Are you feeling overwhelmed by the importance placed on AI in the business world? In this episode of the PostdocTransformation show, you will learn that mastering AI is not the only path to your career success. Prof. Dr. Eleonore Soei-Winkels highlights the significance of human skills that can't be automated or outsourced. These skills include reliability, trustworthiness, asking clarifying questions, organization, follow-up, and being results-driven. She shares her own professional experience to show how these skills contribute to workplace success and leadership. The episode includes many actionable prompts for you to improve your human skills and reassures you that you are not falling behind in an AI-driven world.
You are invited to our new internship opportunity in podcasting to help you gain practical experience and industry connections.
For your free career planning, check your readiness to leap, enroll in our email course for your career transition made simple, and plan your life with our calendar.
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1) Check your readiness to leap out of science (episode 0001)!
Introducing myself, I share how I capitalized on my PhD as a mom, professor and business owner!
2) How to build your sustainable LinkedIn profile?
3) How to read social media & network?
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5) How to do informational interviews to get insights?
6) How to create your customized applications?
7) How to prepare your thesis from a business POV?
8) How to apply to your fave employers?
9) How to choose the right job offer?
10) How to prepare for your new job?
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(00:04):
Thank you for listening to myPostdoc transformation show.
Maybe you want to leave better scienceand start your own site business
as a runway for your better future.
Then you will benefit from myfree business preparation quiz
as linked in the show notes.
If you wanna organize your marketingand selling efforts, please
also subscribe to my new videopodcast show, CreatingReorganized.
(00:26):
I share my tricks from creating this show.
Speak with business owners whorun a podcast for the business.
And learn from podcastingservice providers about their
tools boosting our businesses.
My new video podcast showCreatingReorganized will also be a
living example of Applied industrialand occupational psychology
for my students in real life.
(00:46):
And now let's get to this episode.
OG.
(01:06):
Invest in your postdoc transformation.
Welcome to the seasonal show forscientists leaping into business.
In every sponsored episode, we are happyto recommend employers of choice for you.
Make sure to check your readiness toleave out of science with us for free.
As linked in the show notes foryour career transition, we offer
(01:26):
customized career transition,e-course, and memberships also at
graduate schools all over the world.
Maybe yours too.
And if your university isn't yet ourcustomer, enroll in your free email
course for career transition madeSimple as linked in the show notes.
I'm your host Prof. Dr. EleonoreSoei-Winkels with my team who is
rooting for you, and let's build yourPostocTransformation with this episode.
(01:51):
Welcome back dear PostdocTransformer,today, I wanna address a question from
listeners via DM and social media, butalso was inspired by my own students in
real life because their sentiment waslike, you are so, so, so focusing on
teaching us how important AI is, but now.
(02:11):
We actually feel defeated andpowerless compared to AI even
before entering the business world.
Alright.
That is important feedback, tellme, have you ever sat down at
your computer, at your desk andjust felt this wave of pressure?
Like the world is movingfaster than you can process.
(02:32):
Everyone is talking about AI,obviously me, machine learning,
automation, and you're justthinking here, I did not study it.
Am I studying the wrong discipline?
Wait, the stuff that I study and alreadyknow, is that still relevant or and
(02:52):
maybe you're thinking like my students,should I stop learning how to analyze
and reorganize work when AI can do this?
Should I even learn how to conductworkshops and meetings to amplify human
skills, knowledge and solutions for newservices and products for human customers,
to transform and lead people towardcompany goals, because that is essentially
(03:13):
the role of HR and then start learninghow to use AI and what may come instead.
Well, admittedly, I have focusedmany episodes on AI and the future
of work because my students in reallife, and maybe you too, aren't
necessarily the tech affine peopleshouting AI woo-hoo, let's go.
(03:36):
and that's why I felt itwas my responsibility to
bring that to your table.
But AI is just one half of the coin,the other half is really; you will
also be hired and more importantly,preferred and kept at the workplace
when you are a reliable andvaluable team member and a leader.
(03:57):
Today I wanna share this episode, humanskills that matter more than mastering AI.
With a very honest and very clear message.
You are not behind.
You are not obsolete,
and you absolutely do not have to becomea tech expert in AI to be irreplaceable.
I just want you to use AIin your vicinity, in your
(04:22):
discipline to be a better leader.
To be a better expert.
So what do you need?
Human skills, the kind thatcannot be automated, outsourced,
or reduced to lines of code.
So today we're gonna focus on exactlythat, the human skills that make
you not only employable, but alsoirresistible in an AI driven world.
(04:47):
And best of all, we're gonna be thinkingof how you can train these human skills.
And just a secret, You can trainthese skills already when you are
attending and preparing your lecturesas a student, even as the educator,
depending on your current role,
because actually this iswhat I'm doing, right?
I'm a professor of industrial andoccupational psychology, but I train
(05:11):
and showcase all of these humanskills, hopefully fully in a way that
you can find an example in there.
I am not perfect, but as youcan see, I'm trying to improve.
myself.
So To be honest, as a psychologist,these human skills are also
very much driven by personality.
And while you were born with apersonality, you can actively shape it
(05:34):
to some extent, at least if you want to.
I have to say shaping is best inyour childhood, and this is also my
own trigger for segment number six.
So keep listening, if you arealso a parent or plan to be one
in your vision of life, let's go.
Hey, before we continue, we wannaappreciate those who finance
(05:56):
this viable episode for you.
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(06:19):
mindful with my own resources.
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This way you can serveyour audience for free.
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(07:28):
If you wanna try out Podbean foryour own podcasting DM or email me
Podbean so I can share my experienceand consult you, please check it
out via my link in the show notes.
I only get a small financialreward if you become their
customer using my Podbean link.
After this quick appreciationof our sponsors, we are now
(07:50):
back in our insightful episode.
Segment number one,the trap of tech panic.
Alright, so let's name theelephant in the room tech panic.
That feeling that if you're not buildingGPT plugins, writing python scripts or
training neural networks, then you'llnever get a job outside of academia.
(08:15):
Yeah, I think it's beneficialif you can do that.
I think that there is also roomfor not so techy, but capitalizing
on AI roles, so to speak.
I love tech.
Okay.
I've worked in IT strategy atAccenture, and I am fascinated by AI.
Sorry, that's me, but you don't have tobe my mini me, which is totally fine.
(08:40):
To be honest, my two video podcastsare my legacy for how I teach as a
professor, as a working mom and awoman capitalizing on technology.
I really want to be a differentkind of role model for those
who resonate with these topics.
But if technology, entrepreneurship,career and family is not for you, then
(09:02):
I just want you to determine your ownfuture of work, if you are my student
in real life and if you are a scientistleaping into business, I want you
to own your PostdocTransformation.
So as a foundation, thisis what I have noticed.
My students have often asked me, arethere any tools that you can recommend
(09:23):
that I should learn to prepare best?
And I often say, you know, toolscome and go, but you have to
develop your own sharp thinkingfor how to use those tools, right?
So there is an old saying, and Ioften share that in my own lectures.
A fool with a tool is still a fool, right?
(09:44):
So a fool with a tool is still a fool.
If you don't know how to usethat tool, then probably are not
gonna be using it right anyway.
So rather than trying to findthe best tool, try to sharpen
your own critical thinking.
Many PhDs and maybe also even mybachelor master's students are sprinting
(10:06):
to learn the next tool while ignoringthe fact that employers actually are
starving for a different kind of skill.
Why?
Because, let me ask you this.
