starting to fund basic research in their areas of interest.

As a result, they’re creating positions to help facilitate these efforts.

If you want to remain close to fundamental research but experience the innovative side of industry, these new positions provide many exciting opportunities.

A third option can be found at founding consortiums and incubation centers.

With the help of local governments, industry and academia often form centers, consortiums, and incubators as a way to promote innovation without having to invest in a brand-new research center.

For example, Pfizer funds the Global Center of Therapeutic Innovation while Astrazeneca collaborates with the Academic Drug Discovery consortium where they provide full access to their compound library.

This is all part of the open innovation model, or OI for short, which helps promote the discovery of new therapies.

Overall, these options are a great gateway to new career paths that allow you to stay in touch with academia but still move to industry.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Undecided On An Industry Or Academic Career? Try This appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

• First, Isaiah reveals the key to landing an industry job as an international student
• Next, Isaiah discusses the many visa options that international PhDs can choose from when applying for jobs in the U.S.
• Finally, Isaiah explains why sponsorship and visas are not seen as a barrier for employers when they really want to hire you

If you’re an international PhD working in the US, getting a job in industry can seem like an impossible feat.

Companies often go for the so-called “easy hire” – the hire that doesn’t require navigating immigration law – which leaves many international PhDs at a competitive disadvantage.

Getting hired in industry is hard enough without having to worry about hiring biases and visa processes.

The paperwork alone can stop even the most determined PhD in their tracks.

But as a PhD, you’ve already overcome so many barriers and obstacles – don’t let this final challenge defeat you.

For many international PhDs, the first challenge they encounter is time.

When you have to get a job within 90 days of graduating, and most industry hiring processes last much longer, many international PhDs are forced to jump at the first offer they receive – whether it’s the job they want or not.

Not only that, but many companies take advantage of the situation, and offer salaries that are much lower than the industry standard to international job candidates.

So, as an international PhD, how can you get the industry job you deserve without sacrificing your goals and priorities?

The answer to this is: knowledge.

If you conduct an industry job search equipped with the appropriate knowledge, you can better prepare for the obstacles you’re likely to encounter.  

First, educate yourself on visa policy.

Know what your options are, understand the legal facts, and seek out professional advice.

You’re more likely to convince a company to sponsor you if you show them that you’re able to do most of the visa legwork for them.

And I don’t mean paying for the visa paperwork – the company will do that.

I mean being able to explain the process simply so the employer is not intimidated by it.

So, what visa options can international PhDs leverage to get hired?

The first is the F-1 operational professional training – or F1-OPT for short. Most graduate students start out on an F-1 student visa.

But as you near graduation, you should be actively applying for an F-1-OPT through your school’s international student service office.

This allows you to stay in the US for another 1-2 months after graduating.

When applying, make sure you maximize the number of days since the 90-day countdown starts from the day that’s printed on your OPT card.

To learn more about this option, you can visit the US Citizenship and Immigration Services website, USCIS.gov.

Another option is the F-1 STEM OPT extension.

These visas are typically good for up to 12 months and are available for PhDs that have graduated from a US university.

Eligibility requirements include being employed your field of study and having an employer that is enrolled in the e-verify program.

You can learn more about the qualifications and the participating employers at e-verify.gov.

Then there’s the H1B visa.

This visa is standard if you start a job in industry after your PhD – most PhDs are still on an OPT visa when they apply.

H1B visas are available through both non-profit and for-profit institutions, however, there are a few differences between them.

Now for my current favorite option for PhDs who are on either an F1 or J1: the O1 visa.

In the past, you’d essentially have to have a noble prize to get approved for this “extraordinary ability” visa, but in today’s administration, this visa is getting approved much more easily.

I’ve seen PhDs with only a handful of citations approved and it’s why I recommend you start with this option.

Lastly, there’s the highly coveted green card. As you may know, a green card is a longer-term option compared with F1, O1 or H1 visas.

