Experts Matter. Find Yours.
Connect for media, speaking, professional opportunities & more.
Driving the Ambitious $30M Plan for an Autonomous Vehicle Test Track and Research Center
Innovation and the automobile industry are on the move at UConn -- after four years of planning, coordinating, and developing, a major project is moving closer to reality in Connecticut: UConn’s Board of Trustees recently approved an option agreement to sell 105 acres in the southwest portion of the school’s Mansfield Depot Campus to a private company — Promesa Capital LLC — headed by Cortese, who would lead a group of investors in developing the site as the region’s first-ever connected and autonomous vehicle test track and research facility. Such a facility, Jackson and Cortese said, would be a boon for the university and region, helping make UConn a leader in autonomous vehicle research, technology and safety. “My goal is to raise the stature of UConn to a school where world-class research takes place on this technology, and students come to UConn specifically to work with leading faculty on projects that will change the way we travel,” Jackson said. “UConn will be transformational in terms of research and will provide a world-class facility to open opportunities we’ve never had before for the future of transportation.” August 15 - Hartford Business Journal The endeavor has the potential for lasting positive impact in areas including innovation, research, investment, and the economy, and Eric Jackson -- director of the Connecticut Transportation Safety Research Center at UConn -- is at the forefront of this exciting development. If you are a journalist looking to know more, let us help. Simply click on Jackson’s icon to arrange an interview today.
Aston University and ADInstruments Ltd (ADI) enter 24-month knowledge transfer partnership to develop ground-breaking animal telemetry system World-leading expertise in neuroscience to help bring game-changing system to market Outcomes of KTP will feed directly into the product hardware and software development, ensuring technological advantage for ADI. Aston University has teamed up with research software experts ADInstruments Ltd (ADI) through a knowledge transfer partnership to develop a revolutionary dual-function wireless telemetry system for neuroscience research that is set to transform how implanted biosensors are used for data generation in animals. Telemetry is the automatic recording and transmission of data from remote or inaccessible sources to an IT system in a different location for monitoring and analysis. ADI has an established reputation for developing, supplying and supporting its customers in specific areas of life science research, particularly in cardiovascular science. The company has recently acquired Kaha Sciences, which has developed ground-breaking telemetry technology that can be used to measure neuroscience-relevant signals in free-moving animals for research. The company is looking to use the KTP to harness the world-leading expertise of Aston University to build their reputation in neuroscience. Mark de Reus, head of support at ADInstruments, said: “The evidence-base of research papers, training and support materials from Aston University will be invaluable in improving the product design, identifying development opportunities and embedding a culture of neuroscience within the company.” A knowledge transfer partnership (KTP) is a three-way collaboration between a business, an academic partner and a highly qualified graduate, known as a KTP associate. The UK-wide programme helps businesses to improve their competitiveness and productivity through the better use of knowledge, technology and skills. Aston University is the leading KTP provider within the Midlands. The Aston University team features Professor Gavin Woodhall and Dr Stuart Greenhill from its Pharmacy School’s Pharmacology and Translational Neuroscience Research Group. Professor Woodhall is co-director of the Institute of Health and Neurodevelopment (IHN) and a neuroscientist who studies epilepsy and schizophrenia in rodent models of disease. Dr Stuart Greenhill is a member of IHN and senior lecturer in neuroscience, with a longstanding track record in developing and deploying novel and difficult mechanisms of recording from brain tissue both in vivo and in vitro. Dr Stuart Greenhill said: “It is a privilege to be involved in the development of this important technology, which will be invaluable to thousands of research groups across the globe, and we are delighted to be able to help the product team realise the potential of this device.”