Who can deliver a project update ina high stakes meeting with diplomacy
and clarity, a human leader or AI?
Can AI tell a junior colleaguethey're off track in a way that
(10:30):
motivates instead of demoralizes them?
Can AI lead a conflicted teamto consensus, not just through
logic, but also empathy.
I would say AI cannot do that yet.
Maybe in the future when I see theteenagers of today turning towards AI
friends and companions to fill the void,they may experience being isolated when
(10:55):
everyone in the schoolyard and at homeis connected with social media, but
not with the people in their vicinity.
Okay.
So loneliness is really a hugething among young people in Germany.
So that means they cravesocial connectedness.
They don't get it by humans.
(11:17):
So they turn to AI and that is whereI think that there is a huge risk.
This is the expectation that youas a human leader will have to also
fulfill this 24/7 availability of AI.
And don't get me wrong, I don'tthink that AI cannot be helpful.
(11:37):
It can.
It's rather incompleteright now at the moment.
It can assist, but it cannot lead fornow, it can predict, but it cannot
connect yet in a way that humans crave.
It can analyze, but it cannot inspire yet.
And I already told my own studentsin real life, whoever wants to become
(11:59):
a leader in the workplace must be abetter leader than AI because AI is
already a better leader for all the teammembers who have already suffered from
toxic and incompetent human leaders.
I'm sorry, I have to tell that, butthere are many bad human leaders
in academia and in business.
The only advantage that you have inbusiness is that you have a better
(12:22):
selection of available leaders that aremore employers for similar job roads.
And if you wanna resign, youcan work for some other company
or someone else one day.
So additionally to keeping up withAI is relevant to your career, like
in your vicinity of your expertise,I want you to center yourself also in
(12:44):
something deeper that is more human.
And that brings me to a personal story.
Let's pause for a moment to respectthose who sponsor this valuable episode.
Once you have determined your readinessto leap and want to transition into
(13:05):
business or industries, then you canenroll in your free email course with
10 actionable bingeable email lessonsuntil you start your job in business.
You'll get 10 emails like this.
Number one, how to leap out of signs.
Number two, how to build yoursustainable LinkedIn profile.
Number three, how to readsocial media and network.
(13:27):
Number four, how to researchyour favorite jobs and employers.
Number five, how to do informationalinterviews to get insights.
Number six, how to create yourcustomized applications with chat, GPT.
Number seven, how to prepare yourthesis from a business point of view.
Number eight, how to applyto your favorite employers.
(13:47):
Number nine, how to choosethe right job offer.
Number 10, how toprepare for your new job.
Did you know that we offer deepdive E-course workshops and
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Woo-hoo.
Thanking our advertisersfor their financial support.
We are happy to returnto our inspiring episode.
(14:51):
So segment number two is storytime from smart to trusted.
So let's go back to my own consultingdays at Accenture, I was working on
side of a client in the consulting team.
Some colleagues were senior andsome were on the same level.
We all worked very hard and one daythere was a huge budget cut and the
(15:11):
client announced whose contracts wouldbe stopped immediately and who would
be allowed to stay in the project.
And guess who was the onlyone person to stay: me.
When the client announced the decisions,my senior managers, my peers and
I were surprised to say the least.
(15:32):
I actually was shocked.
So why did the client choose me?
At that time I didn't even know whatwould unfold, but I already knew that I
would be alone on the floor, so to speak.
Here's what I learned.
People do not follow the smartest idea.
Or the person with the biggest title orpower, they follow the person they trust.
(15:55):
That was a really hard lesson foreveryone, and I remained a solo
consultant at that client site for 18months or so, but that's another story,
how you can survive, so to speak.
So the message for this episode reallyis, it was my way of working that led
to the decision to keep me on board.
(16:15):
Even though my role wasIT strategy consultant.
I tried to work and support like apsychologist helping my clients so that
they can help themselves and developorganizationally, organically from
within to become independent from me.
So I asked better questions.
(16:35):
I started to let them domore, trusting them that they
have learned enough from me.
I followed up, but alsoacknowledged their growth.
And I admitted when I didn't knowsomething, but I was committed
to find out and share how Ilearned the insights they need.
I taught them how to catch the fishinstead of handing over the fish to them.
(16:59):
So I became a person.
They could rely on.
And to be honest, one of the clientteam members even asked me to switch
sides to become their team lead, whichI declined because at that time I was
very happy at Accenture, I took itas the evidence that they trusted me.
So now admittedly, this is a story waybefore AI entered the workplace, but
(17:24):
humans at the workplace have human needsand they need to trust the leader, team,
member, service or product provider.
Our human brain cravesemotional connection with other
humans, not with machines.
Even if there is a void, you stillcan make a difference for them.
(17:48):
Let's pause for a moment to respectthose who sponsor this valuable episode.
Remember, you are a postdoc transformer.
You are highly intelligent,well-educated, a bachelor master, and
maybe you have already your doctorunder your belt or you are a postdoc.
You are international experienced,fluent English, a leader and expert
(18:13):
in your prior research field.
You are resilient, brilliant inadaptation and problem solving.
You are eager to bring in thetransferable and monetizable
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(18:36):
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(19:19):
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Thanking our advertisersfor their financial support.
We are happy to returnto our inspiring episode.
(19:44):
I always saw myself as a peopledeveloper, but you have to have
people that you can develop, right?
And that is where theleader comes into place.
I always had people who wanted towork with me, who wanted to work
for me because they know that Itrust them and I treat them well.
That extends to my classroom asa professor, but it also extends
(20:08):
to social media and virtual ordigital ways of working, right?
So a lot of the people who want tobe in my vicinity don't know me,
but still they can trust me thatI deliver whatever I promised.
And that also extends tomy own video podcasting.
For my PostdocTransformation show,and also for CreatingReorganized for
(20:32):
the small business owner who wantsto market and sell sustainably, I
have collaborations and I usuallymeet the collaborators only online.
A lot of the skills that I deploy aretruly technical skills, but I think
that what attracts people to my personalbrand is really my human skillset.
(20:53):
So essentially as a human, I strategicallydetermine technical skills I learned
and deploy for all my various projects.
Like I said, as a mom pickingup my kids right after school
and working as a professor inpart-time during their school time.
I really don't have a lotof time for my podcast.
Technology and also AI are toolsthat I embrace to amplify my human
(21:16):
impact and fulfill my purposefor all my students and you.
So I can spend enough time with mychildren, and that is the overall purpose.
And that joy is what I want for youworking in a team and maybe even one day
leading your own team and the human skillsthat you need for that are the following.
(21:42):
And that is the leeway to segment numberthree, the let me introduce you to a model
that changed the way I understand teamworkbecause I'm not a born team player.
I am a very happy, solo contributor, butI absolutely understand that I have not
everything that is needed to succeed.
(22:03):
That is when I team up and I havelearned how to be good as a team player.
Why?
Because of the following.
So, Patrick Lencioni's fivedysfunctions of a team are usually
depicted as a pyramide, and atthe very bottom there is trust.
It's not talent, it's not intelligence.
It's not a technical skill.
(22:23):
It's trust.
And without trust, teams fallapart, even brilliant ones.
With trust, you can resolve conflict.
That's the next layer.
Then you are committed.
That's the next layer.
You can be accountable.
That's the next layer,and then you have results.
Without trust, you are not gettingthrough all of these layers to results.
(22:47):
And here's what it means in yourday to day, if you do not reply to
your committed work communicationspromptly, trust suffers.
