thesis advisor vs supervisor

• Remember me Not recommended on shared computers

Forgot your password?

• Applications

Is a PhD ADVISOR same as a PhD SUPERVISOR?

By aditi123 February 20, 2010 in Applications

Recommended Posts

I am a bit confused about the usage of the terms PhD Supervisor , PhD Guide & PhD Advisor .Are these terms used synonymously or do they have different meanings and functions?

Please help.

Link to comment

Share on other sites.

I am a bit confused about the usage of the terms PhD Supervisor , PhD Guide & PhD Advisor .Are these terms used synonymously or do they have different meanings and functions? Please help.

I've heard the term "guide" being used in India and "adviser" in the US. Supervisor probably in the UK? In any case, I'm pretty sure they mean the same thing.

Thank you for the information.

Never heard of the term "guide" being used.

"Supervisor" usually means who responsible for your paycheck. "Advisor" is the one who is monitoring your degree progress,and usually part of your PhD dissertation committee. Usually for those who are pursuing PhD full-time and doing RA work these two terms are the same thing. It is only different for those who are being paid doing something else (i.e. janitorial work) and only pursue PhD part-time.

• repatriate and hellopsy

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Already have an account? Sign in here.

• Existing user? Sign In
• Online Users
• All Activity
• My Activity Streams
• Unread Content
• Content I Started
• Results Search
• Post Results
• Leaderboard
• Create New...

Important Information

This website uses cookies to ensure you get the best experience on our website. See our Privacy Policy and Terms of Use

Study at Cambridge

About the university, research at cambridge.

• Undergraduate courses
• Events and open days
• Fees and finance
• Postgraduate courses
• How to apply
• Postgraduate events
• Fees and funding
• International students
• Continuing education
• Executive and professional education
• Courses in education
• How the University and Colleges work
• Term dates and calendars
• Visiting the University
• Annual reports
• Equality and diversity
• A global university
• Public engagement
• Give to Cambridge
• For Cambridge students
• For our researchers
• Business and enterprise
• Colleges & departments
• Email & phone search
• Museums & collections
• Student information
• PhD students' guide

Department of History and Philosophy of Science

• About the Department overview
• How to find the Department
• Annual Report
• HPS Discussion email list
• Becoming a Visiting Scholar or Visiting Student overview
• Visitor fee payment
• Becoming an Affiliate
• Applying for research grants and post-doctoral fellowships
• Administration overview
• Information for new staff
• Information for examiners and assessors overview
• Operation of the HPS plagiarism policy
• Information for supervisors overview
• Supervising Part IB and Part II students
• Supervising MPhil and Part III students
• Supervising PhD students
• People overview
• Teaching Officers
• Research Fellows and Teaching Associates
• Professional Services Staff
• PhD Students
• Research overview
• Research projects overview
• Colonial Natures overview
• The Challenge of Conservation
• Natural History in the Age of Revolutions, 1776–1848
• In the Shadow of the Tree: The Diagrammatics of Relatedness as Scientific, Scholarly and Popular Practice
• The Many Births of the Test-Tube Baby
• Culture at the Macro-Scale: Boundaries, Barriers and Endogenous Change
• Making Climate History overview
• Project summary
• Workstreams
• Works cited and project literature
• Histories of Artificial Intelligence: A Genealogy of Power overview
• From Collection to Cultivation: Historical Perspectives on Crop Diversity and Food Security overview
• Call for papers
• How Collections End: Objects, Meaning and Loss in Laboratories and Museums
• Tools in Materials Research
• Epsilon: A Collaborative Digital Framework for Nineteenth-Century Letters of Science
• Contingency in the History and Philosophy of Science
• Industrial Patronage and the Cold War University
• FlyBase: Communicating Drosophila Genetics on Paper and Online, 1970–2000
• The Lost Museums of Cambridge Science, 1865–1936
• From Hansa to Lufthansa: Transportation Technologies and the Mobility of Knowledge in Germanic Lands and Beyond, 1300–2018
• Medical Publishers, Obscenity Law and the Business of Sexual Knowledge in Victorian Britain
• Kinds of Intelligence
• Varieties of Social Knowledge
• The Vesalius Census
• Histories of Biodiversity and Agriculture
• Investigating Fake Scientific Instruments in the Whipple Museum Collection
• Before HIV: Homosex and Venereal Disease, c.1939–1984
• The Casebooks Project
• Generation to Reproduction
• The Darwin Correspondence Project
• History of Medicine overview
• Events overview
• Past events
• Philosophy of Science overview
• Study HPS overview
• Undergraduate study overview
• Introducing History and Philosophy of Science
• Frequently asked questions
• Routes into History and Philosophy of Science
• Part II overview
• Distribution of Part II marks
• BBS options
• Postgraduate study overview
• Why study HPS at Cambridge?
• MPhil in History and Philosophy of Science and Medicine overview
• A typical day for an MPhil student
• MPhil in Health, Medicine and Society
• PhD in History and Philosophy of Science overview
• Part-time PhD

