You can probably forget about finding very much on research
lab-specific management tips. Almost everything is geared towards
business, but it can be easily translated. I think everyone who wants
to share a management technique puts out a newsletter! I have found
one called "Practical Supervisor" that is fairly good and has
"real-life" examples of workplace problems.
As for women supervising men...you *must* accept that men just deal
with situations differently then women do. There was an issue of
SCIENCE (highlighting women in science) a few years ago that pointed
out that among male and female grant applicants, the men were more
likely to call up the granting agency and discuss their research plans
prior to submitting the grant. Women in the study didn't take this
approach at all and most felt it was inappropriate. There are still
those who harbor deep sexism against female bosses, so find them in the
interview and steer clear.
In my own experience, there are 4 basic tenents for supervising
1. Your people must respect you (they don't have to like you, but it's
a plus of course.).
2. Treat everyone evenhandedly, have respect for their outside life,
and stick to your own rules.
3. Let your people know exactly what is expected of them. This is
something that is not commonly done in academia except in a really
broad sense (more of a research goal really). People need very
specific, reachable and *written* goals. Periodic review of progress
gives you a handle on problems early and gives your people a sense of
4. Document, document, document. This will cover your behind in case
things turn sour. It doesn't have to be extensive - just an objective
synopsis of whatever happened - good or bad. You'll need something to
back up promotions or firings sooner or later.
I hope this helped. (no, I don't put out a newsletter : ) )
The opinions expressed above are my own and not necessarily those of my
"Like a castle in the corner of a medieval game, I forsee terrible
trouble, but I stay here just the same."