Use the communication tools your companyor university has chosen and provides,
if you do not clarify instructions andyou don't understand them, do whatever
(23:08):
you think is okay, but it's not,trust breaks and that goes both ways.
As a team member, make sure youunderstand your assignment as a
leader, make sure your team membersunderstand their assignment because it
could be that they are too shy to ask.
Do not assume that everyoneis on the same page.
(23:29):
Ask and clarify.
That is the leader's task.
If you are disorganized, miss meetingscome late to the workplace, or ghost
teammates, if you don't show up, ready tocontribute in valuable ways, trust erodes
and that is really also a tell sign forlacking self-discipline . You are setting
(23:51):
an example for bad morale in the team.
You clearly show you are not ready tobe a leader yet you're not reliable and
lose your peers and team members trust.
And when trust the roads, noone cares how smart you are.
That is maybe even in starker contrast,the more you are proud about your PhD.
(24:16):
Let's pause for a moment to respectthose who sponsor this valuable episode.
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(26:17):
Thanking our advertisersfor their financial support.
We are happy to returnto our inspiring episode.
So let's talk about the six humanskills that build trust every single
day, and it's an ongoing commitment.
Number one, be reliable.
(26:38):
This sounds boring, but it is everything.
You have to be consistent and reliable.
Show up on time.
That is a sign of respect for thehumans at your workplace and their
family and friends, because they don'twant to wait because you all have to
work overtime because you were notthere at the scheduled time, right?
(26:59):
They are not available 24 7 365like AI, so you better be on
time and respect their time.
And to be honest, this is something thatI also see eroding in today's students.
In 95% of my times when Ilecture, I am in my classroom
(27:21):
early on time, ready to lecture.
So when I am in my classroom for 8:30AM, I woke up early enough to provide
breakfast and lunchboxes for my family.
I gave a ride to schoolfor one of my kids.
I drove 45 minutes by car to university.
(27:43):
And then I am personally surprised bysome of my students who do not show up on
time, and they come in either, you know,one hour or two hours delay or not at all.
I mean, they don't have toimpress me, I understand that.
But I would guess that if thesestudents normalize being late, then
(28:05):
it's harder for them to show upon time for their own work, right?
Because that is sort of likea habit they're building.
Keep your own calendar up to date.
There is IT to help you sync andbook at reserve time windows.
I totally understand humandriven, surprising time conflicts.
I understand that childrenare sick, people are sick.
(28:28):
There are things that come as asurprise, but to reduce these kinds
of surprises, I use technology.
I inform waiting peopleas soon as possible.
I apologize if I have failed to showup ready in a scheduled meeting, I
also apologize to my own children,because I wanna set an example.
(28:50):
Human leaders can make a mistake, butthey have to own it, and they have to
make sure that they do better next time.
The next point, deliver ontime and communicate early.
I always tell my team, I can only save youif I trust you, that you made everything
(29:11):
possible, but now you need my help.
Of course, I will help you, butflag for help as soon as possible.
So this way and only this way, I canturn the ship around before we hit
the iceberg if I'm that close to theiceberg, then chances are really high
that I have nothing else that I can do.
If you tell me in advance,then I can find another way.
(29:34):
I can pull backwards, changethe direction or whatever.
And again, you can use AI to sortyour emails to inform people on your
calendar, about unexpected changes.
intention to inform in time with whatkind of message must come from you.
That's the human attention.
Tech can only execute on your behalf.
(29:57):
reliability is stability,and people crave it.
As AI is already a huge competitorfor all the mediocre and bad team
members who are not reliable.
So here's your actionable prompt.
What school grade would you honestlygive yourself for being reliable.
In what area are you leastreliable, but want to improve?
(30:21):
Identify three examples of how you cancommit to be more reliable than today,
and let the other people know that youwill be more reliable for them in the
future so that they can take noticeand provide feedback on your progress.
(30:41):
All right.
The human skill.
Number two is to be trustworthy.
Being trustworthy doesnot mean being perfect.
It means you do not gossip,you don't waste time.
You manage resources asif they were your own.
Give credit to contributions of yourteam members, your clients, your leaders.
(31:03):
You do not steal the credit from themand make your team and leaders look bad.
Like I said already, you ownyour errors, your mistakes.
It's how you learn and master.,Of course, you do mistakes.
If you do not make mistakes,you are probably overqualified
and that is your leader's fault.
(31:24):
Let's assume your leader assigned agrowth opportunity for you to learn.
Then you must expect yourselfto be failing as well.
Fail fast and learn how to make it better.
Share your insights to guide others,a couple of steps behind you.
That shows your true leadership potentialand makes people feel safe, around you.
(31:46):
safe people are collaborative people.
They want to work with you.
They're more inclined to followyou if you become a leader.
So here's the actionable prompt.
What school grade are you assigningyourself for being trustworthy?
Identify three examples of how you cancommit to be more trustworthy than today.
(32:10):
And again, let the others know that youwill become more trustworthy for them.
Same game.
Hey, before we continue, we wannaappreciate those who finance
this viable episode for you.
(32:30):
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If you wanna try out Typeform for yourown lead generation and qualification
(33:33):
DM or email me Typeform so I canshare my experience and consult you.
Please check it out viamy link in the show notes.
I only get a small financialreward if you become their
customer using my Typeform link.
After this quick appreciationof our sponsors, we are now
back in our insightful episode.
(33:58):
Okay, number three, askclarifying questions.
Never be afraid to say, just tomake sure I got this right, can I
confirm the deadline and format?
Clarifying is not weakness.
It's strength.
It shows that you care about accuracyand good questions are around:
(34:19):
why, what, when, how?
You must understand what thekey performance indicators are
and how you can fulfill them.
You need to be ready to report ontheir status quo, spontaneously,
and in regular meetings.
You need to control your key performanceindicators and you also need to
(34:40):
flag a deviance like 20% or so.
The sooner or less mess there is toclean for me as a leader, the better
you work as a team member for me.
And here's the actionable prompt.
What school grade would yougive yourself for clarifying
before starting your assignment?
(35:01):
What hinders you to ask?
What would support you to ask?
Because maybe you're too shy, youdon't know how to ask for your next
assignment, especially in the studycontext, find out whether you have all
the information provided by your educator.
I am very often badly surprisedhow rarely my instructions are
(35:22):
downloaded before the lecture begins.
Very often I provide time for my studentsto download and read the instructions,
and then I have to postpone the timewindow for asking clarifying questions
to the next lecture because I know thatthey have not read my instructions.
This should not happen.
(35:43):
Students should capitalizeon preparation if possible.
Human skill number four, get organized.
Okay.
Physically and digitally.
In the working setup, if yourdesktop looks like a digital
tornado, it's time to declutter.
(36:03):
Use clear file names, keep yourdocuments where others can access them.
Avoid 27 versions of final, final numbertwo, whatever, without an name or so.
The way you organize things showsthat you can think beyond yourself
for your team, for your futureself, and for your collaborators.
(36:26):
It's a sign of your own management skills.
Maybe you only have oneproject at your desk right now.
Fine, but imagine later in youradulthood as a parent, as a leader,
you will have multiple projects inmultiple progress stages, and you
have a similar project every quarteror half year or something like that.
(36:51):
If you don't document how you dothat, you will lose precious time
reinventing the wheel every timeyou revisit the messy project.
I'm often amused to see students notusing a very clear naming convention.
And maybe that is the ITperson mindset that I have.
I always use unique identifierslike ESW, my initials PT for
(37:17):
PostdocTransformation, CR forCreatingReorganized, something like that.