PhD placement record

• Funding for postgraduate students
• Student information overview
• Timetable overview
• Primary source seminars
• Research methods seminars
• Writing support seminars
• Dissertation seminars
• BBS Part II overview
• Early Medicine
• Modern Medicine and Biomedical Sciences
• Philosophy of Science and Medicine
• Ethics of Medicine
• Philosophy and Ethics of Medicine
• Part III and MPhil
• Single-paper options
• Part IB students' guide overview
• About the course
• Supervisions
• Libraries and readings
• Scheme of examination
• Part II students' guide overview
• Primary sources
• Dissertation
• Key dates and deadlines
• Advice overview
• Examination advice
• Learning strategies and exam skills
• Advice from students
• Part III students' guide overview
• Essays and dissertation
• Subject areas
• MPhil students' guide overview
• PhD students' guide overview
• Welcome to new PhDs
• Registration exercise and annual reviews
• Your supervisor and advisor
• Progress log
• Intermission and working away from Cambridge
• The PhD thesis
• Submitting your thesis
• Examination
• News and events overview
• Seminars and reading groups overview
• Departmental Seminars
• Coffee with Scientists
• Cabinet of Natural History overview
• Publications
• History of Medicine Seminars
• Purpose and Progress in Science
• The Anthropocene
• Calculating People
• Measurement Reading Group
• Teaching Global HPSTM
• Pragmatism Reading Group
• Foundations of Physics Reading Group
• History of Science and Medicine in Southeast Asia
• Atmospheric Humanities Reading Group
• Science Fiction & HPS Reading Group
• Values in Science Reading Group
• HPS Workshop
• Postgraduate Seminars overview
• Images of Science
• Language Groups overview
• Latin Therapy overview
• Bibliography of Latin language resources
• Fun with Latin
• Archive overview
• Lent Term 2024
• Michaelmas Term 2023
• Easter Term 2023
• Lent Term 2023
• Michaelmas Term 2022
• Easter Term 2022
• Lent Term 2022
• Michaelmas Term 2021
• Easter Term 2021
• Lent Term 2021
• Michaelmas Term 2020
• Easter Term 2020
• Lent Term 2020
• Michaelmas Term 2019
• Easter Term 2019
• Lent Term 2019
• Michaelmas Term 2018
• Easter Term 2018
• Lent Term 2018
• Michaelmas Term 2017
• Easter Term 2017
• Lent Term 2017
• Michaelmas Term 2016
• Easter Term 2016
• Lent Term 2016
• Michaelmas Term 2015
• Postgraduate and postdoc training overview
• Induction sessions
• Academic skills and career development
• Print & Material Sources
• Other events and resources
• Part IB students' guide
• Part II students' guide
• Part III students' guide
• MPhil students' guide

As a new PhD student, you will be assigned a supervisor, who is responsible for guiding your studies. You are, however, expected to have the capacity and enthusiasm to organise your own research and to work on your own initiative. You are expected to submit written work at regular intervals for discussion with your supervisor.

We very much hope you will not have any problems with supervision, but if a problem does arise – because, for example, your supervisor is on leave for an extended period or your research takes a new direction, or for personal reasons – you should contact, in the first instance, any of the following: the Director of Graduate Studies, your advisor, the Head of Department or your College tutor. With any of these, you may wish to discuss whether you want to continue along the more formal lines of complaint proposed by the Student Registry.