Potential long-term treatment for asthma found - new research
New approach tackles one of the causes of asthma, not just its symptoms In treated mice, symptoms virtually disappeared within two weeks Further research needed before the treatment can be trialled in humans. A possible way to tackle one of the underlying causes of asthma has been developed by researchers from Aston University and Imperial College London. In tests in mice, the researchers were able to virtually eliminate asthmatic symptoms within two weeks and return their airways to near normal. Just under 5.5 million people in the UK receive treatment for asthma and around 1,200 people die of the disease each year. Asthma causes the airways to become thickened and constricted, resulting in symptoms such as wheezing and shortness of breath. Current treatments, including steroids, provide short term relief from these symptoms, by either relaxing the airways or reducing inflammation. However, no current drugs address the structural changes asthma makes to the airway and lungs, in order to offer a longer-lasting treatment. Lead researcher, Dr Jill Johnson, from Aston University’s School of Biosciences, said: “By targeting the changes in the airway directly, we hope this approach could eventually offer a more permanent and effective treatment than those already available, particularly for severe asthmatics who don’t respond to steroids. However, our work is still at an early stage and further research is needed before we can begin to test this in people.” The research focused on a type of stem cell known as a pericyte, which is mainly found in the lining of blood vessels. When asthmatics have an allergic and inflammatory reaction, for example to house dust mites, this causes the pericytes to move to the airway walls. Once there, the pericytes develop into muscle cells and other cells that make the airway thicker and less flexible. This movement of the pericytes is triggered by a protein known as CXCL12. The researchers used a molecule called LIT-927 to block the signal from this protein, by introducing it into the mice’s nasal passages. Asthmatic mice that were treated with LIT-927 had a reduction in symptoms within one week and their symptoms virtually disappeared within two weeks. The researchers also found that the airway walls in mice treated with LIT-927 were much thinner than those in untreated mice, closer to those of healthy controls. The team are now applying for further funding to carry out more research into dosage and timing. This would help them to determine when might be the most effective time to administer the treatment during the progress of the disease, how much of LIT-927 is needed, and to better understand its impact on lung function. They believe that, should this research be successful, it will still be several years before the treatment could be tested in people. The research was funded by the Medical Research Council, part of UK Research and Innovation and is published in Respiratory Medicine.
Building Your Own Expert Network - How Expert Personas Help you Organize & Develop Your Talent Pool
As business continues to evolve at an unprecedented rate, companies need new ideas and strategies that help them rapidly transform to keep pace and grow. This explains the massive popularity that expert networks are having as companies look to connect with subject-matter experts with specialized sector and functional expertise who can accelerate their transformation efforts. Expert networks now represent a multi-billion dollar industry, helping companies in a variety of ways. From helping build primary research to assessing new market or acquisition opportunities to conducting due diligence for new technology purchases or competitive benchmarking, expert networks provide a valuable service. While many companies are increasing their use of traditional expert networks, there is also a trend toward organizing and developing internal talent by implementing a "knowledge management platform" or "employee skills marketplace." These can also be extended to engage broader audiences when experts are listed publicly as part of an Expert Center, Media Room, or Speakers Bureau. Depending on the scope and market visibility organizations wish to commit to in sharing their expertise, such programs can yield the following benefits: Improved access to shared knowledge throughout the organization Faster innovation through an improved discovery of key experts available for project opportunities Higher amount of cross-functional engagement between departments A more collaborative relationship with employees through better knowledge engagement and skills development Less reliance on outside consultants and traditional expert networks Improved brand reputation by engaging experts in thought leadership activities Increased media coverage and speaking engagements Improved business development opportunities by engaging experts earlier in the sales process Improved connection with the local community Additional ways to foster Diversity, Equity, and Inclusion throughout the organization What is an expert network? An expert network is a service that matches clients with experts who are willing to share their knowledge and advice via short conversations. These are usually in the form one hour long expert interviews conducted with the client. Expert networks such as GLG, AlphaSights, Guidepoint Global, Third Bridge, and Coleman Research help match the client's interest to specific experts in their private database of experts on call. They also look after logistics such as scheduling the expert interviews and have detailed processes for qualifying experts to ensure compliance with the exchange of information. And they handle time tracking and billing of interviews which are typically charged based on an hourly rate. They also handle the payment of fees to the experts following the interview. Building your own knowledge platform There is a growing trend towards organizing their expertise given the profound challenges organizations are facing. And these challenges didn’t just start when the pandemic hit. In a recent Deloitte survey, 63% of executives reported that work in their organizations is currently being performed in teams or projects outside of people’s core job descriptions, 81% say work is increasingly performed across functional boundaries, and 36% say work is increasingly being performed by workers outside of the organization who don’t have defined jobs in the organization at all. Yet fewer than half (42%) of respondents say their organization’s job descriptions do an “excellent job” of specifying the work that needs to be done in their positions. As work becomes far more fluid, packaging skills into rigid job descriptions leads to a lot of untapped human capital in organizations. It’s an issue that hasn’t gone unnoticed by leadership. Research shows that only 18% of executives strongly agree that their workforce is using their skills and capabilities to their fullest potential. 