It also makes it much easier to change jobs. That’s because your employer will no longer need to do the immigration paperwork that is required with the other visas.

If you go all in on your industry job search and learn the social norms of the U.S. Corporate system and learn how to execute a flawless job search – one that dramatically increases your value in the eyes of the employer, they will find a way to hire you.

Anything else they say, like “we’re not sponsoring right now” are just scripted lines that have been approved by their legal department.

Any company of any size in the U.S. can sponsor you if they want you bad enough.

So the question is, are you going to put in the effort to make them want you bad enough?

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Confusing Visas You Should Know About appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

• First, Isaiah explains how to reassess your priorities and determine time sinks that don’t help you reach your career objectives
• Next, Isaiah discusses how establishing accountability can help you learn the art of saying ‘no’
• Finally, Isaiah reveals the difference between big and small ‘no’s’ – and why you should prioritize the former

Many PhDs wanting to transition into industry struggle to make time for their industry job search.

This results in many PhDs placing their job search on the backburner – for months, if not years – all the while remaining in an academic position that makes them miserable.

It doesn’t matter whether you’re a student, TA, seasoned postdoc, faculty member or part of the administration, prioritizing your job search is the only way to get out of the academic grind.

At this point you may be thinking, “I already work well into the night, go to the lab or office on weekends, and completely ignore any form a self-care – how on earth am I supposed to add searching for a job to my to-do list?”

To start, ask yourself a few pointed questions: Do you constantly take on administrative or managerial tasks that don’t benefit you, or your research?

When someone in your department, or your PI, asks you to add another project or task to your already full plate, do you automatically say “yes”?

If your answer to these questions is a resounding “yes”, it’s time to take a step back and reassess your priorities.

Many PhDs struggle with saying ‘no’.

So today, I want to teach you the art of saying ‘no’ and how to start saying “yes” to the things that matter like your industry job search.

Like I said, saying ‘no’ is an art. It’s not something that comes naturally, especially for PhDs.

We tend to say “yes” by default – it’s what’s ingrained in us. So, like with anything, it’s going to take practice.

To start, keep yourself accountable. Create a ‘no’ challenge with some of your equally overworked colleagues.

Set a goal of, say, 10 ‘no’s’ in a week (or even a day!).

And make a game out of it.

For every ask you turn down, give yourself 1 point, until you reach 10 points. This isn’t to say you should take saying ‘no’ lightly.

You should consciously decide which asks to turn down. Develop a criteria to determine if something is worth your time and effort.

Ask yourself: Does this opportunity fit my career objectives? Do I have time to do a quality job without sacrificing my other obligations? Does this opportunity provide space for my job search?

If the answer to any of these questions is ‘no’, then you should also be saying ‘no’.

It’s also good to keep track of your ‘no’s’.

This gives you a moment of pause and ensures that your ‘yeses’ are intentional, and not just a byproduct of your ingrained tendency.

Also, be aware of the size of your ‘no’s’.

It’s human nature to do the easiest thing possible which, in this case, means turning down the small asks.

The poster presentation, the extra meeting, or the one-time tutoring session.

While taking these things off your plate certainly helps, it doesn’t have the impact that the big ‘no’s’ do.

Turning down the additional grant proposal, collaboration, or research project helps free up a greater amount of your time and energy.

This is time and energy you can put towards your job search.

Overall, when searching for a job in industry, your time is your most precious commodity.

If you don’t set explicit boundaries and prioritize your industry job search, you’ll end up remaining in the same academic cycle that you’re trying to get out of.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Embrace The Power Of ‘No’ appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

• First, Isaiah explains what whispers of a recession mean for your industry job search
• Next, Isaiah reveals the key to remaining a competitive even when jobs become more scarce: a quality industry resume
• Finally, Isaiah discusses the skills that speak volumes to hiring managers and should be included on your resume

If you’re a PhD and you’re dreaming of a job an industry, but haven’t made the move, you better do it soon – and fast.

