Good leadership at Ruhr University

The success of Ruhr-Universität Bochum in research and teaching, in the promotion of academic careers and in the transfer of scientific knowledge to society and the economy is based on the performance of its employees.

The basis for this performance is participative and dialog-oriented governance and professional leadership. Successful science and efficient, service-oriented administration and technology go hand in hand.

The management culture required for this focuses on partnership and cooperation. Together, we create a framework that leads to top performance in research, teaching and knowledge transfer.

In order to promote this leadership culture, Ruhr-Universität Bochum has a wide range of offers and resources for managers and project managers – adapted to the situation in different areas of our university.

Orientation for good leadership at the Ruhr-Universität

Good leadership makes a significant contribution in supporting the values and development goals of the university and the individual areas of research and responsibility. The Leadership Compass of Ruhr University Bochum specifies the expectations of constructive leadership and acts as a navigation tool for all areas of work at Ruhr University. It thus helps managers to shape their area of responsibility.

The cornerstones of the compass are

being a role model and creating trust
balancing different interests
shaping working conditions and creating orientation
promoting strengths and supporting development processes

Tailor-made resources for managers

Comprehensive training programs offer new and experienced managers the opportunity for structured further development. We also take into account specific management roles, for example as dean, chair holder, workshop manager, head of department or head of division.

They acquire and reflect on transferable skills and at the same time receive practical suggestions for shaping different leadership situations. In this way, we create a common framework from staffing and onboarding to employee appraisals and knowledge transfer during offboarding.

Suitable coaching formats support managers in challenging management situations and change processes. In addition, target group-specific offerings are available for exchanging experiences and providing peer-to-peer advice – for science management, for example.

Change processes, shifts in roles, and complex tasks in project work, as well as team development, put a lot of demands on managers. The Department of Strategic Personnel and Talent Development offers internal consulting, moderation and process support for this purpose.