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From Laboratory to Leadership
“The techniques we learned in this course helps our group be much more efficient and effective in our meetings and deadlines, while increasing communication and that makes other group members happier.” ~ Stuart Anderson, Research Associate II, NanoString Technologies
It’s an incredibly exciting time for the life science industry. Today, our clients are evolving at a tremendous pace and achieving levels of success that are incredible. Whether they are launching their first collaboration, entering the clinic or receiving regulatory approval for their first drug or medical device, managing growth and change are at the top of everyone’s mind. With this excitement, also comes stress, sweaty palms, sleepless nights, feelings of incompetence and increasing numbers of employee relations issues, as technically trained individuals find themselves promoted to management roles in order to meet the business needs of the organization.
Completely redesigned from the ground up, the 25th Anniversary Edition of From The Laboratory To Leadership, develops the skills and knowledge of first time and developing managers in life science companies, taking them from competent technical managers to capable business leaders. Leveraging the knowledge gained from the original groundbreaking program, which has been delivered to over 5,000 leaders from over 500 of the industry’s leading life science companies, this entirely new program provides participants with the management foundation to successfully hire, develop, and deploy top talent in their organizations. Whether you are a start-up or fully integrated company, the program is a “game changer” for your employees and your organization.
The program begins by providing the participants with the opportunity to define their personal leadership style as the result of exploring their leadership philosophies, strengths, and personality type. These strengths and preferences are then mapped to the organizational needs, enabling each manager to define their program goals and to begin creating their professional development plan. Each plan is designed to provide the company with a minimum of a two-time return on the program investment. Foundational and more advanced skills and tools are then introduced including goal setting for individual and project success, performance management of individuals and teams, priority management to enable focus and efforts to be targeted on the high impact areas, interviewing and selecting top performers and communicating effectively. Team development, delegation and the impact of emotional intelligence on performance are just a few of the additional areas that provide “ah ha” opportunities for everyone in the room.