The job market is shifting, and the whispers about a recession are becoming louder.

Getting hired is hard work – during a recession, it’s even harder.

So, today, I want to show you how to recession proof your job search, starting with your resume.

Before you start sending your resume out en masse, you have to connect with those that will help you in your job search.

And in today’s remote world, everyone is online – there has never been a better time to connect with people virtually.

Networking and connecting is the best way to get an informational interview with someone which, in turn, is the best way of getting a job referral.

A referral will not only get your resume into the hands of the hiring manager, but it can also expedite the hiring process; this provides value on both sides, making it a win-win.

That being said, the first thing the person referring you is going to ask for is your resume.

And a bad resume is the number one reason PhDs don’t get hired in industry.

During a recession, it’s important you keep everything on your resume very relevant to the employer.

No one is going to waste time sifting through your academic job titles and niche skills to try to determine if you can do the job well.

Instead, you need to demonstrate key transferable skills – skills such as communication, versatility, and flexibility.

Again, during a recession, companies want to know that you’re not a risky hire, so they look for the keywords that precisely match the job description.

In terms of transferable skills, there are 3 types. The first are self-oriented transferable skills – like work ethic, autonomy, initiative.

Second, there are people-oriented skills – like project management and cross-functional collaboration.

And third, there are systems-oriented transferable skills – like risk management, and risk mitigation.

When the job market contracts, you need to pay particular attention to how you’re tailoring your resume to each and every job too.

Don’t write one resume and send it out to dozens of companies.

Hiring managers know an untailored resume when they see one. After all, the average hiring manager looks at 50 to 100 resumes a day!

And can interview up to 10 people or more a day!

During a recession, hiring managers have to be more careful with their hires and more protective of their time and resources, so don’t give them a reason to throw your resume right in the trash.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Do This When The Job Market Contracts appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

• First, Isaiah explains why a fluctuating job market means you need to get hired into industry now
• Next, Isaiah reveals two key attributes that will impress employers during uncertain times
• Finally, Isaiah discusses why you should broaden your industry job search and consider positions that are known to be recession-proof

A year ago, the job market was bursting at the seams.

In the wake of the Great Resignation, employers were eager to bolster their emaciated post-pandemic workforce and evergreen entrepreneurs were looking for new talent.

But now, the job market is shifting once again.

Companies are feeling the weight of the fickle economy, and in response, they’re shutting down their hiring efforts.

They have a game plan in place and it’s certainly not one that benefits you, the job seeker.

That’s why, the time to get hired into industry is now.

The key is to shield yourself from the changes that will negatively affect you while also moving forward in your job search.

There are 4 strategies for doing this.

First, you need to commit.

PhDs spend years pursuing the answer to a single scientific question – they’re no strangers to commitment.

But oddly enough, many PhDs fail to commit to their job search. For many, it’s the thing you do when you have a few minutes to spare.

But to get hired in industry, hiring freeze or not, you have to commit not only your time, but your mind to your job search.

Take the time to understand the trends in your field – how are interviews conducted? What are employers looking for in a job candidate? Are there any new methods or technologies that have recently changed the field?

To top the list of job candidates, you have to be prepared for the hiring process.

Show employers that you’re confident and committed – to them and their company mission.

Commitment becomes even more important during uncertain times.

Secondly, you should practice your interviewing skills because the virtual interview is the new resume.

During recessions, employers will be extra cautious in hiring and may interview you 5-10 times before giving you a job offer.

So, make sure you do as many trial runs as it takes to get comfortable.

Make sure to dress professionally – even in your mock interviews. You want to make sure you’re at ease in the clothes you choose to wear.

Become aware of your body language.

Record your practice runs – it’s the best way to see if you’re doing anything that will detract from your professional presence.

You also want to ensure that you engage with all those that are interviewing you.