If I were a student, I wouldalso use my student number,
the year, the month, the date.
This way you can findall the things better.
So here's your actionable prompt.
Can you analyze and reorganize yourfile naming convention at least?
(37:42):
Number five, follow up like a leader.
Follow up is not pushy, it's professional.
After a meeting, send a summary.
And to be honest, AI companionsare taking part in online meetings
already, so that is done automatically.
But in settings without AI, thisis the task of the team members
(38:05):
to show future leadership skills.
It's not the task of aleader to keep notes.
If you want something from me,you need to follow up because.
I have a lot of otherthings on my plate as well.
So in worst case, of course, your leadercan remind you on your task if needed.
I do that.
(38:25):
If so, your chances to stay on board aftera probation time are really decreasing.
To be honest.
After a job interview, send apersonalized summarizing thank you note
that underlines your wish to be hiredeven if the recruiter won't follow up.
You make a positive andoutstanding impression.
If you use AI for that, make sure youhumanize and individualize the draft.
(38:50):
I get a lot of AI written contact requestsor whatever and I can see how much
work had been put behind that or not.
After a collaboration offer,check in after a week unless
you can afford to drop the ball.
You have to follow up.
People have a lot of thingson their plate you don't know.
(39:12):
If you wanna get the deal,you have to be following up.
No one else will do.
However, if you are contactedfor something not in your lane,
say politely, no, but leaveroom for future collaborations.
You'll never know whether in the future.
You will maybe need someonelike that not right now.
(39:34):
So this way you can becomethe person who keeps momentum
going and who solves problems.
So here's the actionable prompt.
Look back to your mostrecent and ongoing projects.
Have you dropped the ball?
Do you see any loose ends that you shouldtie before starting the next project?
think of it like youalways meet twice or more.
So if you ever want a recommendationor a favor or you know something from
(39:59):
that person in your future, make suretoday that you make an outstanding
impression as a problem solver.
You do not want to be theliability factor here.
Hey, before we continue, we wannaappreciate those who finance
this viable episode for you.
(40:25):
So far you have learned all myfavorite marketing and sales tools.
Now, how can you bring all the data fromyour audience needs and clients together
so you can serve them on a value ladder?
And for the long term, even aftermultiple touch points with you, you wanna
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I'm expanding my digital business.
I use ActiveCampaign as the centerpieceof all my services, like email
(40:49):
course, podcasts, newsletter, shownotes, websites, sales page, mer
shop forms, whatever it is as needed.
As a former IT strategy consultant,I have high requirements on my tech
stack and ActiveCampaign offers somany integrations to all my other apps.
I use it daily.
If you wanna create your own digitalbusiness with various AI driven lead
(41:12):
magnets and funnel options, DM oremail me ActiveCampaign so I can
share my experience and consult you.
Please check it out viamy link in the show notes.
Again, I only get a small financialreward if you become their customer
using my ActiveCampaign link.
(41:32):
After this quick appreciationof our sponsors, we are now
back in our insightful episode.
And that leads me to the sixthpoint, which is be results driven.
Before you dive into task,you have to ask yourself what?
Does success look like?
(41:55):
What problems are we solving?
This helps you prioritize, helps your teamfocus, and makes your work meaningful.
Like in soccer, you can be the go-getteror striker or the goalie, the strategic
middle field or play in the defense.
Either way, you need to understandwhich position you are currently
(42:15):
playing and what key actions youneed to do to be a good team player.
Maybe you know Philipp Lahm,who played a pivotal role in the
German national soccer team 2014.
He is one of the most versatileleft and right wing defenders.
Even defensive Middlefield andrightfully became the captain for the
(42:38):
World Soccer Tournament 2014 in theGerman national team because of his
human skills and qualities as well.
He prefers to play a certain position,but because he can play well with both
feet, depending on the team structure,the team coaches often ask him to
play on less preferred positions,which were more valuable for the team.
(43:02):
Now here's the thing.
He always served well withouthesitation, and this really makes
him a valuable player becausehe is able to control his ego.
Here's your actionable prompt foryour own ongoing or next projects.
Can you imagine to be a better teamplayer in order to be more effective
(43:22):
and efficient in getting your results?
Have you found this episodeso far helpful for yourself?
Well, maybe you can subscribe onYouTube, Spotify, apple Podcast,
popping or wherever you get our show,and also share this episode with your
PhD bestie because that would encourageus to help the underprivileged,
(43:45):
underrepresented, and underserved earlycareer scientists leaping into business.
This would also ensure that youdon't miss a future episode also.
Our subscription and listening numbersare key for finding the right sponsors for
our show so that we can help you for free.
And now back to the show.
All right, segment numberfive, let's land this.
(44:08):
Why human skills are your success factor?
So maybe you're thinking,what's the point of all of this?
Well.
It's not about being less technical.
It's not about ignoring AI.
It's about integrating the toolswhile doubling down on what
makes you irreplaceably human.
You can learn the latest app.
(44:30):
Wow.
You can automate part of your workfloweven better, but at the core, your
career won't be defined by your tools.
It will be defined by yourtrustworthiness, your clarity, your
intentionality, and your presence.
You can be the reason a team works well.
You can be the person who makesothers feel capable, that matters
(44:54):
more than any automation or AI.
So how can you make adifference in the age of AI?
Let me know if you want achecklist for above points.
Essentially you need to focus on howto become the trusted go-to person
who knows how to work with AI.
(45:17):
All right, and that is mykeyword for segment number six.
Like I told you, I alsohave a parental task now.
Can you choose and maybe even add yourown desirable and improvable human skills.
I mean, you know yourself best, right?
So chances are that you wouldalso add something else to the
(45:39):
six human skills that make youirresistible and irreplaceable.
Can you create a side project, ask anAI of your choice, how it would build an
AI agent for you to train those skills.
Then you can adapt the relevantexamples, because honestly, I addressed
a bachelor master's student, or evenan early PhD student in this episode.
(46:03):
But I'm currently thinking ofbuilding an AI agent together
with my own younger children.
Hence, the agent's questionsand answers need to be relatable
for their age and obviously inGerman, so that they can resonate.
find the best no code or low code , AIbuilder, and maybe even ask AI to
(46:24):
help you code and thus you willlearn how to code as well, try it
out and share your results with me.
Think of how you can learn using AI ina meaningful way to make your own life
better according to your vision of life.
Okay, so taken together.
It's now your turn.
If you don't have time for aside project like that, at least
(46:47):
pinpoint one human skill you want tostrengthen in the next seven days.
Write it down.
Set a small challenge for yourself.
Tell at least someone, postit on LinkedIn or wherever.
you want.
Remember, you are not falling behind.
As you are listening already tothis episode, you are working on
yourself to become future ready.
So thank you for investing intoyourself by listening to this
(47:11):
PostdocTransformation show.
If you found this episode helpful, pleaserate and review our PostdocTransformation
show writing, how helpful it is toyou, because this is how the algorithm
on your podcast players will suggestour show to more people like you.
And if this episode is your first,please also listen to our miniseries
episode 56 to 60 and the more AIfuture work centered episode 61 to 63.
(47:37):
Until the next episode, buildyour PostdocTransformation
according to your vision of life.
Do you wanna a transcript or our episode?
Click on our links in ourshow notes and on our website,
www.postdoctransformation.com.
Remember to check your readiness toleap out of science and to enroll in
our free email course career transition.
Made Simple.
(47:57):
Thanks for your attention.