By the middle of the first term of your PhD the Degree Committee will appoint an advisor for you. You should be actively engaged in selecting your advisor. You are encouraged to submit written work to your advisor at any time, but the submission should not be so extensive that it would prevent the advisor acting as an internal examiner of your thesis. You should meet your advisor at least once a year.

Email search

Privacy and cookie policies

Study History and Philosophy of Science

Undergraduate study

Postgraduate study

Library and Museum

Whipple Library

Whipple Museum

Museum Collections Portal

Research projects

History of Medicine

Philosophy of Science

© 2024 University of Cambridge

• Contact the University
• Accessibility
• Freedom of information
• Privacy policy and cookies
• Statement on Modern Slavery
• Terms and conditions
• University A-Z
• Undergraduate
• Postgraduate
• Research news
• About research at Cambridge
• Spotlight on...

Loading metrics

Open Access

Ten simple rules for choosing a PhD supervisor

Contributed equally to this work with: Loay Jabre, Catherine Bannon, J. Scott P. McCain, Yana Eglit

* E-mail: [email protected]

Affiliation Department of Biology, Dalhousie University, Halifax, Nova Scotia, Canada

• Loay Jabre, 
• Catherine Bannon, 
• J. Scott P. McCain, 

Published: September 30, 2021

• https://doi.org/10.1371/journal.pcbi.1009330
• Reader Comments

Citation: Jabre L, Bannon C, McCain JSP, Eglit Y (2021) Ten simple rules for choosing a PhD supervisor. PLoS Comput Biol 17(9): e1009330. https://doi.org/10.1371/journal.pcbi.1009330

Editor: Scott Markel, Dassault Systemes BIOVIA, UNITED STATES

Copyright: © 2021 Jabre et al. This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.

Funding: The authors received no specific funding for this work.

Competing interests: The authors have declared that no competing interests exist.

Introduction

The PhD beckons. You thought long and hard about why you want to do it, you understand the sacrifices and commitments it entails, and you have decided that it is the right thing for you. Congratulations! Undertaking a doctoral degree can be an extremely rewarding experience, greatly enhancing your personal, intellectual, and professional development. If you are still on the fence about whether or not you want to pursue a PhD, see [ 1 , 2 ] and others to help you decide.

As a PhD student in the making, you will have many important decisions to consider. Several of them will depend on your chosen discipline and research topic, the institution you want to attend, and even the country where you will undertake your degree. However, one of the earliest and most critical decisions you will need to make transcends most other decisions: choosing your PhD thesis supervisor. Your PhD supervisor will strongly influence the success and quality of your degree as well as your general well-being throughout the program. It is therefore vital to choose the right supervisor for you. A wrong choice or poor fit can be disastrous on both a personal and professional levels—something you obviously want to avoid. Unfortunately, however, most PhD students go through the process of choosing a supervisor only once and thus do not get the opportunity to learn from previous experiences. Additionally, many prospective PhD students do not have access to resources and proper guidance to rely on when making important academic decisions such as those involved in choosing a PhD supervisor.

In this short guide, we—a group of PhD students with varied backgrounds, research disciplines, and academic journeys—share our collective experiences with choosing our own PhD supervisors. We provide tips and advice to help prospective students in various disciplines, including computational biology, in their quest to find a suitable PhD supervisor. Despite procedural differences across countries, institutions, and programs, the following rules and discussions should remain helpful for guiding one’s approach to selecting their future PhD supervisor. These guidelines mostly address how to evaluate a potential PhD supervisor and do not include details on how you might find a supervisor. In brief, you can find a supervisor anywhere: seminars, a class you were taught, internet search of interesting research topics, departmental pages, etc. After reading about a group’s research and convincing yourself it seems interesting, get in touch! Make sure to craft an e-mail carefully, demonstrating you have thought about their research and what you might do in their group. After finding one or several supervisors of interest, we hope that the rules bellow will help you choose the right supervisor for you.

