Life Advice, Professional Development, Personal Perspective

I have a lot of ties to the state of North Carolina. My mother was born and raised there, both my parents met at college there, I received my Ph.D. from the University of North Carolina, and ultimately took my first job after my postdoc in North Carolina (at NC State University). 

I have always found North Carolina's state motto - ​Esse quam videri: To Be Rather Than To Seem - to be quite inspiring. I also think this motto is a good way for us to think about navigating our current (often online) world where it is relatively easy to seem a certain way but much harder to be real and present in the physical world. Furthermore, being involves - at least to come extent - action and doing versus projecting "action" through online signaling and seeming engaged​. 

Furthermore, in an age where it is easy to post one's opinions and thoughts online, to critique and pile-on, and to signal authority without real expertise, we as consumers and distributors of information must work to be rather than to seem...to be critical consumers of content and to work hard to be honest and effective communicators of information. None of this is easy...being in the real world, with all its messiness, never is. However, only in being action oriented can change happen both in our lives and in society writ large.   

In a world with many systemic issues (climate change, inequality, discrimination), we must work to be change agents rather than to seem concerned and virtue signal without taking real action. 

It is quite easy to be a critic, to point out the flaws in systems, institutions, and other's arguments. It is more difficult to be the change that is needed through involvement and engagement.

​I firmly believe most systems can only be changed from within as knowledge of a current system helps inform how it could be improved...and the barriers to this improvement.  

Systemic Issues in the Higher Education Workforce

​Recently, many have pointed out the flaws in the United States' higher education system, specifically how the system is broken and exploits contingent labor (adjunct faculty, postdoctoral scholars) and graduate students.
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While these points are well-founded and certainly providing living wages to graduate students and postdocs is critical, what would change look like in the current system? That is a post for another time (but see my Reimagining the Postdoctoral Experience opinion piece written earlier this year for some thoughts) but what I do want to say here is that without being embedded in a system, it is very difficult (if not impossible) to understand the various factors that have led to a current state of affairs and the barriers to change. One can only be pragmatic through carefully assessing the limitations others within a system face when making change. In the example of academic labor, recently the University of California System's postdoctoral scholars reached a tentative agreement for higher salaries and other benefits but it is currently unclear who will pay for this. If the institutions push the additional cost of supporting a postdoc on faculty research grants, this will necessitate research cuts in other areas. And if there are less funds available to support research efforts in these groups, couldn't that have a negative impact on the postdocs involved in the research? So, while this seems like a positive development, it has not necessarily changed the various systems and institutions associated with the academic research enterprise. Although this is still a developing story, it seems one approach the University of California System could take is shifting the burden of covering the increased postdoc compensation package onto faculty supervisors who are already burdened with funding their work under the current system. 
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​Change is challenging and multi-layered...when you solve one issue you introduce others. 

Let's take a step back from higher education and academia, with its own unique issues, and look more generally at societal challenges around seeming vs being and reflect on the need to change current incentive structures that undermine human flourishing for many. 

In this modern age we need...

To be...real.

Crypto and $ Trust...
The recent news of the collapse of FTX and reports that the company leveraged its self-created digital token to shore up its finances seems at first unbelievable. How is such a thing even possible? One can create a digital "asset" out of nothing and assign it value? Well, yes. This is essentially what cryptocurrencies are - digital assets that have value because a group of people believe they have value. While the cryptocurrency bitcoin can point to the fact that it has scarcity on its side (ie, mathematically, only so many bitcoin can be "mined" and produced), many other digital assets have no constraints. 

​And while certainly all fiat currency is based on belief in a system (ie, government issuing it), there are often security measures in place to ensure the currency is protected and maintains a stable form of value (see the US Federal Reserve System and FDIC insurance as examples in the United States). 

This is not the case with cryptocurrency. So, why did it gain so much popularity over the last few years? Mostly through rampant speculation but also it centered around a story many wanted to believe - that decentralized financial systems represent the future. And why that narrative may prove right over time, the largest flaw in this system is that while it points to the fact that it does not rely on trust in governments to keep currencies afloat, it does still involve trust in individuals to believe the currency has value. Money is ultimately a human trust exercise centered in belief with little tangible "realness" to any of it. Though trust may be stronger in some assets than others, especially at the current moment.

