<?xml version="1.0" encoding="UTF-8"?><rss xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:content="http://purl.org/rss/1.0/modules/content/" xmlns:atom="http://www.w3.org/2005/Atom" version="2.0"><channel><title><![CDATA[Home]]></title><description><![CDATA[Transforming research organizations through strategic vision, operational excellence, and purposeful leadership.]]></description><link>https://www.zimerla.com/blog</link><generator>RSS for Node</generator><lastBuildDate>Fri, 08 May 2026 16:28:44 GMT</lastBuildDate><atom:link href="https://www.zimerla.com/blog-feed.xml" rel="self" type="application/rss+xml"/><item><title><![CDATA[The Research Administrator's Dilemma: Compliance vs. Enablement]]></title><description><![CDATA[The most effective research administrators have figured out how to be the office that says yes — not by ignoring risk, but by building the infrastructure that makes saying yes sustainable.]]></description><link>https://www.zimerla.com/post/compliance-vs-enablement</link><guid isPermaLink="false">69de86cd698fcbe5d29f9a3d</guid><pubDate>Tue, 14 Apr 2026 18:27:38 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/1e6d912903784bdb93833ed466bc37ab.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Corrie Zimerla</dc:creator></item><item><title><![CDATA[On Leading Through Ambiguity: A Field Guide]]></title><description><![CDATA[Ambiguity is not a temporary condition to be resolved. For leaders of complex organizations, it is a permanent feature of the landscape. The question is not how to eliminate it — but how to lead well in spite of it.]]></description><link>https://www.zimerla.com/post/on-leading-through-ambiguity-a-field-guide</link><guid isPermaLink="false">69de8665934ce577916be935</guid><pubDate>Tue, 14 Apr 2026 18:25:43 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/11062b_60d582603ce54aa8839028bd71ed6931~mv2.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Corrie Zimerla</dc:creator></item><item><title><![CDATA[What $600M in Budget Oversight Taught Me About Trust]]></title><description><![CDATA[Managing large budgets is ultimately not about spreadsheets. It's about the relationships and systems of accountability that make transparent stewardship possible.]]></description><link>https://www.zimerla.com/post/what-600m-in-budget-oversight-taught-me-about-trust</link><guid isPermaLink="false">69de859966c8cbf1f4c1dbd6</guid><pubDate>Tue, 14 Apr 2026 18:21:52 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/599cfc36e9e64341811ef890e64f1c32.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Corrie Zimerla</dc:creator></item><item><title><![CDATA[Navigating the NIH Landscape: What Institutional Leaders Need to Know Now]]></title><description><![CDATA[The funding environment for academic research is shifting faster than most institutions are prepared to adapt. Leaders who understand these structural changes — not just their financial implications, but their strategic ones — will be better positioned to protect their research enterprise.]]></description><link>https://www.zimerla.com/post/navigating-the-nih-landscape-what-institutional-leaders-need-to-know-now</link><guid isPermaLink="false">69de8526698fcbe5d29f951a</guid><pubDate>Tue, 14 Apr 2026 18:20:11 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/06a6ca2feb3d41e180a803e612e9abcb.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Corrie Zimerla</dc:creator></item><item><title><![CDATA[The Hidden Cost of Strategic Drift in Research Organizations]]></title><description><![CDATA[When research organizations lose alignment between their mission and their resource allocation, the effects are rarely visible in the short term — but the long-term consequences can be devastating.]]></description><link>https://www.zimerla.com/post/the-hidden-cost-of-strategic-drift-in-research-organizations</link><guid isPermaLink="false">69de84b2934ce577916be3bf</guid><pubDate>Tue, 14 Apr 2026 18:18:29 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/11062b_71d061c7b6d64f7ab4b6ee413f08c514~mv2.jpeg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Corrie Zimerla</dc:creator></item><item><title><![CDATA[The Case for Slow Decisions in Fast Organizations]]></title><description><![CDATA[In environments that celebrate speed, the deliberate pause has become a radical act. But the leaders who build the most durable organizations know that some decisions deserve more time than the calendar allows for.]]></description><link>https://www.zimerla.com/post/the-case-for-slow-decisions-in-fast-organizations</link><guid isPermaLink="false">69de83eb698fcbe5d29f9157</guid><pubDate>Tue, 14 Apr 2026 18:16:37 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/56d085e3a24effcebd880c3f6b20700c.jpg/v1/fit/w_1000,h_667,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Corrie Zimerla</dc:creator></item><item><title><![CDATA[Why High-Performing Teams Leave (And How to Keep Them)]]></title><description><![CDATA[Retention isn't a compensation problem. It's a leadership problem. The best people don't leave for money - they leave because they've stopped growing, stopped being seen, or stopped believing in where the organization is headed.]]></description><link>https://www.zimerla.com/post/why-high-performing-teams-leave-and-how-to-keep-them</link><guid isPermaLink="false">69de7f65c87c857db1f719d1</guid><pubDate>Tue, 14 Apr 2026 17:55:25 GMT</pubDate><enclosure url="https://static.wixstatic.com/media/6dd930a951374c7dae70647a4b64cbee.jpg/v1/fit/w_1000,h_1000,al_c,q_80/file.png" length="0" type="image/png"/><dc:creator>Corrie Zimerla</dc:creator></item></channel></rss>