Susan Dray (Part 2) on listening, mentoring, and adversity (CAL133, S7E6)

In this very personal solo episode, I share my journey through infertility and the impact it had on my academic and personal life. Inspired by Susan Dray's story, I decided to share our challenges of trying to start a family while managing a career in academia. I discusses the physical and emotional toll of infertility treatments, the loneliness of not sharing my struggles with colleagues, and the moral dilemmas we faced. Mine is just one story, and we can be sure that many of the people we work with are dealing with their own challenges or carrying their own sadnesses so this is a call for more empathy, kindness, and support in academic environments, emphasizing the importance of recognizing the human side of our lives. I conclude with a message of support for those facing similar challenges and a reflection on how my career path, though unintended, brought its own form of fulfillment.00:29 Introduction: A Personal Journey01:05 The Inspiration Behind This Episode03:58 Opening Up About Women's Health Issues07:23 The Struggles of Infertility12:15 Navigating the Moral Dilemmas14:51 Navigating Our Journey17:43 Navigating Career and Personal Life22:44 Moving On and Finding New Paths26:48 Things Coming Together in the Move to London30:13 Reflecting on an Academic Career Without Children33:53 Final ReflectionsRelated LinkCHI Stories @CHI2017: Midwifery, Babies, HCI: “Doktormutter”hood and Sustainable Academic Life

In Part 2 of our conversation, Susan Dray continues to share deep insights about the importance of self-awareness and authenticity, empathy and listening with heart, and dealing with professional discomfort and personal adversity. She discusses her mentoring style, centred around being empathetic and supportive. And she talks about the importance of service and community, as well as the current challenges faced by early career researchers. Susan also shares deeply personal challenges and losses, and the accompanying emotional journey of accepting and learning from setbacks, the value of honouring people's experiences, and the importance of collaborative support. She reminds us, paraphrased here, that few people understand how special they are, and that what really matters is who you are. Because this is going to mean that what you do is important and makes a difference. Susan has certainly made a difference. Overview:00:29 Introduction to Part Two with Susan Dray02:18 Navigating Discomfort and Deep Learning05:47 Mentoring and Community Support08:51 HCI in Africa and Global Recognition13:28 Supporting Early Career Researchers19:12 Mentoring and the Joy of Service22:11 Reflections on Mentoring and Authenticity26:08 Evolving Roles, Willingness to be a Beginner29:40 Postscript - Personal Reflections and Adversities30:55 Lessons from Sailing32:21 Coping with Loss and Finding Positivity35:08 Final Reflections on Life and Legacy36:50 Wrap up38:27 EndRelated Links:Susan Dray's webpage and LinkedIn profile  

The wonderful Dr Susan Dray shares her journey from obtaining a PhD in experimental and physiological psychology at UCLA to becoming a pivotal figure in the field of Human-Computer Interaction (HCI). Susan recounts her transition from academia to industry, including roles at Honeywell and American Express, and her eventual shift to independent consulting. She discusses the evolution of HCI and human factors, the significance of ethnographic studies, and the importance of listening with one's heart in diverse cultural contexts. Susan also reflects on the birth of SIGCHI, organizational challenges, and her expansive international work. Her insights provide a rich, historical perspective on the ongoing interplay between technology, human behavior, and organizational dynamics, and on the contextual and cultural nuances in technology adoption. She also demonstrates the power of curiosity, self reflection and a service mindset. Overview00:29 Episode Introduction02:49 Susan's Background03:52 Transition from Academia to Industry05:37 Early Challenges at Honeywell06:56 Gaithersburg Conference and SIGCHI Formation10:15 Human Factors and Computing Systems13:34 Human Technology Impacts at Honeywell16:40 The Mindset of a Scientist22:59 Mentorship and Career Advice26:30 Career Transitions and Reflections28:06 Early Challenges in Consulting30:12 Setting Up a Consulting Business31:59 International Projects and Usability Studies38:22 Navigating Cultural Differences and Lessons in Challenges45:24 Innovative Research in Korea and South Africa49:26 Embracing Discomfort Curiousity and Self Reflection52:17 Wrap upRelated LinksSusan Dray webpage  and LinkedInACM SIGCHI Special Interest Group On Computer-Human Interaction

