Community Acuity (14): poacher turned game keeper, or vice versa

This is a guest post from Dr Celia Popovic, Associate Professor at York University, Toronto. Her latest edited book, Learning from Academic Conference (2018) can be found here.

Until the end of December 2018, I was the Director of the Teaching Commons at York University. In that role I was responsible, among other things, for supporting faculty who supervise Masters and PhD students. As of January 1st2019, as my term as Director ended, I returned to my home Faculty in the School of Education as a ‘regular’ faculty member. In my 7 years as Director and before that in the UK, I was invited to take part in supervision committees and had a number of Masters students who elected to take what we call an MRP – a Major Research Paper which is something like a mini thesis. However, as a full-time faculty member my role of supervisor has increased and will continue to do so. I thus find myself on the other side of the table, in that I no longer directly support other supervisors, and instead look for support for myself.

You might suggest I should have done this other way around, and I would agree – but we don’t always get to choose the order of events. In my case I found myself asked to provide support to supervisors when I was at Birmingham City University, in the UK. I inherited a course that was highly effective, and with some updates and innovations over the years this was the basis for the support that I provided. When I came to York University I again found myself asked to provide support and so I created a Canadian version of the same course. That course was run regularly, and while those who attended rated it highly it never attracted more than 10 participants a year. Which out of a faculty cohort of 1500 is not many.

As with all teaching support, and yes, I do see graduate supervision as a form of teaching, there is no mandatory requirement for faculty at York University to engage in professional development. As a supervisor I am shocked by the lack of direct supervision or support that is on offer. I am not suggesting my colleagues are unfriendly or unsupportive, quite the reverse, but the expectation is that this is not something most people require. I do find this odd. 

Why is it that academics are quite happy to accept rigorous training in research methodology and to take advice and assistance from those who know about accessing research funds, but seem aloof to the idea of support for teaching? As a newly (re)minted faculty member, my time is my own to manage around constraints such as lectures and tutorials and department meetings. My diary is oddly empty compared to the same diary for this time last year. I anticipated that I would have plenty of time to engage in many and varied activities once I was back in the ranks, but strangely this is not the case. 

As Director I was required to attend a vast number of committee meetings, events, regular team management related catch ups and so forth. If professional development had been required, it would have been slotted in along with the other meetings. But now as a faculty member it is almost the reverse – I find myself jealousy guarding my time, but I’m not clear for what! I feel like a miser who has won the lottery, after years of little time under my own control now that I have so much of it, I am loathe to spend it frivolously. 

Unlike a miser, though, I do just that but in unexpected ways! The lack of booked appointments is not an indication of a lower workload. I have plenty of things to do, but far fewer externally determined deadlines and commitments. So now that I have had a month or so to contemplate my own needs as a supervisor, I have more sympathy for those who decline the opportunity to take a course. Not because it is unnecessary, it is needed, but because committing to a three day event feels somehow risky. My conclusion is that unless professional development for supervisors is made mandatory, it is unlikely to happen in large numbers. This is the same conclusion I reached as the person offering the support, but it feels different coming from another perspective.

spoon-feeding PhD students – extending the metaphor for supervisory practice

Every so often someone opens their mouth in a meeting and out tumbles “but we mustn’t ‘spoon-feed’ our PhD students – they have to be independent.”Recently, I’ve been wondering in some detail what’s behind this reaction, and how, in my role, I can interpret what this means for researcher and supervisor development. Continue reading “spoon-feeding PhD students – extending the metaphor for supervisory practice”

what is predoctorbility?

This site is based in the data collected from a project investigating the vulnerabilities and tensions in the relationship between doctoral students and their supervisors. It asked about the quality of that relationship: what constitutes ‘quality’, what does quality mean for learning, and how do you get a quality relationship, and how would you recognise if and when you have it?

Continue reading “what is predoctorbility?”