85% of HR and business executives say organizations should create more agile ways of organizing work to improve speed and swiftly adapt to market changes. These issues underscore the need to better organize and develop internal talent by implementing a "knowledge management platform" or "employee skills marketplace." This is for a variety of reasons. With vast amounts of acquired knowledge pooled across various departments and teams, it can be difficult for other employees to access this knowledge when it is outside their area of expertise - as the old saying goes, “people don't know what they don't know.” Organizing your expertise for external audiences also can provide huge benefits for building reputation, relationships, and revenues. How to position your experts as industry thought leaders More and more organizations are looking at employees who can advance their innovation efforts internally, often as part of a cross-functional team or special project. And there are also important revenue-generating activities, such as sharing research and perspectives through content generation (blogging, webinars, podcasting) or speaking (at internal events, industry conferences, or as an expert source for media interviews). Determining how to best identify and put experts to work isn't a simple process. That's because to do this right requires a more disciplined approach to assessing and developing the talent across your organization. One that goes beyond linear career paths and traditional job titles we assign to employees. It also requires a more progressive approach to diversity and experience. One that is not simply correlated to seniority or authority in an organization. Given the current state of the talent market, most organizations are also recognizing the importance of managing their talent, listening more to employees, and helping them achieve their goals - both professional and personal. And that extends to how best to tap into their skills that can benefit the organization both internally and externally. That's why we developed a talent framework that helps identify opportunities where subject-matter experts can best contribute as well as potential options for professional development. To make this process more intuitive, we have developed a model that outlines 4 "expert personas" that detail the various characteristics related to experts in an organization along with a potential development path. Level 1: Experts in the "Practitioner" persona group can offer their organizations a wide range of skills. Our research and in-field experience with companies focused on innovation reveals that organizations can realize significant gains by tapping into this broad pool of talent. To better engage practitioners, we have helped universities better engage their Ph.D. candidates who are approaching graduation to conduct research and writing content that promotes their work and institutional brand to prospective students or donors. This also extends to corporate innovation. A recent example of this was our collaboration with a Fortune 500 company in the CPG sector, where we completed the build of an internal expert network. One of the key challenges this organization faced was the inability to quickly engage with “practitioners” - subject-matter experts across the organization who could help with specific R&D and innovation projects. While this organization had legacy HR and intranet communication platforms, they had experienced a number of challenges engaging their researchers. To make things worse the pandemic forced many to work from home, creating the need for more opportunities to engage online. They needed the ability to conduct simple searches to find other researchers relevant to their work who could help them with projects. Our research/writing team started the process by taking an inventory of experts and then developed profiles for each researcher in collaboration with the company’s research/innovation team using the ExperFile SaaS software platform. With the unique data structure used to categorize this broader set of biographical information, we then enabled advanced search capabilities to build a private, SOC2 (security) compliant expert network which was easily integrated into their existing talent platforms. With thousands of researchers across the globe, they now have the ability to quickly search for experts on areas such as skills, topics, work experience, research publications, company/industry experience and IP/patents. It’s important to note that activating all this hidden expertise not only lays the groundwork for faster innovation. It also can reduce the fees associated with outside expert networks and consultants, maintains tighter internal control of proprietary research information and forges stronger collaborations between experts across the globe. Level 2: The "Ambassador" category represents experts with a more developed set of skills and a reputation both inside their organization and within their community of practice. Working with them to generate more exposure through internal speaking engagements and within their local community is a great way to create market visibility. For example, we have worked with a number of professional services firms to make experts at this level more visible in their local markets. Building reputation and generating new client opportunities with thought leadership activities such as blogging, webinars and speaking at local business events or on podcasts is a proven way to tap into this talent. These activities have allowed organizations we have worked with to bring in new clients and increase revenues across various practice areas. Ambassadors are also perfect for involvement in on-campus recruitment events where competition for talent is high. Particularly in fields such as engineering, law and accounting. One way to make these experts more approachable to a wider audience is by creating a speaker’s bureau. Remember that not all your experts will be comfortable speaking to the media, however, they can still meaningfully contribute as a keynote speaker or panelist at an event. Organizing your experts on key topics enables local event and conference organizers to find you more easily in Google search results and on your website. In addition to getting your experts on the podium, it’s a proven way to get your expert's guest appearances on webinars and podcasts. Given the growing importance of these channels, we recently formed partnerships with the leading marketplaces for webinars and podcasts - BrightTalk and Podchaser to help our clients promote