Liftstream is an executive search recruitment company in the life sciences sector
Corporate Culture Health Needs Outcomes-based Focus
Managing Conflict in Organisations: Have you enough of the right kind
Michael O’Neill is a Biotech entrepreneur, currently R&D Director of his own company Inflection Biosciences. He is also a chartered psychologist and has worked as a consultant and technical and organisational issues in the biosciences industry for many years. He is co-editor of the book “A Biotech Manager’s Handbook”, which is a practical guide to some key areas of managing bioscience companies. In this article, he offers some thoughts on how leaders set the tone for the organisational style of their companies and in particular how they manage conflict within the company.
Managing Conflict in Organisations: Part 2
Michael O’Neill is a Biotech entrepreneur, currently R&D Director of his own company Inflection Biosciences. He is also a chartered psychologist and has worked as a consultant and technical and organisational issues in the biosciences industry for many years. He is co-editor of the book “A Biotech Manager’s Handbook”, which is a practical guide to some key areas of managing bioscience companies.
OXiGENE Appoints Matthew M. Loar as Chief Financial Officer
OXiGENE, Inc. (Nasdaq:OXGN), a biopharmaceutical company developing novel therapies for treatment of cancer, announced that Matthew M. Loar has been appointed Chief Financial Officer. Mr. Loar is a seasoned financial executive with over 20 years of financial and accounting experience in both public and private companies in the biopharmaceutical industry.
Women Currently only 10% of Biotech Boards, Gender Study Shows
Authored by Karl Simpson
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NED candidate selected as Chairman of Targacept
Authored by Karl Simpson
Evaluating expertise in orphan drug regulatory affairs!
Identifying professionals with regulatory affairs experience is a relatively straight forward exercise when recruiting. However, identifying candidates with exactly the right experience and broader capabilities is a far more complex task. There is a perception that during a time when companies are restructuring and reducing staff numbers, that recruiting good people gets easier. It does not.
During these hard economic times, companies should be looking to maintain a consistently high standard for recruitment, not allowing the bar to be lowered in any incremental way which might reduce the long-term competitiveness of your organisation. If anything, you should always be seeking to raise the bar and drive up recruiting standards, for in difficult competitive times it will be this which differentiates your company and builds skills and prosperity for the future.