It’s easy to gravitate towards one person, but everyone there will have a hand in the hiring decision.

So, practice your interviews with a group of people too.

Third, you will need to broaden your job search during a recession.

In academia, you were likely siloed into one area of research.

You were also probably told that “research scientist” was the only position you were qualified for, in or out of academia.

But there are so many great high-paying careers that your PhD has prepared you for – so, go exploring!

If you hate the idea of spending the rest of your career doing academic-style research, then look for positions that allow you to use your transferable skills elsewhere.

The primary skills you developed as a PhD are valued everywhere in industry.

Fourth and finally, you should research which positions are recession proof.

Not all positions survive hiring freezes.

Some examples of recession-proof positions include Project Manager and Product Manager roles.

Pay particular attention to jobs that you can do remotely, giving you the flexibility to work whenever and wherever you are.

Now that you’ve curated your search, it’s time to set your plan in motion, and start applying for jobs.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post Recession Proof Your Job Search (4 Tactics) appeared first on Cheeky Scientist.

Here’s a quick rundown of this week’s episode…

• First, Isaiah explains why PhDs should know common management styles before walking into an industry interview
• Next, Isaiah describes three management styles that work in a variety of company environments
• Finally, Isaiah further reveals two management styles that you can expect to encounter in industry

“What is your management style?”

This interview question floors a lot of PhDs because most don’t even know what management styles exist.

Yet, management experience is always desirable, no matter the industry job.

That’s because, in most industry positions, you’ll be managing projects, people, timelines, and budgets.

The problem is, many PhDs don’t put management experience on their resume, or they don’t mention it in interviews, because they don’t think they have any.

But this isn’t true.

In academia, you likely managed multiple projects, mentored students, balanced research with classwork, and organized meetings.

Despite not having the “manager” title, you were doing just that throughout your PhD and beyond.

So, during an interview, plan to give specifics about your experience, including your management experience and your style.

Overall, there are 6 different management styles.

First is the autocratic style.

This style entails a classic top-down approach. Communication is typically one-way and includes close monitoring of employees and their performance.

While this type of micromanaging doesn’t perform well in stable environments with experienced employees – it does have its time and place.

And that place tends to be in large bureaucratic organizations or in times of change, where confidence and decisiveness are needed.

Another management style is the transformational style.

The focus of this style is helping employees reach their full potential.

The transformational manager encourages their employees to step out of their comfort zone, learn new skills, and obtain new experiences.

This type of management is great for innovation and creates an open work environment where problems are solved quickly.

However, left in the wrong hands, it can lead to employee burnout.

The third type of manager is the visionary.

The visionary manager knows exactly where the company is going and what its goals are – and they encourage their employees to follow.

With this style, teams are provided with full autonomy while managers oversee progress.

A visionary manager trusts its employees to complete their tasks, only jumping in when help is needed.

This type of management builds trust between the employer and employees while keeping a tight focus on the end goal.

Then there’s the democratic manager.

As you might imagine, the democratic manager believes that when decisions are made, everyone’s viewpoint carries equal weight.

This type of style is great for making employees feel heard, which in turn, makes them more willing to work hard.

This style may not work in all environments, but in smaller innovative environments, it can lead to better problem-solving.

Another management style is the mentorship style.

A mentoring manager is focused on motivating their team to achieve their goals.

The priority is the employee and not the to-do list.

In the right environment, this type of relationship-building improves employee productivity and provides employees with room to grow.

However, this style may not work in a results-driven environment where success is measured in productivity.

Now that you know the 6 types of management styles, you can determine which one fits your style and personality.

Just keep in mind that one type of may work in one environment but not another.

If you’re ready to start your transition into industry, you can apply to book a free Transition Call with our founder Isaiah Hankel, PhD or one of our Transition Specialists. Apply to book a Transition Call here.

The post 6 Management Styles That PhDs Must Master appeared first on Cheeky Scientist.