I'm Prof. Dr. Eleonore Soei-Winkels,the host of your seasonal
PostdocTransformation show.
Postoc.
Thank you for listening to myPostdoc transformation show.
Maybe you want to leave better scienceand start your own site business
as a runway for your better future.
Then you will benefit from myfree business preparation quiz
as linked in the show notes.
If you wanna organize your marketingand selling efforts, please
also subscribe to my new videopodcast show, CreatingReorganized.
(00:26):
I share my tricks from creating this show.
Speak with business owners whorun a podcast for the business.
And learn from podcastingservice providers about their
tools boosting our businesses.
My new video podcast showCreatingReorganized will also be a
living example of Applied industrialand occupational psychology
for my students in real life.
(00:46):
And now let's get to this episode.
OG.
(01:06):
Invest in your postdoc transformation.
Welcome to the seasonal show forscientists leaping into business.
In every sponsored episode, we are happyto recommend employers of choice for you.
Make sure to check your readiness toleave out of science with us for free.
As linked in the show notes foryour career transition, we offer
(01:26):
customized career transition,e-course, and memberships also at
graduate schools all over the world.
Maybe yours too.
And if your university isn't yet ourcustomer, enroll in your free email
course for career transition madeSimple as linked in the show notes.
I'm your host Prof. Dr. EleonoreSoei-Winkels with my team who is
rooting for you, and let's build yourPostocTransformation with this episode.
(01:51):
Welcome back dear PostdocTransformer,today, I wanna address a question from
listeners via DM and social media, butalso was inspired by my own students in
real life because their sentiment waslike, you are so, so, so focusing on
teaching us how important AI is, but now.
(02:11):
We actually feel defeated andpowerless compared to AI even
before entering the business world.
Alright.
That is important feedback, tellme, have you ever sat down at
your computer, at your desk andjust felt this wave of pressure?
Like the world is movingfaster than you can process.
(02:32):
Everyone is talking about AI,obviously me, machine learning,
automation, and you're justthinking here, I did not study it.
Am I studying the wrong discipline?
Wait, the stuff that I study and alreadyknow, is that still relevant or and
(02:52):
maybe you're thinking like my students,should I stop learning how to analyze
and reorganize work when AI can do this?
Should I even learn how to conductworkshops and meetings to amplify human
skills, knowledge and solutions for newservices and products for human customers,
to transform and lead people towardcompany goals, because that is essentially
(03:13):
the role of HR and then start learninghow to use AI and what may come instead.
Well, admittedly, I have focusedmany episodes on AI and the future
of work because my students in reallife, and maybe you too, aren't
necessarily the tech affine peopleshouting AI woo-hoo, let's go.
(03:36):
and that's why I felt itwas my responsibility to
bring that to your table.
But AI is just one half of the coin,the other half is really; you will
also be hired and more importantly,preferred and kept at the workplace
when you are a reliable andvaluable team member and a leader.
(03:57):
Today I wanna share this episode, humanskills that matter more than mastering AI.
With a very honest and very clear message.
You are not behind.
You are not obsolete,
and you absolutely do not have to becomea tech expert in AI to be irreplaceable.
I just want you to use AIin your vicinity, in your
(04:22):
discipline to be a better leader.
To be a better expert.
So what do you need?
Human skills, the kind thatcannot be automated, outsourced,
or reduced to lines of code.
So today we're gonna focus on exactlythat, the human skills that make
you not only employable, but alsoirresistible in an AI driven world.
(04:47):
And best of all, we're gonna be thinkingof how you can train these human skills.
And just a secret, You can trainthese skills already when you are
attending and preparing your lecturesas a student, even as the educator,
depending on your current role,
because actually this iswhat I'm doing, right?
I'm a professor of industrial andoccupational psychology, but I train
(05:11):
and showcase all of these humanskills, hopefully fully in a way that
you can find an example in there.
I am not perfect, but as youcan see, I'm trying to improve.
myself.
So To be honest, as a psychologist,these human skills are also
very much driven by personality.
And while you were born with apersonality, you can actively shape it
(05:34):
to some extent, at least if you want to.
I have to say shaping is best inyour childhood, and this is also my
own trigger for segment number six.
So keep listening, if you arealso a parent or plan to be one
in your vision of life, let's go.
Hey, before we continue, we wannaappreciate those who finance
(05:56):
this viable episode for you.
I wanna share with you my bestmarketing agent, serving my
underprivileged, underrepresented,and underserved audience.
Leads and clients is key for meas an agent, working mom, business
owner and professor in Germany.
But.
I can't be marketing and sellingall the time, and I have to be
(06:19):
mindful with my own resources.
So I chose Podbean as my podcastinghost and monetizing provider.
I'm on the Unlimited plus plan forour postdoc transformation show and
creating reorganized show with Podbean.
Your audience can inclusively listenon what your podcast, according to
their visual and auditive needs.
You can also embed your customizedpodcast player on your external website.
(06:43):
Or use one of the beautifulwebsite templates.
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Podbean also has an ads marketplace,and you can easily attract and manage
sponsors for dynamic ads, which are playedout depending on your audience criteria.
(07:05):
This way you can serveyour audience for free.
Some of them become your clientseventually, but your advertising
sponsors independently supportyou financially in each episode.
You will see insightful stats perdemographic and which episodes attracted
most listeners so you can tailor yourfuture episodes for your leads and
clients and present suitable external ads.
(07:28):
If you wanna try out Podbean foryour own podcasting DM or email me
Podbean so I can share my experienceand consult you, please check it
out via my link in the show notes.
I only get a small financialreward if you become their
customer using my Podbean link.
After this quick appreciationof our sponsors, we are now
(07:50):
back in our insightful episode.
Segment number one,the trap of tech panic.
Alright, so let's name theelephant in the room tech panic.
That feeling that if you're not buildingGPT plugins, writing python scripts or
training neural networks, then you'llnever get a job outside of academia.
(08:15):
Yeah, I think it's beneficialif you can do that.
I think that there is also roomfor not so techy, but capitalizing
on AI roles, so to speak.
I love tech.
Okay.
I've worked in IT strategy atAccenture, and I am fascinated by AI.
Sorry, that's me, but you don't have tobe my mini me, which is totally fine.
(08:40):
To be honest, my two video podcastsare my legacy for how I teach as a
professor, as a working mom and awoman capitalizing on technology.
I really want to be a differentkind of role model for those
who resonate with these topics.
But if technology, entrepreneurship,career and family is not for you, then
(09:02):
I just want you to determine your ownfuture of work, if you are my student
in real life and if you are a scientistleaping into business, I want you
to own your PostdocTransformation.
So as a foundation, thisis what I have noticed.
My students have often asked me, arethere any tools that you can recommend
(09:23):
that I should learn to prepare best?
And I often say, you know, toolscome and go, but you have to
develop your own sharp thinkingfor how to use those tools, right?
So there is an old saying, and Ioften share that in my own lectures.
A fool with a tool is still a fool, right?
(09:44):
So a fool with a tool is still a fool.
If you don't know how to usethat tool, then probably are not
gonna be using it right anyway.
So rather than trying to findthe best tool, try to sharpen
your own critical thinking.
Many PhDs and maybe also even mybachelor master's students are sprinting
(10:06):
to learn the next tool while ignoringthe fact that employers actually are
starving for a different kind of skill.
Why?
Because, let me ask you this.
Who can deliver a project update ina high stakes meeting with diplomacy
and clarity, a human leader or AI?
Can AI tell a junior colleaguethey're off track in a way that
(10:30):
motivates instead of demoralizes them?
