¿Cómo puede asegurarse de que su equipo desarrolle habilidades de investigación al ritmo adecuado?

With research as with many skills you learn by doing. Your team will need to engage in research to build their capacities. Also reading actual reasearch done by others in journals for example can help .

Begin by establishing training programs that regularly cover research methodologies, tools, & best practices. Foster mentorship within the team, pairing less experienced members with those who excel in research to provide guidance and practical insights. Gradually introduce progressive challenges, increasing the complexity of research tasks to align with the team's evolving skill set. Ensure that the team has access to essential resources such as journals, databases, and industry reports to support their continuous learning. Promote a continuous learning culture by endorsing online courses, webinars, conferences related to research skills. To a certain extent, cross functional approach of teaching can also be helpful in this context.

An essential facilitator for research teams lies in engaging in comprehensive dialogues concerning primary objectives and annual plans, involving all team members in goal establishment. Furthermore, delineating evaluation metrics for individual objectives serves to apprise team members of goal attainment. This approach allows team members to discern the specific research skills imperative for task completion in alignment with established goals. Consequently, such strategic alignment mitigates the risk of expending valuable time on honing skills unrelated to the prescribed research objectives.

The best way to assess the team is to look a prior work and experience of each of the individuals. Direct open conversations can be very revealing about a person's skills and shortcomings

As an Author, Cultural Theoretician, License Cultural Practitioner, and Doctoral student, I believe that to ensure your team's research skills are developed at the appropriate pace, it is crucial to identify the right individuals for your research team.© 2023

First, share the research team goals with your team and assign team roles based on member's current research capabilities. Second build a research engagement infrastructure that places more experienced researchers in the team at high echelons in that research infrastructure with the dual responsibility not only of executing the research roles they've been assigned, but the second role of coaching those who report to them directly in that research infrastructure. Third hold weekly or biweekly meetings to ensure everyone in the team is developing evenly in relation their deliverables in the research infrastructure. Finally, ensure that laggards in the team have direct access to you as team lead for extra coaching to develop if need be.

Every learner is different with differing means and methodologies for what works best for them. Encourage self development in the perspective of team projects. Students often ask, “will this work”. The response is always, “I don’t know”. “Why don’t you try it”? Students can’t progress unless they push boundaries and explore possibilities. If you give them an answer they don’t learn they simply regurgitate. When they are actively engaged they self monitor to accomplish the tasks assigned. Be flexible, supportive, encouraging and accommodating to their needs.

Offer training sessions or workshops focused on research methodologies, data analysis techniques, and critical thinking - Equip your team with access to reliable research resources such as databases, academic journals, and - Foster an environment that values curiosity and encourages team members to explore new ideas and topics

Recognizing the diverse learning styles and needs within a team is crucial. It is important for mentors and team members to approach skill development with patience and consistency. The focus should be on understanding and internalizing concepts thoroughly. It's essential to adhere to fundamental rules initially, and then progressively experiment with breaking these rules to explore more creative or unconventional approaches. This process allows individuals to discover what works best for them and ultimately develop their own unique style of learning and working. Adapting to each person's unique learning curve and providing the right mix of resources and guidance can lead to a more effective and enriched learning experience for everyone.

Going back to the previous point, when a training need is identified, the best solution is found to accommodate the employee's role and time constraints. This can be done through interaction with the personal development guide, but also through interaction with colleagues in the same circle.

It is rather a simple solution. Go back in time, catch hold of your team members when they are still in school. Inculcate a positive attitude towards research among them by training them in research. By allowing them opportunities to explore, systematically things that they are curious about, for research is nothing but exploring in systematic ways. On a serious note, most don't fo well with research is not because they dislike it; they think they dislike it. Not because they didn't learn it; they were not taught.

One thing that is important is spreading the workload and making sure team members are open to collaborating on respective projects. Most often, encouraging team members to work closely together promotes shared learning experiences which rapidly build research skills. I have particularly found that researchers easily get overwhelmed with their work when they lack support which impedes research learning.

One aspect of collaboration that often gets overlooked is co-creation. Co-creation involves designing research projects in collaboration with the communities they impact, ensuring that their voices are heard from the outset. Co-creation is essential for redressing power imbalances and asymmetries in research. It helps ensure that research is tailored to unique contexts and preferences, leading to more effective and sustainable solutions. It starts with building trust and mutual respect between researchers and community members. This requires engaging in transparent communication, actively listening to community perspectives, and valuing local knowledge and expertise, and is an essential skill for researchers to master.

Encouraging collaboration within your team not only enriches individual learning but also fosters an environment for collective skill development. Implementing regular peer reviews, group projects, and interactive brainstorming sessions creates opportunities for mutual learning and knowledge sharing. Additionally, organizing sessions where external experts or industry partners can contribute insights and experiences brings diverse perspectives to the table. This multifaceted approach not only nurtures research skills but also cultivates adaptability and a comprehensive understanding of varied methodologies, ensuring a balanced and steady pace in skill development.