Ultimately, I think many recent cryptocurrencies exploded in value and popularity the past few years because they seemed like a great concept and way to speculatively grow one's assets without offering anything of real value. The collapse of FTX is yet another lesson in being critical and discerning in one's investments and not blindly buying into hype and groupthink. 

Signaling Status...
The rise of social media over the past 10-15 years powered by a smart phone in virtually everyone's pocket led to rise in individuals signaling "success" or satisfaction on platforms such as Facebook, Instagram, and TikTok. An outside observer would be left to believe that nearly everyone on these platforms had amazing lives but, as we know, social media posts are really curations of one's daily/weekly "highlights" and not really what one's life actually looks like. New platforms have emerged to try to foster more "realness" on social media - see BeReal - but the fact remains that most people want to project a version of success and contentment to others. 

As such, spending too much time on these social media platforms can produce unwarranted envy, depression, and other mental health issues in adolescent and adult consumers who weigh their current lives as deficient compared to what they see online. 

To be...present.

The proliferation of modern, on-demand media and the fact that the COVID-19 pandemic moved programs and events online have resulted in many individuals not engaging in "real time" with content and programming. This trend leads to a lack of community building and reduces social and community ties. I see it first hand in the work I do offering career and professional development workshops to graduate students and postdoctoral scholars. 

It is so easy to sign up for workshops or events and then either not attend and wait for a link to a recording or resource or to "attend" but not really be present - the dreaded Zoom event where everyone but the presenter has their cameras off. While certainly some of these workshops are focused on information transmission which one may argue does not necessarily require "engagement", there is the hope individuals use the time to ask questions and engage not only with me but with each other. 

Why is this important? Well, it is easy in our online world to feel alone while being virtually connected. Making space for individuals to engage with one another around topics like career exploration, having difficult conversations, the job search, etc....allows attendees to see they are not alone in their struggles and self-doubt. It is easy to think you alone are experiencing challenges and setbacks if you don't interact with other human beings for real and make space for authentic conversations.  

If when one felt down or uncertain all one did was Google terms for "help", one would unfortunately often be presented with results that would suggest there is a clear way forward by following steps 1-X as outlined by expert BLAHBLAH. Sure, that advice could be helpful but reading cold insights online detaches you from the personal nature of the many challenges we face as human beings. The information shared might work for the individual sharing it given their unique situation but might not work for you.

Finding communities of support to engage with authentically is critical. And technology can help make these connections. In the end, though, you need to connect with others on a more personal level to have them open up about their own struggles, doubts, and experiences. Ultimately, these individuals may also be able to offer more personalized advice by engaging with you one-on-one (informational interviews). Most people want to be helpful but first they have to get to know you and trust you.

To be...involved.

Involvement in institutions has dropped precipitously in the US over the past few decades. The 2020 book Bowling Alone by Robert Putnam brought an issue that had been simmering for years to the forefront. Social capital and involvement in civic institutions in the US has plummeted and the pandemic only made this worse. 

Getting involved in a group or organization helps bring meaning to our lives. Human beings need community and belonging to thrive. This can look different for each of us but the benefit of involving yourself in organizations or groups whose causes you care about provide an opportunity to meet and interact with others and the ability to bring change to the world in areas important to you. 

To be...the change.

Speaking about change is quite different than driving forward change. The later is difficult and filled with challenges. Real, structural change involves work. Ironically, though, it is often by overcoming large obstacles and challenges with instituting change that we feel the most fulfilled. Making change when it is hard means we have overcome something and fought for what we believe in even if there was a chance that change would not come. In fact, change might not come from your efforts initially but perhaps you spark conversations and reflection within organizations that eventually lead to change. These changes may not even occur in our lifetime. While this sounds deflating, humanity's evolution can sometimes be an incremental process. Changes can result from small beginnings in the past. 

I think of scientific advances as a good illustration of this concept of effects sometimes not being realized in real time. Scientific theories and ideas often cannot be implemented until other breakthroughs occur that make the technology needed to execute them cost effective and/or there is collective need to implement the science to respond to global challenges. The science that ultimately led to mRNA vaccines against the SARS-CoV-2 (corona) virus was developed over 30+ years, though it took a global pandemic for it to be fully realized as a tool to swiftly and efficiently create vaccines targeted to the specific genetic fingerprint of a virus.  

To be...content.

Learning to be truly content is difficult. It is not the natural state of human beings and especially not the case in cultures that strongly value growth and progress over nearly anything else (ie, Neoliberal capitalism). 