their experts for speaking opportunities. Level 3: Experts in the "Authority" category have developed a strong reputation as an expert in their field, often speaking at academic or industry conferences. At this level, they have also developed a degree of proficiency in speaking as an expert source with the local or national media. They can be found speaking as a guest on podcasts to share their knowledge and are often active on social media. In higher education, these people are critical to helping media relations and other departments generate media coverage that is essential to building a reputation. We have worked with many organizations that effectively engage their Authorities by staying connected to their research and publications and collaboratively creating regular content with them to reach a broader audience. You will find regular opportunities to boost coverage with local and national media by utilizing this group of experts. We work with media teams to conduct Google Search (SEO) analysis to identify what topics their target audiences are searching for. This allows them to more strategically focus on key experts to promote. They are also focused on delivering more engaging content formats such as video interviews and Q&A to boost Google PageRank and audience engagement across their website. And they are working collaboratively with their faculty to post media advisories and a regular stream of content that contributes to higher rates of discovery by journalists looking for expert sources. Level 4: Experts in the "Evangelist" category are those go-to experts that you often see in the media as key spokespeople representing a certain topic. They are seen as notable authorities with deep domain expertise within their community of practice which has often been earned through heavy research and publications. Chances are they have also authored books that provide a path to speaking engagements at conferences and media interviews. These are also the people who have developed a regular audience through blogging or by hosting a podcast and have a well-established social media following. Ultimately, what separates this group from the others is the significantly broader market profile they have earned as a thought leader. These individuals have an intuitive sense of how to communicate complex topics in a relatable way that both educates and engages. That makes them particularly valuable to the organizations whose brands they represent. Given the degree of qualifications required to operate at this level, it’s to be expected that you will find far fewer “evangelist” category experts in any organization. Many are naturally found within the ranks of the executive team. These are the people who are comfortable in interviews, and most have extensive public speaking experience appearing on a large stage and on radio and television. At this level, organizations need to be far more strategic about how they utilize this talent pool to build a reputation and reach a wider audience. We have seen first-hand how strategic thought leadership programs can build a platform for these experts that can pay huge dividends. One healthcare system we have worked with recently forged a relationship with ABC News to feature one of their medical experts (a medical doctor) on a weekly segment related to important Covid-related health topics. Given the frequent appearances this expert has made on television, this was an earned media home run and a great way for this healthcare system to build visibility and trust within the community by providing accurate medical information. Their commitment to making their medical experts more discoverable and approachable online has also helped them promote their strengths in areas such as cardiology, neonatal, cancer, and genetic research. And the results are impressive. Over the past year, they have doubled their national media coverage and are currently outperforming much larger healthcare systems in their area. How to organize your experts Personas by their very nature are designed to provide a more standardized approach for planning using "clusters" of talent that are grouped against common characteristics. However, we're very aware that they cannot possibly capture all the nuances you will find within your organization when it comes to talent. But our experience helping leading organizations in knowledge-based industries to better manage thousands of experts shows that having a more methodical approach pays off. It optimizes the internal/external contributions and the development paths of experts to create win-win opportunities. but it also helps forge a stronger connection with employees who feel their organization is taking the development of their professional skills more seriously and more actively creating avenues for them to engage and contribute. With an understanding of these personas, we can then focus on another important consideration - where can we best engage our experts to more effectively tap into their skills inside and outside the organization? To help answer that question, we developed a "Talent Assessment Grid" (TAG) that helps you identify key areas where each of these personas can contribute. As a planning tool, it's meant to provide a more organized approach that helps you assess your bench strength and create a more tangible system for measuring progress over time in areas such as skills development or contributions to cross-functional innovation projects or outside industry consulting. Playing to the individual strengths these experts have while moving them out of their comfort zone to develop additional skills also yields additional marketing benefits. Contributing content; speaking at conferences or community events or to the media are proven ways to build market visibility, establish trust and generate revenues - and experts play a vital role in this process. A thriving network where knowledge is easily discoverable inside an organization and strategically shared outside in the community and beyond can make a huge difference in boosting innovation and culture. When properly promoted, these experts will also help you grow your reputation, relationships, and revenues. Although this process requires commitment, it positions you to be more agile and outperform your competition by ensuring you are optimizing every employee’s true potential and making them more discoverable both inside and outside the organization. How are you putting your expert talent to work? Do you have a process you use today for identifying and engaging your experts? We would like to hear from you. For more insights on how you can organize your experts online to support your internal knowledge management or promote them to a wider audience, visit us at https://expertfile.com/resources to learn more.