Can AI lead a conflicted teamto consensus, not just through
logic, but also empathy.
I would say AI cannot do that yet.
Maybe in the future when I see theteenagers of today turning towards AI
friends and companions to fill the void,they may experience being isolated when
(10:55):
everyone in the schoolyard and at homeis connected with social media, but
not with the people in their vicinity.
Okay.
So loneliness is really a hugething among young people in Germany.
So that means they cravesocial connectedness.
They don't get it by humans.
(11:17):
So they turn to AI and that is whereI think that there is a huge risk.
This is the expectation that youas a human leader will have to also
fulfill this 24/7 availability of AI.
And don't get me wrong, I don'tthink that AI cannot be helpful.
(11:37):
It can.
It's rather incompleteright now at the moment.
It can assist, but it cannot lead fornow, it can predict, but it cannot
connect yet in a way that humans crave.
It can analyze, but it cannot inspire yet.
And I already told my own studentsin real life, whoever wants to become
(11:59):
a leader in the workplace must be abetter leader than AI because AI is
already a better leader for all the teammembers who have already suffered from
toxic and incompetent human leaders.
I'm sorry, I have to tell that, butthere are many bad human leaders
in academia and in business.
The only advantage that you have inbusiness is that you have a better
(12:22):
selection of available leaders that aremore employers for similar job roads.
And if you wanna resign, youcan work for some other company
or someone else one day.
So additionally to keeping up withAI is relevant to your career, like
in your vicinity of your expertise,I want you to center yourself also in
(12:44):
something deeper that is more human.
And that brings me to a personal story.
Let's pause for a moment to respectthose who sponsor this valuable episode.
Once you have determined your readinessto leap and want to transition into
(13:05):
business or industries, then you canenroll in your free email course with
10 actionable bingeable email lessonsuntil you start your job in business.
You'll get 10 emails like this.
Number one, how to leap out of signs.
Number two, how to build yoursustainable LinkedIn profile.
Number three, how to readsocial media and network.
(13:27):
Number four, how to researchyour favorite jobs and employers.
Number five, how to do informationalinterviews to get insights.
Number six, how to create yourcustomized applications with chat, GPT.
Number seven, how to prepare yourthesis from a business point of view.
Number eight, how to applyto your favorite employers.
(13:47):
Number nine, how to choosethe right job offer.
Number 10, how toprepare for your new job.
Did you know that we offer deepdive E-course workshops and
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so that I can deliver them to you24 7 365 on your mobile device.
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(14:30):
to transition into business.
We can build ourPostdocTransformation together.
Woo-hoo.
Thanking our advertisersfor their financial support.
We are happy to returnto our inspiring episode.
(14:51):
So segment number two is storytime from smart to trusted.
So let's go back to my own consultingdays at Accenture, I was working on
side of a client in the consulting team.
Some colleagues were senior andsome were on the same level.
We all worked very hard and one daythere was a huge budget cut and the
(15:11):
client announced whose contracts wouldbe stopped immediately and who would
be allowed to stay in the project.
And guess who was the onlyone person to stay: me.
When the client announced the decisions,my senior managers, my peers and
I were surprised to say the least.
(15:32):
I actually was shocked.
So why did the client choose me?
At that time I didn't even know whatwould unfold, but I already knew that I
would be alone on the floor, so to speak.
Here's what I learned.
People do not follow the smartest idea.
Or the person with the biggest title orpower, they follow the person they trust.
(15:55):
That was a really hard lesson foreveryone, and I remained a solo
consultant at that client site for 18months or so, but that's another story,
how you can survive, so to speak.
So the message for this episode reallyis, it was my way of working that led
to the decision to keep me on board.
(16:15):
Even though my role wasIT strategy consultant.
I tried to work and support like apsychologist helping my clients so that
they can help themselves and developorganizationally, organically from
within to become independent from me.
So I asked better questions.
(16:35):
I started to let them domore, trusting them that they
have learned enough from me.
I followed up, but alsoacknowledged their growth.
And I admitted when I didn't knowsomething, but I was committed
to find out and share how Ilearned the insights they need.
I taught them how to catch the fishinstead of handing over the fish to them.
(16:59):
So I became a person.
They could rely on.
And to be honest, one of the clientteam members even asked me to switch
sides to become their team lead, whichI declined because at that time I was
very happy at Accenture, I took itas the evidence that they trusted me.
So now admittedly, this is a story waybefore AI entered the workplace, but
(17:24):
humans at the workplace have human needsand they need to trust the leader, team,
member, service or product provider.
Our human brain cravesemotional connection with other
humans, not with machines.
Even if there is a void, you stillcan make a difference for them.
(17:48):
Let's pause for a moment to respectthose who sponsor this valuable episode.
Remember, you are a postdoc transformer.
You are highly intelligent,well-educated, a bachelor master, and
maybe you have already your doctorunder your belt or you are a postdoc.
You are international experienced,fluent English, a leader and expert
(18:13):
in your prior research field.
You are resilient, brilliant inadaptation and problem solving.
You are eager to bring in thetransferable and monetizable
skills needed in many companies.
To embrace the future and to become orremain an innovator in their markets.
(18:36):
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Thanking our advertisersfor their financial support.
We are happy to returnto our inspiring episode.
(19:44):
I always saw myself as a peopledeveloper, but you have to have
people that you can develop, right?
And that is where theleader comes into place.
I always had people who wanted towork with me, who wanted to work
for me because they know that Itrust them and I treat them well.
That extends to my classroom asa professor, but it also extends
(20:08):
to social media and virtual ordigital ways of working, right?
So a lot of the people who want tobe in my vicinity don't know me,
but still they can trust me thatI deliver whatever I promised.
And that also extends tomy own video podcasting.
For my PostdocTransformation show,and also for CreatingReorganized for
(20:32):
the small business owner who wantsto market and sell sustainably, I
have collaborations and I usuallymeet the collaborators only online.
A lot of the skills that I deploy aretruly technical skills, but I think
that what attracts people to my personalbrand is really my human skillset.
(20:53):
So essentially as a human, I strategicallydetermine technical skills I learned
and deploy for all my various projects.
Like I said, as a mom pickingup my kids right after school
and working as a professor inpart-time during their school time.
I really don't have a lotof time for my podcast.
Technology and also AI are toolsthat I embrace to amplify my human
(21:16):
impact and fulfill my purposefor all my students and you.
So I can spend enough time with mychildren, and that is the overall purpose.
And that joy is what I want for youworking in a team and maybe even one day
leading your own team and the human skillsthat you need for that are the following.
(21:42):
And that is the leeway to segment numberthree, the let me introduce you to a model
that changed the way I understand teamworkbecause I'm not a born team player.
I am a very happy, solo contributor, butI absolutely understand that I have not
everything that is needed to succeed.
(22:03):
That is when I team up and I havelearned how to be good as a team player.
Why?
Because of the following.
So, Patrick Lencioni's fivedysfunctions of a team are usually
depicted as a pyramide, and atthe very bottom there is trust.
It's not talent, it's not intelligence.
It's not a technical skill.
(22:23):
It's trust.
And without trust, teams fallapart, even brilliant ones.
With trust, you can resolve conflict.
That's the next layer.
Then you are committed.
That's the next layer.
You can be accountable.
That's the next layer,and then you have results.
Without trust, you are not gettingthrough all of these layers to results.
(22:47):
And here's what it means in yourday to day, if you do not reply to
your committed work communicationspromptly, trust suffers.
