Line management for the Clinical Research Leader

Soft Skills

A top technical performer does not automatically imply a great line manager. Often though this is how line managers get promoted into this role in the research field, usually without any formal training or preparation. And preparation is certainly needed for any novel line manager because of the major differences in ‘technical knowledge and skills’ versus ‘people knowledge and skills’. Opposed to technical leaders, it’s the line managers’ assignment to help staff perform and develop. To achieve this, they best use the ‘Hearth/Hard’ approach. ‘Heart’ meaning understanding and showing respect for employees and ‘Hard’ implying clarity and open and fair dealings with the staff. In a nutshell, effective people managers stimulate motivation and staff performance by offering opportunities for growth.

In this TRIUM Training, the three pillars (tasks and expected results, staff motivation and growth, teamwork) and two dimensions a line manager (task leadership versus human leadership) needs to consider are discussed and practiced in detail. For example, a well-respected line manager focuses on results, knows what drives an employee, builds and maintains trust, sets individual- and team goals, provides and receives feedback, organizes and communicates effectively.

After a theoretical introduction to the skills and techniques you will have opportunity to practice and learn from you peers using real case studies and examples. A handy job aid summarizing the key take-aways will be handed out at the end of the training to help you transform your newly learned skills into actual performance.

At the end, you will receive a certificate for attendance and handy hand-outs for use in the field.

Learning objectives

By the end of this TRIUM Training you should be able to:

  • Describe your motivational dynamics in a relaxed but powerful way (what drives me, what are my talents, what do I like or dislike, etc.) so you are passionate and real
  • Listen actively and ask probing questions on the staff’s potential (what drives them, what are their talents, what makes them happy, etc.) so you are an inspiration and all feel heard and taken seriously
  • Consistently communicate real purposes, strong moral values and strategies
  • Turn conflicts into opportunities
  • Create trust relationships and environments with useful feedback to all stakeholders
Intended audience

Advanced Level
Demonstrates advanced skills and knowledge and the ability to teach, coach, or supervise others. Consistently applies critical thinking and problem solving.

Esther Daemen
Esther Daemen has over 27 years of working experience in the healthcare/pharma & device field. She served many organizations in different research roles and as professional development director at ACRP global. She gained a bachelor’s in nursing and earned project management, training and DPO certificates as well as and a master´s degree in Business. Esther is also a highly sought-after presenter at professional conferences/universities and a writer of peer-reviewed articles for professional magazines like ‘The Clinical Researcher’. Her work was rewarded by the KP Morgan 'OECT Summit 10Years Speaker Achievement Award' in 2020, the ‘Best trainer to watch’ 2010 Training Magazine award and by having her organization ‘Kendle’ being listed as one of the top 125 training providers in the world in 2008. "TRIUM is an expert Contract Research Organization that offers a unique combination of global CRO services, staffing solutions, quality services, GDPR consultancy and risk-based approaches as well as training services. It’s our mission to be a passionate, dedicated business partner with a focus on excellence to provide start‐to‐finish clinical trial activities tailored to the timing, budget and specific needs of the Sponsor.”