Managing the relationships between supervisors and candidates
This section examines various aspects of the supervisor candidate relationships from various points of views.
Balancing the supervisor-candidate relationship
Stories from three full-time candidates, three part-time candidates, and three supervisors explore the balance of the supervisor-candidate relationship. The initial stories were developed from a research project investigating women academics’ experiences of balancing work, study and life. A number of stories were gathered later via word of mouth (people seeing the earlier work and wanting to contribute their story), and it just happens that these additional stories have also been authored by women. The balancing act of managing the supervisor - candidate relationship
Aligning views of candidature
Supervisors and their candidates often assume that they are 'on the same wavelength' when, in fact, at times they have very different perceptions of the same events. The candidate-supervisor alignment tool allows the candidate and supervisor independently to express their view of current candidate needs and supervisor style. Aligning the supervisor and candidates views of candidature
Candidate perceptions of research supervision
candidates and supervisors sometimes have different conceptions of supervision. One may give a higher priority to an element of supervision that the other thinks is relatively unimportant. In this tool, candidate and supervisor independently fill in parallel questionnaires in which they indicate how they rate 35 items in terms of priority. Together, they then discuss their responses and clarify differences of opinion. candidate perceptions of research supervision
Productive working relationships
Building productive working relationships helps research candidates and their supervisors begin discussions about key supervision issues. The focus of the workshop is the communication strategies used, and not what is actually discussed. Building productive working relationships