Rule 1: Align research interests

You need to make sure that a prospective supervisor studies, or at the very least, has an interest in what you want to study. A good starting point would be to browse their personal and research group websites (though those are often outdated), their publication profile, and their students’ theses, if possible. Keep in mind that the publication process can be slow, so recent publications may not necessarily reflect current research in that group. Pay special attention to publications where the supervisor is senior author—in life sciences, their name would typically be last. This would help you construct a mental map of where the group interests are going, in addition to where they have been.

Be proactive about pursuing your research interests, but also flexible: Your dream research topic might not currently be conducted in a particular group, but perhaps the supervisor is open to exploring new ideas and research avenues with you. Check that the group or institution of interest has the facilities and resources appropriate for your research, and/or be prepared to establish collaborations to access those resources elsewhere. Make sure you like not only the research topic, but also the “grunt work” it requires, as a topic you find interesting may not be suitable for you in terms of day-to-day work. You can look at the “Methods” sections of published papers to get a sense for what this is like—for example, if you do not like resolving cryptic error messages, programming is probably not for you, and you might want to consider a wet lab–based project. Lastly, any research can be made interesting, and interests change. Perhaps your favorite topic today is difficult to work with now, and you might cut your teeth on a different project.

Rule 2: Seek trusted sources

Discussing your plans with experienced and trustworthy people is a great way to learn more about the reputation of potential supervisors, their research group dynamics, and exciting projects in your field of interest. Your current supervisor, if you have one, could be aware of position openings that are compatible with your interests and time frame and is likely to know talented supervisors with good reputations in their fields. Professors you admire, reliable student advisors, and colleagues might also know your prospective supervisor on various professional or personal levels and could have additional insight about working with them. Listen carefully to what these trusted sources have to say, as they can provide a wealth of insider information (e.g., personality, reputation, interpersonal relationships, and supervisory styles) that might not be readily accessible to you.

Rule 3: Expectations, expectations, expectations

A considerable portion of PhD students feel that their program does not meet original expectations [ 3 ]. To avoid being part of this group, we stress the importance of aligning your expectations with the supervisor’s expectations before joining a research group or PhD program. Also, remember that one person’s dream supervisor can be another’s worst nightmare and vice versa—it is about a good fit for you. Identifying what a “good fit” looks like requires a serious self-appraisal of your goals (see Rule 1 ), working style (see Rule 5 ), and what you expect in a mentor (see Rule 4 ). One way to conduct this self-appraisal is to work in a research lab to get experiences similar to a PhD student (if this is possible).

Money!—Many people have been conditioned to avoid the subject of finances at all costs, but setting financial expectations early is crucial for maintaining your well-being inside and outside the lab. Inside the lab, funding will provide chemicals and equipment required for you to do cool research. It is also important to know if there will be sufficient funding for your potential projects to be completed. Outside the lab, you deserve to get paid a reasonable, livable stipend. What is the minimum required take-home stipend, or does that even exist at the institution you are interested in? Are there hard cutoffs for funding once your time runs out, or does the institution have support for students who take longer than anticipated? If the supervisor supplies the funding, do they end up cutting off students when funds run low, or do they have contingency plans? ( Fig 1 ).

• PPT PowerPoint slide
• PNG larger image
• TIFF original image

https://doi.org/10.1371/journal.pcbi.1009330.g001

Professional development opportunities—A key aspect of graduate school training is professional development. In some research groups, it is normal for PhD students to mentor undergraduate students or take a semester to work in industry to get more diverse experiences. Other research groups have clear links with government entities, which is helpful for going into policy or government-based research. These opportunities (and others) are critical for your career and next steps. What are the career development opportunities and expectations of a potential supervisor? Is a potential supervisor happy to send students to workshops to learn new skills? Are they supportive of public outreach activities? If you are looking at joining a newer group, these sorts of questions will have to be part of the larger set of conversations about expectations. Ask: “What sort of professional development opportunities are there at the institution?”

Publications—Some PhD programs have minimum requirements for finishing a thesis (i.e., you must publish a certain number of papers prior to defending), while other programs leave it up to the student and supervisor to decide on this. A simple and important topic to discuss is: How many publications are expected from your PhD and when will you publish them? If you are keen to publish in high-impact journals, does your prospective supervisor share that aim? (Although question why you are so keen to do so, see the San Francisco Declaration on Research Assessment ( www.sfdora.org ) to learn about the pitfalls of journal impact factor.)