You could also rephrase this as being present. Too often in modern society we are either super focused on the next task, item, or goal or we ruminate on past choices and decisions that can't be changed. Living in the present moment is challenging but is also the most actionable course to take. You control your present in many regards while your past is, well, past and the future is unpredictable and, frankly, unknowable. 

To be...vulnerable. 

The not so dirty secret of being "real" and authentic is that it makes one vulnerable. Similarly, being involved, present, and invested in change and the betterment of systems means you are bound to encounter obstacles and setbacks. In short, "being" involves the potential of failure. We must acknowledge this fact and try our best, despite our human nature, to embrace it. ​

To be...optimistic about the future.

In summary, while it is easy to stay in your comfort zone and seem engaged, involved, and like you have it all together it is much harder to be involved in the real world and a change agent...to push for progress despite setbacks and face the potential that your hard work might not have an immediate impact. 

​Certainly there are challenges we face in our current world and it can be easy to get stuck in the mindset that structural challenges and barriers are too large for us to overcome. This can lead to paralysis and detachment...in fact we are seeing it in the data. Americans' confidence in major institutions are near all-time lows (measured since 1973), according to Gallup.   

Percentage of Americans reporting great deal or quite a lot of confidence in:

• Congress: 7%
• Television news: 11%
• Big business: 14%
• U.S. Supreme Court: 25%
• Large technology companies: 26%
• Banks: 27%
• Public schools: 28%

The average confidence in major US institutions reached an all time low of 27% in 2022. For comparison, average confidence was 36% in 2020 and 43% in 2004. So, in 18 years we saw a confidence decline of ~37%. 

A new survey, conducted by The Harris Poll on behalf of the American Psychological Association, tells a story of a stressed nation facing uncertainty about the future. From their report: 

A majority of adults (62%) disagreed with the statement, “our children are going to inherit a better world than we did,” and 63% disagreed with the statement, “I feel our country is on the path to being stronger than ever.”

More than three-quarters of adults (76%) said that the future of our nation is a significant source of stress in their lives, while 68% said this is the lowest point in our nation’s history that they can remember. 

Certainly the data don't point to a rosy picture but, as I have been saying, perception (seeming) is sometimes different than reality (being). There is also data showing that, objectively, many aspects of the human experience have improved as a result of technological innovations over the past century and even the past few decades. Steven Pinker's book, Enlightenment Now: The Case for Reason, Science, Humanism and Progress, illustrates clearly that technology and innovation have made many citizens of the world better off. 

As the graph above shows, in 1950 approximately 63% of the global population lived in extreme poverty. That percentage in 2015 was ~10%....a massive decline. United States Census Bureau data also show a historical decline in poverty from the mid 20th Century to now. The poverty rate in the US in 1959 hovered at 22% and was down to ~12% in 2021. And while certainly inequality is on the rise, the US and the world are arguably wealthier and healthier than we have ever been.

Furthermore, the COVID-19 pandemic and other challenges (opioid crisis) we have encountered over the past decade or so only highlight the amazing power of science and technology. In less than 12 months we went from sequencing the coronavirus to APPROVING mRNA vaccines for distribution in the US. A remarkable scientific achievement. Just as easily, however, scientific advances can produce powerful, highly addictive opiate medications that can destroy the lives of many who find the modern world unbearable. 

What all these finding show are that humans have the capacity for innovation and adaptation...that we can push forward technology and change (both societal and environmental) with the power to create or destroy.

​It is in our mindset and perception of the world, however, where we choose what path to take: a hopeful future where change happens for the better or a pessimistic view of humanity torn asunder by its own envy, discontent, and detachment. One requires action and individuals stepping up to be the change they want to see in the world...the other is, frankly, easier on the individual - let entropy and chaos reign.

​Will you stand by and feel disempowered and disengaged or find ways to contribute in tangible, real ways to the lives of others? 

To be is to do...

Being implies doing. A recent article in The Atlantic by the fantastic writer Derek Thompson illustrates nicely that while innovation and advancement are nice in and other themselves, it is in their implementation that they truly impact society. A focus on action is critical to making the world a better place. Furthermore, this action has to take place in the real, physical world with all its messiness and limitations. Practicality must be considered and various stakeholders engaged to drive forward lasting change. 

This is because for a society to really change and advance it has to see the value in the change. It has to be bought into the notion that, on balance, the benefits of change outweigh the risks.