Building on the last episode’s topic of meetings, the focus here is on our one-on-one meetings. In his book, 'Glad We Met: The Art and Science of One-to-One Meetings,' Steven Rogelberg discusses how these meetings can be practical, personal, and developmental. We can also think of these as the four Ps of care—process, progress, product, and person. Drawing on insights from Rogelberg’s book, along with some timely recent posts, I draw attention to the role of empathy, authentic communication, and regular, intentional meetings in supporting PhD students, postdocs, and research assistants. Practical tips include setting regular meeting cadences, being attentive and present, and ensuring a respectful and effective meeting environment. These are all skills we can work on to better support the practical, personal and developmental in our 1-1 meetings.Overview:00:29 Introduction to Effective Meetings01:55 The Importance of One-on-One Meetings03:25 The Four Ps of Care in Meetings04:14 Practical Aspects of Supervisory Meetings05:06 Caring for the Person in Meetings05:35 Skills for Effective Meetings09:12 Student Contributions to Meetings11:01 Preparation and Presence in Meetings12:18 Time Management and Respect in Meetings13:23 Listening and Asking Good Questions14:25 The Cadence of Meetings17:55 Practical Suggestions for Meeting Environments19:14 Career Conversations and Resources20:20 Conclusion: The Art, Heart, and Science of Meetings24:02 EndRelated links:Steven Rogelberg's webpage, LinkedIn profile, and Meeting resources and previous CAL episode on Transforming Academic MeetingsBook: Rogelberg, S. G. (2024). Glad We Met: The Art and Science of 1: 1 Meetings. Oxford University Press.Recent posts mentioned:#116 - 6 Communication Strategies to Get What You Need From Your PhD Advisor (Without Being Annoying), Emmanuel Tsekleves , PhDtoProf Newsletter 1 Oct 2025A toolkit to foster great career conversations, Rachel Chin and Rachel Herries, Auditorium Blog, 7 Oct 2025Related Changing Academic Life episodes:Oscar Trimboli (Part 1) on being better listeners Oscar Trimboli (Part 2) on how to listen deeply Michael Bungay Stanier on the power of curiosity and

Dr. Steven Rogelberg, an organisational psychologist from the University of North Carolina, Charlotte, draws on his extensive research on workplace meetings to share how we might make acadmic meetings better. We discuss the inefficiencies of academic meetings, with Steven suggesting academics suffer from particularly ineffective meeting practices. He offers practical advice on improving meeting productivity, particularly for Faculty meetings, such as using targeted agendas and smaller group discussions, and stresses the value of bringing scientific rigour to meeting management. He also critiques the hybrid meeting format, advocating instead for fully virtual or in-person meetings. If you are looking for more insights about evidence-based meeting practices, I can highly recommend his books 'The Surprising Science of Meetings' and 'Glad We Met: The Art and Science of One-to-One Meetings' .&nbsp;Overview:00:29&nbsp;Introduction: The Meeting Dilemma01:42&nbsp;Introducing Dr. Steven Rogelberg03:56&nbsp;The Academic Meeting Problem09:23&nbsp;Common Mistakes in Leading Meetings11:06&nbsp;Strategies for Effective Meetings13:12&nbsp;Having a Meeting About Meetings14:34&nbsp;The Importance of Feedback and Audits15:55&nbsp;The Faculty Meeting18:15&nbsp;Challenges of Large and Hybrid Meetings19:21&nbsp;More Inclusive Alternatives to Large Meetings22:20&nbsp;Hybrid Meetings and Virtual Meetings23:54&nbsp;Final Takeaways and Resources25:46&nbsp;Postscript30:16 EndRelated links:Steven's web page, LinkedIn page and online meeting resourceshttps://www.stevenrogelberg.comSteven's books:Rogelberg, S. G. (2019).&nbsp;The surprising science of meetings: How you can lead your team to peak performance. Oxford University Press.Rogelberg, S. G. (2024).&nbsp;Glad We Met: The Art and Science of 1: 1 Meetings. Oxford University Press.And his academic publications, for example the two we mentioned:Rogelberg, S., Kreamer, L. M., &amp; Gray, J. (2025). Thirty Years of Meeting Science: Lessons Learned and the Road Ahead.&nbsp;Annual Review of Organizational Psychology and Organizational Behavior,&nbsp;13.Rogelberg, S. G., King, E. B., &amp; Alonso, A. (2022). How we can bring IO psychology science and evidence-based practices to the public.&nbsp;Industrial and Organizational Psychology,&nbsp;15(2), 259-272.And here is a <a...