Use the communication tools your companyor university has chosen and provides,
if you do not clarify instructions andyou don't understand them, do whatever
(23:08):
you think is okay, but it's not,trust breaks and that goes both ways.
As a team member, make sure youunderstand your assignment as a
leader, make sure your team membersunderstand their assignment because it
could be that they are too shy to ask.
Do not assume that everyoneis on the same page.
(23:29):
Ask and clarify.
That is the leader's task.
If you are disorganized, miss meetingscome late to the workplace, or ghost
teammates, if you don't show up, ready tocontribute in valuable ways, trust erodes
and that is really also a tell sign forlacking self-discipline . You are setting
(23:51):
an example for bad morale in the team.
You clearly show you are not ready tobe a leader yet you're not reliable and
lose your peers and team members trust.
And when trust the roads, noone cares how smart you are.
That is maybe even in starker contrast,the more you are proud about your PhD.
(24:16):
Let's pause for a moment to respectthose who sponsor this valuable episode.
I wanna share with youmy time and energy saver.
As a professor for industrial andoccupational psychology, I also teach
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Thanking our advertisersfor their financial support.
We are happy to returnto our inspiring episode.
So let's talk about the six humanskills that build trust every single
day, and it's an ongoing commitment.
Number one, be reliable.
(26:38):
This sounds boring, but it is everything.
You have to be consistent and reliable.
Show up on time.
That is a sign of respect for thehumans at your workplace and their
family and friends, because they don'twant to wait because you all have to
work overtime because you were notthere at the scheduled time, right?
(26:59):
They are not available 24 7 365like AI, so you better be on
time and respect their time.
And to be honest, this is something thatI also see eroding in today's students.
In 95% of my times when Ilecture, I am in my classroom
(27:21):
early on time, ready to lecture.
So when I am in my classroom for 8:30AM, I woke up early enough to provide
breakfast and lunchboxes for my family.
I gave a ride to schoolfor one of my kids.
I drove 45 minutes by car to university.
(27:43):
And then I am personally surprised bysome of my students who do not show up on
time, and they come in either, you know,one hour or two hours delay or not at all.
I mean, they don't have toimpress me, I understand that.
But I would guess that if thesestudents normalize being late, then
(28:05):
it's harder for them to show upon time for their own work, right?
Because that is sort of likea habit they're building.
Keep your own calendar up to date.
There is IT to help you sync andbook at reserve time windows.
I totally understand humandriven, surprising time conflicts.
I understand that childrenare sick, people are sick.
(28:28):
There are things that come as asurprise, but to reduce these kinds
of surprises, I use technology.
I inform waiting peopleas soon as possible.
I apologize if I have failed to showup ready in a scheduled meeting, I
also apologize to my own children,because I wanna set an example.
(28:50):
Human leaders can make a mistake, butthey have to own it, and they have to
make sure that they do better next time.
The next point, deliver ontime and communicate early.
I always tell my team, I can only save youif I trust you, that you made everything
(29:11):
possible, but now you need my help.
Of course, I will help you, butflag for help as soon as possible.
So this way and only this way, I canturn the ship around before we hit
the iceberg if I'm that close to theiceberg, then chances are really high
that I have nothing else that I can do.
If you tell me in advance,then I can find another way.
(29:34):
I can pull backwards, changethe direction or whatever.
And again, you can use AI to sortyour emails to inform people on your
calendar, about unexpected changes.
intention to inform in time with whatkind of message must come from you.
That's the human attention.
Tech can only execute on your behalf.
(29:57):
reliability is stability,and people crave it.
As AI is already a huge competitorfor all the mediocre and bad team
members who are not reliable.
So here's your actionable prompt.
What school grade would you honestlygive yourself for being reliable.
In what area are you leastreliable, but want to improve?
(30:21):
Identify three examples of how you cancommit to be more reliable than today,
and let the other people know that youwill be more reliable for them in the
future so that they can take noticeand provide feedback on your progress.
(30:41):
All right.
The human skill.
Number two is to be trustworthy.
Being trustworthy doesnot mean being perfect.
It means you do not gossip,you don't waste time.
You manage resources asif they were your own.
Give credit to contributions of yourteam members, your clients, your leaders.
(31:03):
You do not steal the credit from themand make your team and leaders look bad.
Like I said already, you ownyour errors, your mistakes.
It's how you learn and master.,Of course, you do mistakes.
If you do not make mistakes,you are probably overqualified
and that is your leader's fault.
(31:24):
Let's assume your leader assigned agrowth opportunity for you to learn.
Then you must expect yourselfto be failing as well.
Fail fast and learn how to make it better.
Share your insights to guide others,a couple of steps behind you.
That shows your true leadership potentialand makes people feel safe, around you.
(31:46):
safe people are collaborative people.
They want to work with you.
They're more inclined to followyou if you become a leader.
So here's the actionable prompt.
What school grade are you assigningyourself for being trustworthy?
Identify three examples of how you cancommit to be more trustworthy than today.
(32:10):
And again, let the others know that youwill become more trustworthy for them.
Same game.
Hey, before we continue, we wannaappreciate those who finance
this viable episode for you.
(32:30):
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I can brand my quizzes.
(32:51):
For example, my check your readinessto leap out of science quiz with my
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(33:13):
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customer using my Typeform link.
After this quick appreciationof our sponsors, we are now
back in our insightful episode.
(33:58):
Okay, number three, askclarifying questions.
Never be afraid to say, just tomake sure I got this right, can I
confirm the deadline and format?
Clarifying is not weakness.
It's strength.
It shows that you care about accuracyand good questions are around:
(34:19):
why, what, when, how?
You must understand what thekey performance indicators are
and how you can fulfill them.
You need to be ready to report ontheir status quo, spontaneously,
and in regular meetings.
You need to control your key performanceindicators and you also need to
(34:40):
flag a deviance like 20% or so.
The sooner or less mess there is toclean for me as a leader, the better
you work as a team member for me.
And here's the actionable prompt.
What school grade would yougive yourself for clarifying
before starting your assignment?
(35:01):
What hinders you to ask?
What would support you to ask?
Because maybe you're too shy, youdon't know how to ask for your next
assignment, especially in the studycontext, find out whether you have all
the information provided by your educator.
I am very often badly surprisedhow rarely my instructions are
(35:22):
downloaded before the lecture begins.
Very often I provide time for my studentsto download and read the instructions,
and then I have to postpone the timewindow for asking clarifying questions
to the next lecture because I know thatthey have not read my instructions.
This should not happen.
(35:43):
Students should capitalizeon preparation if possible.
Human skill number four, get organized.
Okay.
Physically and digitally.
In the working setup, if yourdesktop looks like a digital
tornado, it's time to declutter.
(36:03):
Use clear file names, keep yourdocuments where others can access them.
Avoid 27 versions of final, final numbertwo, whatever, without an name or so.
The way you organize things showsthat you can think beyond yourself
for your team, for your futureself, and for your collaborators.
(36:26):
It's a sign of your own management skills.
Maybe you only have oneproject at your desk right now.
Fine, but imagine later in youradulthood as a parent, as a leader,
you will have multiple projects inmultiple progress stages, and you
have a similar project every quarteror half year or something like that.
(36:51):
If you don't document how you dothat, you will lose precious time
reinventing the wheel every timeyou revisit the messy project.
I'm often amused to see students notusing a very clear naming convention.
And maybe that is the ITperson mindset that I have.
