“To raise new questions, new possibilities, to regard old problems from a new angle, requires creative imagination and marks real advance in science.“
Creativity and innovation are key tools integral in growth of any business which has a long term strategy. In my consultancy roles for small, medium enterprises (SMEs) I quickly learned how cut-throat the business world is and how much creativity and innovation is needed for the businesses to thrive or even survive. The ability to create and innovate whilst integral to business is at the core of science and informs the everyday research and scientific developments we have observed through time.
In the UK, the government has identified innovation as an important factor in growth and sustainability and as a result has created several schemes to encourage creativity and innovation. These schemes are meant to link businesses with each other or with academic institutions to harness ideas and turn them into marketable products. Examples include the Knowledge Transfer Partnerships (KTP), Invention for Innovation (i4i) and from a global perspective, the Global Innovation Fund aimed at providing grants to transform the lives of people living in poverty. For anyone looking for innovative projects, I often recommend the KTP as it is a superb route to innovative funded postgraduate degrees which also gives experience working with an industrial partner.
What I find particularly odd and often worrying however, is that in the sciences we are always expected to create or innovate (in the eyes of the external “real” world) but more often than not, innovation or enterprise is not a core part of the curriculum. Even more mind boggling is the expectation that PhD candidates are expected to create something novel from their research or add something new to the body of existing knowledge. Going with the quote from ol’boy Einstein above, they are expected to be innovative without giving them the tools to be able to enrich or harness that creativity.
Why do we love stories so much? Could it be because of that powerful space it creates where our personal experiences connects with someone else? We love stories in The Hub and in today’s article, Dr Yewande Pearse shares her triumps and challenges enroute to the qualification called a PhD! Amara got to learn about Yewande through her campaign and was (and remains) inspired by her journey. Enjoy!
APH: Please can you share your academic and professional background?
YP: I completed my BSc in Human Sciences at King’s College London in 2006. I then returned to King’s in 2009 to complete a Masters in Neuroscience with a Distinction. After my Masters, I worked as a Research Assistant for two years before taking up a PhD studentship at the Institute of Psychiatry, Psychology and Neuroscience. I have just completed my PhD in Neuroscience, which aimed to explore the potential for gene therapy in multiple forms of Batten Disease, a childhood brain disorder.
In layman’s terms, can you share what your research study/area is about?
Batten Disease is a group of inherited disorders that cause profound neurodegeneration and predominantly affect children. The symptoms are progressively debilitating and include blindness, seizures, intellectual decline and disability, dementia, loss of speech and motor impairment, with many children eventually becoming wheelchair-bound. Currently, there are no effective treatments available for any form of Batten Disease. My research is about finding innovative ways to treat this group of diseases with a focus on gene therapy.
So what is your PhD story? When did you realise that you wanted to undertake a PhD and how did you get into one? Why did you choose your topic?
Last week, Amara and I had the pleasure of sharing a platform with other blogging “experts” at the Society for Applied Microbiology (SfAM) summer conference at Edinburgh to chat all things blogging with a group of early career scientists… Edinburgh itself is a really good welcoming city, with great sights to see and lots to do and if you are a big fan of shopping, well, you might quite like it..oh and the scottish shortbread biscuits..enough said there!!..
The conversation about blogging was varied and went from the simple to quite complex. I’d like to share some of the questions which were asked and responses from the session and for the benefit of our readers, some extra useful information Enjoy reading!
Starting from the basics, what is a blog?
There are different definitions of what a blog is – according to the Oxford dictionaries, a blog is “A regularly updated website or web page, typically one run by an individual or small group that is written in an informal or conversational style.” Blogging can be formal or informal – blogging can be as simple as having an online diary where you share your thoughts or experiences on a regular or irregular basis (whatever is convenient for you) or it could be something much bigger e.g. blogs run by University departments, biopharma companies sharing information with shareholders and consumers or simple trivia blogs with lots of fun things. In effect, a blog could be whatever you want it to be and that is what makes blogging an exciting and often rewarding activity.
I have a personal blog, is there a space for it out there and how do I grow it?
In our journey as aspiring professionals, we will face a lot of challenging situations. How do you deal with the pressure that comes with achieving your personal as well as professional goals? Do you react impulsively or respond resiliently. We stumbled across this article by Uche Ezichi and he has graciously given us permission to share it here. I believe this is an important lesson to us all.
When I left my investment banking career, I was thrilled to join the Goldman Sachs (GS) HR team. Considering their performance, what better place to start my new career of developing leaders. So what went wrong? Nothing really changed with GS. My team remained the same, 100% dedicated to their job and willing to give 120%. The issue was with me.
Isn’t it funny how when we are not happy about our situation, we sometimes complain and expect our organisation or team we joined to change for us?
‘What are your two greatest strengths? How do you think your greatest weakness will impact on your performance in this role?’
I was at a job interview. On the outside, I worked to project the confident, cool and collected interviewee. On the inside, I was on my knees begging ‘Please have mercy on this graduate in the wilderness of graduate employment for those of us without experience!’ I answered the technical questions with flair (at least I thought so). I talked about my dissertation, latest news in the sector…I could already see my staff ID card in the horizon. Then the question above was posed and I just went blank.
Thing is, up to that point, I had thought that interviews were only to test if an individual had the subject knowledge to do the job. ‘We are looking for an accountant, you are an accountant, you’re hired!’ However, prospective employers are also searching for an individual who is a good fit for their organisation. S/he has the knowledge and experience but…Is s/he a team player? Can s/he persevere through rejection? Is s/he inspirational? How does s/he manage conflict? Is s/he empathetic?