Professor Emeritus Deborah Boehm Davis, George Mason University in the US, is one of the pioneers of the CHI conference. Deborah discusses her varied career building from her psychology background and spanning roles in human factors at Bell Labs, NASA, and General Electric. She then talks about her extensive tenure at George Mason University in both faculty and administrative/leadership roles, eventually becoming the dean of a college. Deborah shares reflections on career transitions, the importance of making a difference, effective leadership, the significance of collaborative work, and the challenges and strategies for navigating academic leadership, as well as managing academic responsibilities alongside family life.&nbsp;She also&nbsp;talks about her last&nbsp;industry role at Oculus Research and offers insights into the skills and approaches necessary for effective academic and industry leadership. The conversation also touches on the importance of interdisciplinary work and mentorship in academia.Overview:00:00&nbsp;Introduction 00:29&nbsp;Deborah Boehm-Davis: Career Overview03:24&nbsp;Early Career and Human Factors04:54&nbsp;Transition to Academia, Balancing Faculty and Administration Roles09:38&nbsp;Reflections on Career and Impact17:39&nbsp;Navigating Academic Leadership25:14&nbsp;Collaborations, Interdisciplinary Work and Collegiality28:18&nbsp;Interdisciplinarity and Being Strategic32:57&nbsp;Transitioning to Leadership Roles, Developing Leadership Skills33:53&nbsp;Handling Difficult Conversations36:39&nbsp;Balancing Decisions and Stakeholder Concerns40:29&nbsp;Engaging Faculty and Effective Communication44:51&nbsp;Leadership in Industry vs. Academia46:54&nbsp;Mentorship and Support Systems50:24&nbsp;Proudest Achievements and Work Skills Course56:28&nbsp;Reflections on Women in Academia59:37&nbsp;Conclusion and Final Thoughts01:00:46 EndRelated links:Video of a 2024 talk to the Uni of Virginia HFES Student Chapter: “A Career in Human Factors: A Lifetime of Change” [40:51 mins]LinkedIn:&nbsp;https://www.linkedin.com/in/deborah-boehm-davis-05b50Website:&nbsp;https://psychology.gmu.edu/people/dbdavis

In the first episode of season seven, the 10th year the Changing Academic Life podcast, I invite us to reflect on the theme of being intentional about what we want for ourselves at the beginning of this new academic year for many of us in the northern hemisphere, or for any temporal landmark that is relevant for you. As example and inspiration, Anna Cox from UCL shortly shares her strategies for setting clear priorities, maintaining work-life balance, and managing her remaining 'available time to promise', recognising every yes entails a no to something else. This is a great example of the 'fresh start effect', using the temporal landmark of a new academic year, as talked about by Katy Milkman and colleagues, and reminds us of the importance of creating pauses for reflection. So how will you be more intentional about your fresh start?00:34 Introduction01:27 Starting With Intention05:28 Anna's Fresh Start&nbsp;07:05 Thinking About Priorities09:01 Available Time to Promise10:56 Creating Pauses to Think12:20 Re-iterating Anna's Key Questions16:29 Wrapping Up&nbsp;17:57 Pointers to Other Related Episodes19:24 Wrapping up20:31 EndRelated links:eWorkResearch group at UCL and Anna’s webpage and WLB definition&nbsp;Dai, H., Milkman, K. L., &amp; Riis, J. (2014). The fresh start effect: Temporal landmarks motivate aspirational behavior.&nbsp;Management Science,&nbsp;60(10), 2563-2582.Loleen Berdahl,&nbsp;How to quit promising time and energy you don’t haveSee&nbsp;www.changingacademiclife.com&nbsp;for an easy search for the related podcasts: Anna Cox, Marta Cecchinato, Johanna Stadlbauer, Amy Ko, Carmen Neustaedter, Katherine Isbister, Vikki Wright

In this final episode of the 2024-2025 season, I reflect on key themes emerging from the past 20 episodes of 'Changing Academic Life.' These are around creating supportive and inclusive cultures in academia, the role of leadership, career transitions, wellbeing and self-care, and the importance of community. It reminds us to engage in reflection, value our own and others' wellbeing, and contribute to positive changes in academic environments.&nbsp;&nbsp;Cultivating a good academic life for all is a collective effort.00:00&nbsp;CAL127 Season reflections02:44&nbsp;Supportive cultures06:35&nbsp;Career transitions, choices11:39&nbsp;Wellbeing &amp; self care13:56&nbsp;Community16:00&nbsp;Closing18:29 End