The Christopher J Hewitt Prize for exceptional student citizenship in the College of Life and Health Sciences at Aston University has been awarded to Hanan Tahir a fourth year MPharm student, in recognition of his support in helping colleagues to develop and achieve their goals through mentoring and for his positive and supportive outlook, felt by all those around him. The prize is named after and in tribute of Professor Christopher J Hewitt FREng who was pro-vice chancellor and executive dean of the School of Life and Health Sciences and professor of biological engineering from November 2014 until July 2019. Chris sadly passed away on 25 July 2019 at the age of 50; an eminent scientist and truly devoted family man. To commemorate Chris’s life and to celebrate the values that he held dear, the Christopher J Hewitt Prize was established in 2021 to recognise exemplary citizenship through support of other students, contribution to the Aston University community or achievement in the face of adversity. The judging panel, which consisted of four research fellows and Chris’s widow Sandra Hewitt, felt that Hanan had achieved a lot through his work with Aston University student societies, where he is president of the Aston Pharmacy Society. Hanan also set up a mentoring scheme for first and second year students to help ease them into University life after the Covid-19 pandemic. The judges noted the substantial amount of charity work undertaken by Hanan including hiking up Snowden to raise £9000 for Syrian Refugees. They were also impressed by the nominations outlining the sense of fun and joy Hanan has helped to foster amongst his student peers. On receiving his award, Hanan said: "It's within our human nature to care for and support each other. We've grown to be so successful because we have always chosen to look out for others rather than isolate and try to go it alone. And I have always believed that an integral key to happiness is community. “I am honoured to have received this award. I am even more honoured that my efforts have been noticed and recognised. Aston University has always put inclusivity and community in everything it does and I hope that we all continue to emanate the values of this University as we progress through our lives." Sandra Hewitt, Chris’s widow, added: “It was an honour to once again be able to be part of the judging panel for the Christopher J. Hewitt Memorial Prize. Again, this year the candidates all exhibited the qualities and values of the prize, however we felt Hanan was a worthy winner for all the reasons mentioned above. Chris worked hard but he liked to party harder so the fact that Hanan’s nominations also mentioned his sense of joy and fun was especially relevant." Professor Anthony Hilton, executive dean of the College of Life and Health Sciences, said: “I am delighted Hanan is this year’s recipient of the Christopher J Hewitt Prize. It makes me exceptionally proud to see members of the College demonstrating the culture and values we hold dear and being held in such high regard by their peers.” The panel also highlighted the exceptional achievements of Negin Gholampoor for her work as the Aston Medical School representative to the British Medical Association and for striving to improve the systems around her and effect change for the benefit of her peers. A special mention was made for Erika Pond for her commendable display of citizenship when providing CPR to a stranger in need. For more information about the College of Health and Life Sciences please visit our website and for information about studying Pharmacy at Aston University go to our course pages.
Women in STEM Careers Face Bias
Women are excluded from promotions when firms look at potential, rather than proof, says Dr. Nishtha Langer, an associate professor in the Lally School of Management at Rensselaer Polytechnic Institute. Promotions are an accepted way for firms to attract and retain talent. In an ideal world, promotion for employees would be purely merit-oriented, and thus, performance – or potential for performance – would be a firm’s most important criteria for career advancement. But, according to Dr. Langer, we don’t live in this idyllic world – we live in a world where women are evaluated differently than men, and often endure biases in the work environment that men don’t face. Dr. Langer believes that several factors contribute to such deleterious workplace practices. Promotions rely less on absolute merit and more on relative merit. Thus, prejudiced ideas of potential capabilities, for instance, those relying on gender-role orientation – or the ability of a woman to do what may be perceived to be a masculine task – may prevent senior managers responsible for promotions from realizing the potential of their female colleagues. Women in STEM or technology often suffer from this bias. This prejudice may further bias how women are evaluated. Especially in those jobs where women are a minority, the in-group versus out-group biases would affect the visibility of women vis-à-vis men for promotions. Another factor that may inhibit women from being promoted on the basis of potential – or even indeed with proof – is what researchers term the compensatory stereotype. If men succeed, it is because of their abilities; if women succeed, it is because of factors other than their abilities. Unfortunately, the potential or abilities of women are misattributed to luck or team factors, inhibiting them from the starting line. Finally, promotions are a way for firms to ensure valuable talent does not leave. In that sense, managers may be less sensitive to women’s outside prospects and may thus ignore their potential and choose to not promote them. They do so at their peril and fail to take advantage of the multitude of abilities women bring to the table. Dr. Langer, an authority in the field of business and the societal value of IT and IT human capital, has long focused her research on women in technology careers. She is available to speak to this and other concerns about equality in the workplace.