Doing requites putting oneself out there in the world, literally, and connecting and working with others to accomplish shared goals. 

To close, I hope you find ways in 2023 to engage more with the "real" world, with others, and with your real self...to be rather than to seem. 

For Further Reading
From the Blog

• Why You Should Get Involved In Things Outside the Lab/Work
• Cultivate Serendipity by Giving Back and Getting Involved
• Find Your Passion? Finding Meaning and Purpose in Your Work and Life

Online reads

• Why the Age of American Progress Ended
• What Happens When Americans Don’t Trust Institutions?

Books

• The Achievement Habit: Stop Wishing, Start Doing, and Take Command of Your Life
• Better Together: Restoring the American Community
• Bowling Alone: The Collapse and Revival of American Community
• The Upswing: How America Came Together a Century Ago and How We Can Do It Again

​Human beings are by nature risk averse. The field of behavioral economics has demonstrated unequivocally that loss aversion is a real and powerful force. Specifically, we have a loss aversion bias where we tend to prefer avoiding losses to acquiring equivalent gains. When the psychologists Daniel Kahneman and Amos Tversky presented this and other findings in their 1979 paper on Prospect Theory they challenged established dogma that human beings are rational economic agents. 

To summarize the loss aversion thesis: Losses Loom Larger Than Gains  
An equivalent loss is subjectively perceived as “worse” than the same amount of gain. 

Our aversion to loss makes sense in an evolutionary context as the loss of resources could be severely detrimental for survival. However, there can be severe repercussions to a bias of avoiding loss over seeking gains: we sometimes don’t take the chances we should. 

Kahneman and Tversky also found in their prospect theory research that people tend to over-weight both low and high probabilities and under-weight medium probabilities. We often perceive events with relatively low probabilities as more likely to occur than they are. So, any risk that is non-zero is perceived as risky, even when, objectively, risk probabilities vary quite a bit from the extreme ends of a distribution when compared to an intermediate level of risk. 

Combining human loss aversion with our over-weighting of low probability events, one can imagine that when the potential for loss intersects with an event with a <100% probability of success, human decision making becomes even more warped relative to what would be expected in a purely mathematically-based, objective world. Rationally, pursuing an opportunity with a 5% chance or failure is far better than if the chance of failure was 25%. Both are relatively low probabilities but the 25% failure rate is 5 TIMES that of the 5% rate. However, most people will perceive a 5% failure rate as HIGHER than it actually is. 

Taken together, then, potential losses that occur at relatively low probabilities are perceived as more likely to occur and, thus, avoided at a higher frequency than one would expect “objectively”.  

​What does all of this have to do with one’s pursuit of a career? 

Well, we can all get very comfortable with the status quo and what we “know”, often at the expense of venturing out and exposing ourselves to new experiences. This is especially true if there is a risk of “failure” or “loss” in pursuing new avenues or experiences AND even if the frequency of those losses are not high, we will perceive the risk of loss as HIGHER than it actually is. 

How this can manifest for graduate students and postdocs is that their current work and experience in an academic setting is a 100% “known” quantity (whether or not it is supportive, a good fit, or well-liked) and therefore may seem not to pose the risk of the unknown. Venturing out to even explore alternative environments can often seem relatively risky in comparison, and may feel disproportionately scary due to the element of risk introduced by the unknown. This can manifest itself in things as low stakes as attending workshops or events that are not “related” to their research/scholarship. 

​Why go out of one’s way to attend that networking event or workshop on a “transferable” skill? 
What if it is uncomfortable? 
What if I am made to do something I am not familiar with or that challenges my sense of self-worth? 

Growth involves pushing oneself beyond what you know or feel comfortable with. However, in many ways technology and the readily available amount of online information can lead one to think less risks are needed to map a path forward in your career. It is important to realize, though, that some of the most useful information and insights related to career progression cannot be found online but instead through human conversation, connection, and experiential learning - which may involve some level of risk or vulnerability. 

There will always be some uncertainty when pursuing something new. And given both graduate school and postdoctoral training are finite periods that will end…you will be pursuing something new when your time as a graduate student or postdoc is over.

So, how might one de-risk the next step in your career? How would you know you are pursuing an appropriate path? There is no substitute for doing the job…you can’t fully know what it is like to be in a role until you are in it. However, there are a few steps you can take to begin understanding what roles might be right for you and thus “de-risk” your career choice.