Rule 4: It takes two to tango

Sooner or later, you will get to meet and interview with a prospective PhD supervisor. This should go both ways: Interview them just as much as they are interviewing you. Prepare questions and pay close attention to how they respond. For example, ask them about their “lab culture,” research interests (especially for the future/long term), and what they are looking for in a graduate student. Do you feel like you need to “put on an act” to go along with the supervisor (beyond just the standard interview mode)? Represent yourself, and not the person you think they are looking for. All of us will have some interviews go badly. Remember that discovering a poor fit during the interview has way fewer consequences than the incompatibility that could arise once you have committed to a position.

To come up with good questions for the prospective supervisor, first ask yourself questions. What are you looking for in a mentor? People differ in their optimal levels of supervision, and there is nothing wrong with wanting more or less than your peers. How much career guidance do you expect and does the potential supervisor respect your interests, particularly if your long-term goals do not include academia? What kind of student might not thrive in this research group?

Treat the PhD position like a partnership: What do you seek to get out of it? Keep in mind that a large portion of research is conducted by PhD students [ 4 ], so you are also an asset. Your supervisor will provide guidance, but the PhD is your work. Make sure you and your mentor are on the same page before committing to what is fundamentally a professional contract akin to an apprenticeship (see “ Rule 3 ”).

Rule 5: Workstyle compatibility

Sharing interests with a supervisor does not necessarily guarantee you would work well together, and just because you enjoyed a course by a certain professor does not mean they are the right PhD supervisor for you. Make sure your expectations for work and work–life approaches are compatible. Do you thrive on structure, or do you need freedom to proceed at your own pace? Do they expect you to be in the lab from 6:00 AM to midnight on a regular basis (red flag!)? Are they comfortable with you working from home when you can? Are they around the lab enough for it to work for you? Are they supportive of alternative work hours if you have other obligations (e.g., childcare, other employment, extracurriculars)? How is the group itself organized? Is there a lab manager or are the logistics shared (fairly?) between the group members? Discuss this before you commit!

Two key attributes of a research group are the supervisor’s career stage and number of people in the group. A supervisor in a later career stage may have more established research connections and protocols. An earlier career stage supervisor comes with more opportunities to shape the research direction of the lab, but less access to academic political power and less certainty in what their supervision style will be (even to themselves). Joining new research groups provides a great opportunity to learn how to build a lab if you are considering that career path but may take away time and energy from your thesis project. Similarly, be aware of pros and cons of different lab sizes. While big labs provide more opportunity for collaborations and learning from fellow lab members, their supervisors generally have less time available for each trainee. Smaller labs tend to have better access to the supervisor but may be more isolating [ 5 , 6 ]. Also note that large research groups tend to be better for developing extant research topics further, while small groups can conduct more disruptive research [ 7 ].

Rule 6: Be sure to meet current students

Meeting with current students is one of the most important steps prior to joining a lab. Current students will give you the most direct and complete sense of what working with a certain supervisor is actually like. They can also give you a valuable sense of departmental culture and nonacademic life. You could also ask to meet with other students in the department to get a broader sense of the latter. However, if current students are not happy with their current supervisor, they are unlikely to tell you directly. Try to ask specific questions: “How often do you meet with your supervisor?”, “What are the typical turnaround times for a paper draft?”, “How would you describe the lab culture?”, “How does your supervisor react to mistakes or unexpected results?”, “How does your supervisor react to interruptions to research from, e.g., personal life?”, and yes, even “What would you say is the biggest weakness of your supervisor?”

Rule 7: But also try to meet past students

While not always possible, meeting with past students can be very informative. Past students give you information on career outcomes (i.e., what are they doing now?) and can provide insight into what the lab was like when they were in it. Previous students will provide a unique perspective because they have gone through the entire process, from start to finish—and, in some cases, no longer feel obligated to speak well of their now former supervisor. It can also be helpful to look at previous students’ experiences by reading the acknowledgement section in their theses.