If you are curious about how to set up your own peer support group, inspired by what Johanna Stadlbauer shared about what Uni Graz are doing, then this episode might get you started. I walk through some of the ‘things to think about’ when setting up peer groups such as the group’s purpose, the focus, and who that would involve, also the group size, meeting frequency and commitment, and choosing between structured or informal formats and related roles. I then walk through two examples of more structured formats: action learning sets which take more of a coaching approach, and peer mentoring models that take more of a consulting or advising approach. I also give some examples of more informal peer groups.&nbsp;&nbsp;Regardless of approach, good listening, confidentiality and a commitment to genuine participation are key. I also refer to some resources and links for further reading and more detailed overview of steps, as well as some related podcasts. Whether you're looking for mutual support, expert guidance, or simply a sense of belonging, there's a group format that can work for you. Give it a try!00:00 CAL126 Exploring Peer Group Support Models00:29 Introduction01:36 Purpose03:03 Focus05:03 How Many06:17 How Often07:45 Format08:24 Roles09:44 Critical Ingredients11:38 Walking Through Some Examples12:35 Example: Peer Coaching Groups - Action Learning Set20:39 Example: Peer Mentoring Groups25:04 Example: Informal Peer Support Groups28:23 Recap30:07 Do What Works for You - Suggestions33:07 Closing Call and Pointers36:36 EndRelated LinksAction Learning Sets guidance by Caroline Doherty via the UK NHS Action Learning Sets pageAction Learning Sets at Uni of St Andrews&nbsp;as example in an academic contextGraz Call for participation in their Collegial Development ProgrammeKollegiale Beratung in sechs Phasen (Collegial Advising in 6 Phases)&nbsp;Descriptive Consultancy&nbsp;with protocol descriptionBalint Group MethodThe No Club book&nbsp;and No Club GuidanceRelated PodcastsMichael Bungay Stanier on the power of curiosity and taming your advice monster<a href="https://changingacademiclife.captivate.fm/episode/rw8-asking-good-questions-empowering-good-people"...

Johanna Stadlbauer is an anthropologist working in researcher development at the University of Graz, recently made Head of Research Careers Campus Graz. Her mission is a more fun and kind academia. Johanna shares the experiences and challenges of her journey from a PhD to quitting a postdoc in anthropology, to doing NGO work part-time, and then coming back to academia for a researcher development role. Her work now is focused on creating a supportive and kind academic environment, with the aim to improve researcher well-being and foster a sense of community. She discusses establishing structures for postdoctoral researchers' support and community, and highlights initiatives like the writing retreat, Fiasco Fest, and peer mentoring, which aim to improve researcher well-being and foster a sense of community. Johanna is a role model for how to navigate a career path and your work role on your own terms. She is really clear on her own boundaries, and what she needs to feed herself and look after her work-life balance. She also reminds us the value of peer support, of telling people their contributions matter, and of taking the time to savour the good. She reminds us of the significance of agency, community support, and the need for transparency and understanding in academia.00:00&nbsp;CAL125 Johanna Stadlbauer03:03&nbsp;Introduction and Guest Background03:56&nbsp;Journey from Anthropology to Research Development06:18&nbsp;Postdoc Experience and Challenges07:42&nbsp;Deciding to Quit the PostDoc12:05&nbsp;Transition to NGO Work15:57&nbsp;Finding Balance and Setting Boundaries19:47&nbsp;Messaging in Academia23:35&nbsp;Permanent Contract and Current Role29:27&nbsp;Towards a Fun and Kind Academia and Experiences of Power Abuse31:26&nbsp;Finding Solutions and Positive Structures33:31&nbsp;Balancing Critique and Support in Academia35:58&nbsp;Empowering Postdocs and Addressing Structural Issues40:12&nbsp;The Importance of Community, Peer Support and Mentoring49:39&nbsp;Promoting Good Working Environments for Researcher Wellbeing52:03&nbsp;Personal Reflections and Final Thoughts56:53 End&nbsp;Related LinksJohanna's web page (English version)Head of Research Careers Campus Graz&nbsp;Researcher Development in Graz Blog&nbsp;LinkedIn pages for Johanna, the PostDoc Office, and Research Careers Campus GrazThe Coalition for Advancing Research Assessment (CoARA)&nbsp;Max Planck PhD Net&nbsp;Balint Group Method&nbsp;