I always use unique identifierslike ESW, my initials PT for
(37:17):
PostdocTransformation, CR forCreatingReorganized, something like that.
If I were a student, I wouldalso use my student number,
the year, the month, the date.
This way you can findall the things better.
So here's your actionable prompt.
Can you analyze and reorganize yourfile naming convention at least?
(37:42):
Number five, follow up like a leader.
Follow up is not pushy, it's professional.
After a meeting, send a summary.
And to be honest, AI companionsare taking part in online meetings
already, so that is done automatically.
But in settings without AI, thisis the task of the team members
(38:05):
to show future leadership skills.
It's not the task of aleader to keep notes.
If you want something from me,you need to follow up because.
I have a lot of otherthings on my plate as well.
So in worst case, of course, your leadercan remind you on your task if needed.
I do that.
(38:25):
If so, your chances to stay on board aftera probation time are really decreasing.
To be honest.
After a job interview, send apersonalized summarizing thank you note
that underlines your wish to be hiredeven if the recruiter won't follow up.
You make a positive andoutstanding impression.
If you use AI for that, make sure youhumanize and individualize the draft.
(38:50):
I get a lot of AI written contact requestsor whatever and I can see how much
work had been put behind that or not.
After a collaboration offer,check in after a week unless
you can afford to drop the ball.
You have to follow up.
People have a lot of thingson their plate you don't know.
(39:12):
If you wanna get the deal,you have to be following up.
No one else will do.
However, if you are contactedfor something not in your lane,
say politely, no, but leaveroom for future collaborations.
You'll never know whether in the future.
You will maybe need someonelike that not right now.
(39:34):
So this way you can becomethe person who keeps momentum
going and who solves problems.
So here's the actionable prompt.
Look back to your mostrecent and ongoing projects.
Have you dropped the ball?
Do you see any loose ends that you shouldtie before starting the next project?
think of it like youalways meet twice or more.
So if you ever want a recommendationor a favor or you know something from
(39:59):
that person in your future, make suretoday that you make an outstanding
impression as a problem solver.
You do not want to be theliability factor here.
Hey, before we continue, we wannaappreciate those who finance
this viable episode for you.
(40:25):
So far you have learned all myfavorite marketing and sales tools.
Now, how can you bring all the data fromyour audience needs and clients together
so you can serve them on a value ladder?
And for the long term, even aftermultiple touch points with you, you wanna
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I'm expanding my digital business.
I use ActiveCampaign as the centerpieceof all my services, like email
(40:49):
course, podcasts, newsletter, shownotes, websites, sales page, mer
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As a former IT strategy consultant,I have high requirements on my tech
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I use it daily.
If you wanna create your own digitalbusiness with various AI driven lead
(41:12):
magnets and funnel options, DM oremail me ActiveCampaign so I can
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Again, I only get a small financialreward if you become their customer
using my ActiveCampaign link.
(41:32):
After this quick appreciationof our sponsors, we are now
back in our insightful episode.
And that leads me to the sixthpoint, which is be results driven.
Before you dive into task,you have to ask yourself what?
Does success look like?
(41:55):
What problems are we solving?
This helps you prioritize, helps your teamfocus, and makes your work meaningful.
Like in soccer, you can be the go-getteror striker or the goalie, the strategic
middle field or play in the defense.
Either way, you need to understandwhich position you are currently
(42:15):
playing and what key actions youneed to do to be a good team player.
Maybe you know Philipp Lahm,who played a pivotal role in the
German national soccer team 2014.
He is one of the most versatileleft and right wing defenders.
Even defensive Middlefield andrightfully became the captain for the
(42:38):
World Soccer Tournament 2014 in theGerman national team because of his
human skills and qualities as well.
He prefers to play a certain position,but because he can play well with both
feet, depending on the team structure,the team coaches often ask him to
play on less preferred positions,which were more valuable for the team.
(43:02):
Now here's the thing.
He always served well withouthesitation, and this really makes
him a valuable player becausehe is able to control his ego.
Here's your actionable prompt foryour own ongoing or next projects.
Can you imagine to be a better teamplayer in order to be more effective
(43:22):
and efficient in getting your results?
Have you found this episodeso far helpful for yourself?
Well, maybe you can subscribe onYouTube, Spotify, apple Podcast,
popping or wherever you get our show,and also share this episode with your
PhD bestie because that would encourageus to help the underprivileged,
(43:45):
underrepresented, and underserved earlycareer scientists leaping into business.
This would also ensure that youdon't miss a future episode also.
Our subscription and listening numbersare key for finding the right sponsors for
our show so that we can help you for free.
And now back to the show.
All right, segment numberfive, let's land this.
(44:08):
Why human skills are your success factor?
So maybe you're thinking,what's the point of all of this?
Well.
It's not about being less technical.
It's not about ignoring AI.
It's about integrating the toolswhile doubling down on what
makes you irreplaceably human.
You can learn the latest app.
(44:30):
Wow.
You can automate part of your workfloweven better, but at the core, your
career won't be defined by your tools.
It will be defined by yourtrustworthiness, your clarity, your
intentionality, and your presence.
You can be the reason a team works well.
You can be the person who makesothers feel capable, that matters
(44:54):
more than any automation or AI.
So how can you make adifference in the age of AI?
Let me know if you want achecklist for above points.
Essentially you need to focus on howto become the trusted go-to person
who knows how to work with AI.
(45:17):
All right, and that is mykeyword for segment number six.
Like I told you, I alsohave a parental task now.
Can you choose and maybe even add yourown desirable and improvable human skills.
I mean, you know yourself best, right?
So chances are that you wouldalso add something else to the
(45:39):
six human skills that make youirresistible and irreplaceable.
Can you create a side project, ask anAI of your choice, how it would build an
AI agent for you to train those skills.
Then you can adapt the relevantexamples, because honestly, I addressed
a bachelor master's student, or evenan early PhD student in this episode.
(46:03):
But I'm currently thinking ofbuilding an AI agent together
with my own younger children.
Hence, the agent's questionsand answers need to be relatable
for their age and obviously inGerman, so that they can resonate.
find the best no code or low code , AIbuilder, and maybe even ask AI to
(46:24):
help you code and thus you willlearn how to code as well, try it
out and share your results with me.
Think of how you can learn using AI ina meaningful way to make your own life
better according to your vision of life.
Okay, so taken together.
It's now your turn.
If you don't have time for aside project like that, at least
(46:47):
pinpoint one human skill you want tostrengthen in the next seven days.
Write it down.
Set a small challenge for yourself.
Tell at least someone, postit on LinkedIn or wherever.
you want.
Remember, you are not falling behind.
As you are listening already tothis episode, you are working on
yourself to become future ready.
So thank you for investing intoyourself by listening to this
(47:11):
PostdocTransformation show.
If you found this episode helpful, pleaserate and review our PostdocTransformation
show writing, how helpful it is toyou, because this is how the algorithm
on your podcast players will suggestour show to more people like you.
And if this episode is your first,please also listen to our miniseries
episode 56 to 60 and the more AIfuture work centered episode 61 to 63.
(47:37):
Until the next episode, buildyour PostdocTransformation
according to your vision of life.
Do you wanna a transcript or our episode?
Click on our links in ourshow notes and on our website,
www.postdoctransformation.com.
Remember to check your readiness toleap out of science and to enroll in
our free email course career transition.
Made Simple.
(47:57):
Thanks for your attention.
I'm Prof. Dr. Eleonore Soei-Winkels,the host of your seasonal
PostdocTransformation show.
Postoc.
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