Perhaps one of the most difficult risks we encounter as humans is putting our faith in others. And our fear of the unknown gets ramped up another notch when it requires us to engage with programs and people completely new to us. However, it is critical to engage in broad communities. There is also data showing that “weak ties” are critical in one’s job search.

A very practical place to start when seeking connections and career conversations is via informational interviews with individuals working in areas you are interested in learning more about. The University of Pennsylvania Career Services team has a superb guide to informational interviewing for graduate students and postdocs and you can also find a great guide available through ImaginePhD (create a FREE account to access this and other ImaginePhD resources).  Informational interviews can also be helpful for your faculty job search. I encourage graduate students and postdocs to begin their search for potential individuals for informational interviews through LinkedIn, leveraging their amazingly powerful Alumni Tool in particular. These conversations will be immensely helpful as you learn more about potential roles and get a sense of how you might make a career transition. 

​A step beyond conversations with professionals though, is to experience what it is like to work in a particular role or on a relevant professional task first-hand through experiential learning. You can also engage in experiences to build transferable, “work” skills through volunteer and leadership efforts at your institution, in your community, or via professional societies. While not traditionally labeled as experiential learning, these volunteer experiences can also be extremely valuable on a variety of levels - fostering belonging, building teamwork and leadership skills, and providing a means to “give back” and help others.   

Formal experiential learning involves applying concepts through active experiences to better understand the applications of one’s skills and knowledge to real-world problems. In addition, one’s self-reflection of the experience and how it aligns with one’s interests and values is crucial in helping inform future career choices.

Experiential learning can range from job simulations to internships and everything in between.

• Job Simulations
  • These prebuilt “simulations” are created by professionals to walk others through typical tasks/deliverables and give them a sense of the types of projects and work performed in certain professions. They are a great way to experience a “day in the life” and reflect on whether you could see yourself performing these tasks as part of a future career.
  • Explore InterSECT Job Simulations
• Job Shadowing
  • This relatively informal process involves spending a day or two with a professional to see what their work looks like. You might be able to leverage informational interviews into future job shadowing opportunities. 
  • Industry "site visits" provide a more high-level overview of an employer but also serve a similar function of allowing students and postdocs to experience an employer first-hand. See this publication for an example of one site visit model implemented in North Carolina's Research Triangle Region.  
• Internships
  • The most immersive of the options listed here often involves spending typically 8-12 weeks embedded in a work environment. While some graduate programs offer formal internship opportunities, not all do. 
  • Even if your institution does not have a mechanism to support internship programs, the National Science Foundation (NSF)’s INTERN Program provides supplemental funds for graduate students supported on NSF research grants to pursue up to six months of an internship experience in a non-academic setting. 

​Some of these experiential learning options require risk and uncertainty. Thus, starting with informational interviews to narrow your scope before pursuing more immersive experiences is a good idea. What I think you will learn after giving the process time is that the more you talk with and learn from others, the more information you will have on a potential career. As you delve further into understanding day-to-day activities and processes through job simulations and shadowing and potentially via internships, the more confident you will feel in pursuing a certain career path. You will de-risk taking the next step through these information gathering and immersive experiences. The ultimate goal is to be fairly confident that the next step you take is the right one for you right now. 

The right now is important to remember as our professional goals and needs will change over time. In most cases, the next job you undertake after graduate school or your postdoc will not be your last. You may eventually need to explore different professional paths. But, having gone through the process once, hopefully you will find it a little less uncertain and daunting the next time around. 

​To close, try not to be scared of the unknown, the unpredictable, the uncertain. Realize that in uncertainty often lies unexpected opportunity and discovery. For example, when I was a postdoctoral fellow at Vanderbilt, I (reluctantly) took on a leadership role in our local postdoctoral association that seemed risky for me at the time - I was/am introverted and didn’t see myself as leadership material. I went from treasurer of our postdoc association one year to vice president the next to a professional working in postdoctoral affairs and serving on the National Postdoctoral Association’s Board of Directors a few years later. I built confidence in my leadership skills through each successive experience. If you had asked me as a postdoc if I would have expected to be here professionally seven years later, my answer would have surely been no. But, circumstances pushed me to step outside my comfort zone and ultimately I found a career path where I felt I could make a difference in higher education. Life is unpredictable and career paths are windy but one has to be willing to venture down new avenues of experience and exploration to gain a better understanding of what pathways may be out there for you. 