Rule 8: Consider the entire experience

Your PhD supervisor is only one—albeit large—piece of your PhD puzzle. It is therefore essential to consider your PhD experience as whole when deciding on a supervisor. One important aspect to contemplate is your mental health. Graduate students have disproportionately higher rates of depression and anxiety compared to the general population [ 8 ], so your mental health will be tested greatly throughout your PhD experience. We suggest taking the time to reflect on what factors would enable you to do your best work while maintaining a healthy work–life balance. Does your happiness depend on surfing regularly? Check out coastal areas. Do you despise being cold? Consider being closer to the equator. Do you have a deep-rooted phobia of koalas? Maybe avoid Australia. Consider these potentially even more important questions like: Do you want to be close to your friends and family? Will there be adequate childcare support? Are you comfortable with studying abroad? How does the potential university treat international or underrepresented students? When thinking about your next steps, keep in mind that although obtaining your PhD will come with many challenges, you will be at your most productive when you are well rested, financially stable, nourished, and enjoying your experience.

Rule 9: Trust your gut

You have made it to our most “hand-wavy” rule! As academics, we understand the desire for quantifiable data and some sort of statistic to make logical decisions. If this is more your style, consider every interaction with a prospective supervisor, from the first e-mail onwards, as a piece of data.

However, there is considerable value in trusting gut instincts. One way to trust your gut is to listen to your internal dialogue while making your decision on a PhD supervisor. For example, if your internal dialogue includes such phrases as “it will be different for me,” “I’ll just put my head down and work hard,” or “maybe their students were exaggerating,” you might want to proceed with caution. If you are saying “Wow! How are they so kind and intelligent?” or “I cannot wait to start!”, then you might have found a winner ( Fig 2 ).

https://doi.org/10.1371/journal.pcbi.1009330.g002

Rule 10: Wash, rinse, repeat

The last piece of advice we give you is to do this lengthy process all over again. Comparing your options is a key step during the search for a PhD supervisor. By screening multiple different groups, you ultimately learn more about what red flags to look for, compatible work styles, your personal expectations, and group atmospheres. Repeat this entire process with another supervisor, another university, or even another country. We suggest you reject the notion that you would be “wasting someone’s time.” You deserve to take your time and inform yourself to choose a PhD supervisor wisely. The time and energy invested in a “failed” supervisor search would still be far less than what is consumed by a bad PhD experience ( Fig 3 ).

The more supervisors your interview and the more advice you get from peers, the more apparent these red flags will become.

https://doi.org/10.1371/journal.pcbi.1009330.g003

Conclusions

Pursuing a PhD can be an extremely rewarding endeavor and a time of immense personal growth. The relationship you have with your PhD supervisor can make or break an entire experience, so make this choice carefully. Above, we have outlined some key points to think about while making this decision. Clarifying your own expectations is a particularly important step, as conflicts can arise when there are expectation mismatches. In outlining these topics, we hope to share pieces of advice that sometimes require “insider” knowledge and experience.

After thoroughly evaluating your options, go ahead and tackle the PhD! In our own experiences, carefully choosing a supervisor has led to relationships that morph from mentor to mentee into a collaborative partnership where we can pose new questions and construct novel approaches to answer them. Science is hard enough by itself. If you choose your supervisor well and end up developing a positive relationship with them and their group, you will be better suited for sound and enjoyable science.

• View Article
• Google Scholar
• PubMed/NCBI
• 5. Smith D. The big benefits of working in a small lab. University Affairs. 2013. Available from: https://www.universityaffairs.ca/career-advice/career-advice-article/the-big-benefits-of-working-in-a-small-lab/

Dissertation Advisor 101

How to get the most from the student-supervisor relationship

By: Derek Jansen (MBA) | Expert Reviewer: Dr Eunice Rautenbach | January 2024

Many students feel a little intimidated by the idea of having to work with a research advisor (or supervisor) to complete their dissertation or thesis. Similarly, many students struggle to “connect” with their advisor and feel that the relationship is somewhat strained or awkward. But this doesn’t need to be the case!

In this post, we’ll share five tried and tested tips to help you get the most from this relationship and pave the way for a smoother dissertation writing process.