Professor of biotechnology appointed as new executive editor of prestigious journal
A biotechnology professor in the College of Health and Life Sciences at Aston University has been appointed as the new executive editor of the journal, BBA Biomembranes. Professor Roslyn Bill is sharing the role with Professor Burkhard Bechinger of the University of Strasbourg and will be jointly responsible for the editorial direction of the journal, including overseeing the peer review process of submissions. Roslyn's own area of research focuses on membrane protein structure, function and regulation. She is particularly interested in the regulation of aquaporin water channels in the brain and their development as drug targets to prevent life-threatening brain swelling. BBA Biomembranes is part of a family of 10 Biochimica et Biophysica Acta (BBA) journals, which are celebrating their 75th year of continuous publication in 2022. They were the first international journals to cover the joint fields of biochemistry and biophysics. Commenting on her appointment, Roslyn said: “I am delighted and honoured to join BBA Biomembranes as Executive Editor in BBA’s 75th anniversary year. “The journal has an international reputation for publishing high-quality articles in all aspects of membrane biology and biophysics. I look forward to working with the BBAMEM team to drive the journal’s continuing success.” Areas of research covered by BBA Biomembranes include: membrane structure, function and biomolecular organization, membrane proteins, receptors, channels and anchors, fluidity and composition, model membranes and liposomes, membrane surface studies and ligand interactions, transport studies and membrane dynamics. For more information on Professor Bill’s research, visit the research pages. For more information about studying in the School of Biosciences at Aston University, please visit our website.
Podcast: The nine behavioural habits needed to become a trusted executive
Executive trust model designed by business author who researched Doctorate at Aston Business School Nine behaviours sit under the three pillars of trust: ability, integrity and benevolence Company bosses urged to follow example of former Unilever chief executive Successful business leaders need to rely on the power of trust, rather than just trusting in power. And helping them to make that step-change is a self-confessed “trust geek” who carried out his research at Aston Business School before setting up a not-for-profit organisation to help bosses become “trusted executives”. Dr John Blakey has published a book called The Trusted Executive: Nine Leadership Habits that Inspire Results, Relationships and Reputation, which was based on his Doctorate in Business Administration (DBA). He has since founded the Trusted Executive Foundation, based in Solihull but with clients all over the UK and overseas. He spoke about his experiences in the latest episode of the ‘Aston means business' podcast series, presented by journalist Steve Dyson. Dr Blakey said: “The global financial crisis of 2008-09 was clearly a sign that we were losing trust in business life, and that’s what sparked me to enrol on the DBA at Aston University. I wanted to go back into the classroom and do the research to get to grips with this word ‘trust’, and to help other leaders who are looking to build high-trust cultures.” He said it was important for businesses to know where their leaders stand, and “whether you stand for power or trust as the currency of your leadership”. He explained that every leader therefore needs to ask themselves a very important question: “Are they leaders who trust in power or leaders who rely on the power of trust?” Dr Blakey, who first began his own business in executive coaching with Olympic medal-winning rower Bill Barry over 20 years ago, admitted to being a “bit of a trust geek”. While existing research had discovered the three pillars of trust, namely ability, integrity and benevolence, he set out to build on that to find out the “behavioural habits” under each one. He added: “Each habit is important in terms of building and inspiring trustworthiness, whether in a leader, in a team, or in a brand.” Dr Blakey said the habits under the pillar of ability are deliver, coach, and be consistent. “As a business leader it’s important to be competent at what we do, to deliver on time, to budget, to quality,” he said. “Coaching is all about helping other people deliver ... through coaching I can tap into the potential in people and help them grow, and I have to do this delivery and this coaching consistently, day in, day out.” Dr Blakey said that as a researcher not a week goes by without a new case study around integrity, not least that of Boris Johnson and the leadership of the Conservative Party. “There are three habits under this pillar