There is a big, wide world out there…bigger than any of us can fully appreciate. If only we are willing to step outside our comfort zones and take some risks. Being strategic, however, in how you approach the unknown, specifically seeking out opportunities for informational interviews and experiential or volunteer-based learning, can de-risk your situation quite a bit. However, at some point you will have to take the leap. Hopefully, though, you can do that with a bit more confidence and conviction, leveraging the resources and advice you learn along your career exploration journey. Like many, it took a lot for me to take the leap into a profession outside what I “knew.” Hopefully, though, the resources and methods shared here can help make that leap feel a little less risky for you.

​The National Postdoctoral Association (NPA) is a member-driven organization, relying on volunteer efforts of its members to advance the mission of the NPA. One of the volunteer committees, the Resource Development Committee (ResDev), develops tools and resources for the postdoctoral community, including planning and implementing webinar series, and creating website content such as career development resources and guides for postdocs. Volunteering with ResDev is a fantastic opportunity for postdocs and postdoc administrators alike to provide essential input into the creation, curation, and promotion of these invaluable training resources while gaining leadership experience.

Anyone who is interested in getting involved with ResDev can sign up to volunteer via this weblink.

​ResDev has developed three new career guides for postdocs: A Postdoc's Guide To The Postdoc Timeline, A Postdoc's Guide To Career Development, and most recently, My IDP & Me.

​A Postdoc’s Guide To The Postdoc Timeline assists trainees in developing a research, professional, and career development plan for each stage of postdoc training, providing recommendations that start at the very beginning (first 6-8 weeks of the postdoc) through planning for transition (final 3-6 months). The timeline links to helpful resources and suggestions for incorporating the six NPA Core Competencies into an individual training plan.

The Career Development Guide introduces key concepts of the career development process, providing explanations and resources to assist in both career exploration and the job search. The guide discusses self-assessment, exploring various career paths, networking, and informational interviews, preparing job search materials such as CVs, resumes, and cover letters, interviewing, and negotiating. The guide has also compiled a list of helpful resources to get trainees started, including on-campus resources, books, online career guides, and other web-based resources.

My IDP & Me is a comprehensive guide for postdocs seeking to develop a plan for their training and career development that assists them in reaching their long-term career goals. Particularly, this guide was created to highlight the IDP as a self-directed process. So, regardless of whether your institution promotes and facilitates the creation and use of an IDP, you can use our My IDP & Me guide to walk you through the process independently or dive into it more deeply.

To develop an effective IDP, you will need to take the time to make an initial assessment of current values (personal and professional), skills/techniques (within and outside of the area of doctoral expertise), and goals for the future. The My IDP & Me guide links to a variety of tools and resources to help you throughout the process from initial self-assessment to informational interviews and having (sometimes difficult) career conversations with your advisor. Using My IDP & Me alongside our Postdoc’s Guide to the Postdoc Timeline and other NPA resources can help you create a comprehensive plan for how your postdoc should evolve, making time for training and career development, from day one.

Essentially, you should use an IDP as a living roadmap to achieve your career goals. Taking time to formally reflect, research, and plan will let you target skills and connections you need to develop during your postdoc to help move into your desired career path(s).

Furthermore, the IDP can assist you in mapping out the steps you need to take to be competitive for multiple career paths. Exploring and preparing for multiple career paths will help you see that there are many potential careers available to you. In addition, this process will increase your confidence in your future, that you can be proactive in your career and professional development to set yourself up to be competitive for a variety of post-postdoc careers.

By using our My IDP & Me guide and other NPA resources, you can begin to empower yourself with the knowledge you need to prepare for whatever career lies ahead of you.

More from the Blog

• Career Exploration 101
• Highlighting Online Resources to Support Graduate-Level Career and Professional Development
• Career Resources for the Humanities and Social Sciences

Additional Readings & References

• Yearly Planning Meetings: Individualized Development Plans Aren’t Just More Paperwork
• IDP tools:
  • myIDP (Science Careers)
  • ImaginePhD (for humanities and social sciences but a generally great tool)
  • ChemIDP (from American Chemical Society)
  • American Psychological Association IDP
• 2022 Postdoc Essential Skills programming materials from Virginia Tech
  • Topics include career exploration, informational interviews, crafting your LinkedIn presence, and leveraging an IDP to maximize postdoctoral training