The adage "teamwork makes the dream work" rings especially true in the context of research and data collection. Research, by its very nature, is seldom a solitary endeavor; it thrives on collaborative effort. Encouraging team members to work together, exchange ideas, and support each other not only enhances the quality and scope of the research but also fosters a more dynamic and inclusive work environment. Diverse perspectives and skills on the table, is the real gold. By working together, team members can achieve far more than any individual could alone, truly making the shared vision a reality.

First of all, the entire team should have a team spirit regarding achieving a common goal. Regular follow up meetings are crucial to get immediate feedback from each team member and act upon the points that are brought to attention. This will bring two advantages; the team member will feel valued/sense of belonging and the project flow won't get obstructed.

I’d add, “how are you feeling during this process? Do you think that you are performing at your peak? How’s the family? I am not saying to make it a touchy-feely phenomenon during the execution of scientific study and research, but remain open; emotionally, psychologically, and empirically with your team to tactically and longitudinally measure how everything is going. Yes, it’s a scientific going on of measuring, data collection, dissemination, and gathering results. But it’s when your research team knows that you genuinely care about them from a comprehensive point of view, then you’re on your way to making true scientific discoveries.

We don't usually do internal evaluation with performance tests or ratings, we are a small organization, so we don't have the resources for that. Also, in a Holacratic model, there is no hierarchical monitoring of people's activities, it relies on self-discipline: you decide to do a training, the team agrees with your decision, so there is some social pressure to make sure you follow the program. But we ask a colleague who has attended an external training to report back to the team at the end of the program. This is usually done with a presentation to the whole team. This person is then also identified as the team's expert in the area afterwards.

Ensure your team's research skill development by setting clear benchmarks, conducting regular assessments, and fostering open communication. Utilize performance reviews, skills assessments, and project evaluations to monitor progress. Implement feedback loops for constructive insights and adjust training pace accordingly. Leverage data analytics tools to track quantitative metrics related to research outputs. Foster a culture of continuous improvement, adapting training programs based on real-time needs. This strategic approach ensures your team develops research skills at a pace aligned with individual growth and project demands.

This may all be very relevant to large teams. If the research team is relatively small, and the budget allows for their participation in the international training courses, just ask them to choose the best specialised training that is available and give them the budget code.

Before celebrating anyone's achievements on your team, first ask them how they prefer to be recognized. Not everyone wants public recognition on an email or the spotlight in a meeting. Good leaders curate their approach, even when it comes to celebrations.

Celebrate research team achievements by spotlighting successes in meetings and implementing recognition programs like "Researcher of the Month." Foster camaraderie through team-building activities and acknowledge contributions through internal channels. Consider tangible rewards and professional development opportunities to motivate ongoing excellence. By actively celebrating achievements, you create a culture that values and sustains continuous growth in research skills.

We frequently focus on setbacks and problem solving so much. Instead, even the smallest win can be acknowledged, which brings a moment of energy to lengthy research journeys.

Celebrating achievements individually is a tricky task in a day where it seems occasionally that there is an heir of entitlement among the ranks. Additionally, shining a light on one particular person may spark unneeded rhetoric between others, and that’s going to happen regardless of what or how rewards are given and received. In research, it’s all about science in the end, and perhaps celebrating limestone achievements as a whole will provide a corporate feeling of satisfaction as realizations and novel ideas and facts are discovered. NASA launches a rocket, and the entire team at Cape Canaveral celebrate, not just the life support gurus who make sure the astronaut’s heart rated don’t jump off the charts on liftoff.

The research team recognition should be relevant to the entire research team. Highly qualified individuals rarely endorse the management techniques developed by the commercial stimulus.

Applied research is the one of self development methods by which not only one can make organized behavior to move out from comfort zone but also it is a good excersize to encounter the basic challenges that normally happen in the road of entrepreneurship.

Build in time for the strategic thinking and research work. Give your team space and time to focus on these less tactical activities so that they can truly develop the skills. Build this into the rhythm of the business. For example if you follow Agile, during your retrospective sprint, build in time for research and innovation.

Identify areas of research deficiency in the team and concentrate on rigorous improvement. Evaluation can be undertaken to find out if the goal has been achieved.

I think the initial question here was answered, generally, by the next 5 subsequent points. Those would make up the general framework one would apply to a team to develop any set of skills, regardless of field. The single most important aspect of a team's success lies on the abilities of its leader, no secret there. A great leader given a poor team can create a grand team but a poor leader given a great team often results in failure. In today's fast paced environment I think leaders need to have foundations in Lean and Scrum as we now know thier core principles span disciplines. Lastly, it's important to include your team when creating a training plan, students are more focused on learning when they are directy involved in it.

I love to encourage my team members to develop the research plan together. I like to start with a brainstorming activity that allows for an unforced interaction. It is important that a natural camaraderie develops so that the team will progress forward and highly effectively. Also, permit the team to define its own framework for goals, road bumps, and most importantly conflict resolution.