of integrity: be honest, be open, be humble. And when we talk about our political leaders, I think we are particularly talking about honesty, as we have been quizzing our prime minister around his honesty.” He said being open was about “sharing more of yourself” and went on: “I was brought up as a leader not to show weakness … but I think increasingly in the world of trust leaders are being encouraged to show a bit of vulnerability at the right time and place.” Being humble was the opposite of being arrogant, and Dr Blakey cited the recent case of P&O whose leaders, he claimed, showed a “degree of arrogance and dismissiveness about other people’s needs”. The final pillar of benevolence consists of evangelise, be brave, and be kind. He said: “It’s common human care, compassion, kindness, and if you want to be trusted, it’s equally important to be benevolent as it is to have that integrity.” Dr Blakey said a good example of his model is Paul Polman, former chief executive of Unilever, which was recognised for the way it takes care of its people, while also leading on sustainability and protecting the environment. “Paul demonstrates that you can pursue what I call the triple bottom line of profit, people and planet, and do these things in parallel. The single biggest factor in building a high-trust culture is the behaviour of the CEO and the senior leadership team leading by example.” Dr Blakey said he and his team at the Trust Executive Foundation are now helping leaders who want to stand for trust. He added: “The sweet spot for us is helping the leaders lead from the top.”
What happens when the human body gets too hot?
What happens when the human body gets too hot? And what can you do if someone gets too hot? Douglas Casa, professor of kinesiology and chief executive officer of UConn’s Korey Stringer Institute – a leading authority on research, advocacy, and education about exertional heat stroke – explains in this edition of UConn Science in Seconds. The Korey Stringer Institute at UConn was established in honor of the Minnesota Vikings offensive lineman Korey Stringer, who passed away from exertional heat stroke in 2001. Looking to know more? Then let us help with your questions and coverage! Douglas Casa is an expert on athletic training, heat illness, and hydration. Dr. Casa is available to speak with media about this topic. Simply click on his icon now to arrange an interview today.
School of Optometry ophthalmic equipment will furnish three polyclinics – presented by Canon Medical for the duration of the Birmingham 2022 Commonwealth Games Aston University clinical and academic staff volunteers are part of a team running the clinics The polyclinics presented by Canon Medical are due to open to athletes on 22 July. Aston University optometrists and dispensing opticians from its School of Optometry have been preparing various pieces of ophthalmic equipment needed to furnish three eye health polyclinics presented by Canon Medical at the Birmingham 2022 Commonwealth Games. The polyclinics presented by Canon Medical will be hosted at the Birmingham 2022 villages at the University of Warwick & University of Birmingham. The equipment, which is on loan from the School of Optometry, includes slit lamps, ophthalmoscopes, visual field screeners and tonometers. It was loaded up on Saturday 16July and Monday 18 July and was then transported to the three sites in preparation for the opening of the service on 22 July. Athletes and the wider Birmingham 2022 community will be able to access emergency eye care at the clinics. Athletes who need emergency access to glasses and contact lenses will also be able to get them from the polyclinics. The service is being run by volunteers who have had role-specific training provided by the Games medical team. Aston University’s volunteers are academic and clinical staff from the School of Optometry. Leon Davies, professor of optometry & physiological optics at Aston University, has led the clinic set up and is also a polyclinic volunteer. He said: “It is an honour to support the Birmingham 2022 Commonwealth Games through loaning our ophthalmic equipment, and I am proud of my colleagues who have volunteered to help run the clinics. “We are excited to provide athletes’ eye care whilst they are here in Birmingham. We appreciate some may have travelled long distances so on arrival might need to seek advice regarding a range of eye health issues. This could include anything from dry eye (due to a long flight), seasonal problems affecting eye health, or an issue with their spectacles or contact lenses.” The polyclinics presented by Canon Medical will be open every day from 7am – 11pm from 22 July to the end of the Games on 10 August. For more information about the School of Optometry including our research and courses, please visit our website.
