CRC 1182 Talent Management

Continuity from the beginning of training to the doctorate.
CRC 1182 Talent Management is aimed at doctoral candidates, postdoctoral researchers and principle investigators during their career within the CRC 1182. Our goal is to unfold your complete potential! The Graduate Center of Kiel University offers excellent workshops and seminars, which we integrate. In our CRC 1182 Talent Management Program we focus on your very specific environment and the parameters for growth and development: In collaboration with very experienced organizations, specialized in Scientific Human Resources Management, we design CRC 1182 specific programs and formats for our young researchers. Our goal is a diverse, healthy, highly motivated and collaborating peak performing “young generation”.

CRC 1182 Measures in Times of COVID-19

The CRC 1182 aims to detect, address and solve the multifaceted challenges of its members in times of pandemic through close supervision by our coach Ute Jülly. The mix of onboarding Focus Interviews for new members and targeted coaching for critical situations, from project issues to career moves, has proven to be a valuable tool for our young scientific talents over the past years.

Workshops & Panel Discussions

Focus Interviews

In order to determine individual needs Ute E. Jülly, our coach and human resources expert, conducts semi-structured 360° interviews. Based on these information we cluster relevant topics (i.e. communication, networking, funding, application process) which will then be targeted in highly interactive live or virtual workshops.


Coaching is the most efficient tool for change. Therefore we offer individual coaching as a highly effective tool for personal development. The content stays 100% confidential. Frequent defined challenges are: Time- and Self management, Stress management, Improving the PI Relationship, on the way to professorship, next career steps.


Mentoring is a process of informally sharing relevant knowledge and providing support for professional career or personal development over an extended period of time. Additionally to the different mentoring programs of the participating institutions, CRC 1182 offers two formats of mentoring. The mentee can use the Professorship Advisory Committee (PAC) as a mentoring format or use the provided CRC 1182 Mentoring Agreement as the basis for a self-selected mentor-mentee relationship.

– Professorship Advisory Committee (PAC)

The Professorship Advisory Committee (PAC) is inspired by the Thesis Advisory Committee (TAC) for doctoral students. The idea of the PAC is to accompany a Postdoc on his/her way to become a Professor. It allows a close supervision of the Postdoc from different angles of faculty specializations and will consist of:

  • the Postdoc´s immediate advisor,
  • a faculty member from the institution where the Postdoc is employed,
  • an external scientist (at least from another Institute, but preferentially from another Institution).

The PAC should meet with the Postdoc at least once per year to review progress towards the agreed scientific and career goals, provide suggestions and support for any problems that might arise.

The Postdoc is responsible for organizing the PAC meeting and is strongly recommended to take minutes of the meetings and send them to all committee members. It is the ambition of CRC 1182 to continuously support its young scientists. This requires that we are involved in certain processes. Therefore, we ask Postdocs to inform the CRC 1182 office ( which committee members comprise the PAC and when it meets.

– CRC 1182 Mentoring Agreement

Since a mentoring relationship can cover a wide variety of topics, CRC 1182 offers this mentoring agreement to use to establish the framework of individual mentoring.

Bridging The Gap Between PhD’s, Postdoc’s and PI’s

PI’s also have the opportunity to benefit from our Human Resources Support. Having the young researchers detailed insight and anonymous information allows Ute E. Jülly to consult our PI’s on optimizing their leadership tools. For example, PI’s like to discuss and check the content of their job interviews and their expectations of the new “trainees”. Different and not clearly communicated expectations are a widespread root cause of misunderstanding, conflict and frustration. It is especially the advantage of an external person to be able to address critical points in a neutral mode: without negative impact on the relationship level. It is a relief for our PI’s to know that the CRC 1182 Talent Management Program also integrates the phase after the doctorate and prepares them for the application process.

Do you need an advise?

Would you like to get a straight answer to your question? Or some one who listens very carefully and gives multifaceted feedback?

Please contact Ute E. Jülly. She can give you as external person an advise and will be completely secret about your situation.
Mobil: +49 170 4900094

Helpful Material for Your Application Process

Institutions & Partners