Overview: Working With Your Advisor

• Clarify everyone’s roles on day one
• Establish (and stick to) a regular communication cycle
• Develop a clear project plan upfront
• Be proactive in engaging with problems
• Navigate conflict like a diplomat

1. Clarify roles on day one

Each university will have slightly different expectations, rules and norms in terms of the research advisor’s role. Similarly, each advisor will have their own unique way of doing things. So, it’s always a good idea to begin the engagement process by clearly defining the roles and expectations in your relationship.

In practical terms, we suggest that you initiate a conversation at the very start of the engagement to discuss your goals, their expectations, and how they would like to work with you. Of course, you might not like what you hear in this conversation. However, this sort of candid conversation will help you get on the same page as early as possible and set the stage for a successful partnership.

To help you get started, here are some questions that you might consider asking in your initial conversation:

• How often would you like to meet and for how long?
• What should I do to prepare for each meeting?
• What aspects of my work will you comment on (and what won’t you cover)?
• Which key decisions should I seek your approval for beforehand?
• What common mistakes should I try to avoid from the outset?
• How can I help make this partnership as effective as possible?
• My academic goals are… Do you have any suggestions at this stage to help me achieve this?

As you can see, these types of questions help you get a clear idea of how you’ll work together and how to get the most from the relatively limited face time you’ll have.

Need a helping hand?

2. Establish a regular communication cycle

Just like in any relationship, effective communication is crucial to making the student-supervisor relationship work. So, you should aim to establish a regular meeting schedule and stick to it. Don’t cancel or reschedule appointments with your advisor at short notice, or do anything that suggests you don’t value their time. Fragile egos are not uncommon in the academic world, so it’s important to clearly demonstrate that you value and respect your supervisor’s time and effort .

Practically speaking, be sure to prepare for each meeting with a clear agenda , including your progress, challenges, and any questions you have. Be open and honest in your communication, but most importantly, be receptive to your supervisor’s feedback . Ultimately, part of their role is to tell you when you’re missing the mark. So, don’t become upset or defensive when they criticise a specific aspect of your work.

Always remember that your research advisor is criticising your work, not you personally . It’s never easy to take negative feedback, but this is all part of the learning journey that takes place alongside the research journey.

3. Have a clear project plan

Few things will impress your supervisor more than a well-articulated, realistic plan of action (aka, a project plan). Investing the time to develop this shows that you take your project (and by extension, the relationship) seriously. It also helps your supervisor understand your intended timeline, which allows the two of you to better align your schedules .

In practical terms, you need to develop a project plan with achievable goals . A detailed Gantt chart can be a great way to do this. Importantly, you’ll need to break down your thesis or dissertation into a collection of practical, manageable steps , and set clear timelines and milestones for each. Once you’ve done that, you should regularly review and adjust this plan with your supervisor to ensure that you remain on track.

Of course, it’s unlikely that you’ll stick to your plan 100% of the time (there are always unexpected twists and turns in a research project. However, this plan will lay a foundation for effective collaboration between yourself and your supervisor. An imperfect plan beats no plan at all.

4. Engage with problems proactively

One surefire way to quickly annoy your advisor is to pester them every time you run into a problem in your dissertation or thesis. Unexpected challenges are par for the course when it comes to research – how you deal with them is what makes the difference.

When you encounter a problem, resist the urge to immediately send a panicked email to your supervisor – no matter how massive the issue may seem (at the time). Instead, take a step back and assess the situation as holistically as possible. Force yourself to sit with the issue for at least a few hours to ensure that you have a clear, accurate assessment of the issue at hand. In most cases, a little time, distance and deep breathing will reveal that the problem is not the existential threat it initially seemed to be.

When contacting your supervisor, you should ideally present both the problem and one or two potential solutions . The latter is the most important part here. In other words, you need to show that you’ve engaged with the issue and applied your mind to finding potential solutions. Granted, your solutions may miss the mark. However, providing some sort of solution beats impulsively throwing the problem at your supervisor and hoping that they’ll save the day.

Simply put, mishaps and mini-crises in your research journey present an opportunity to demonstrate your initiative and problem-solving skills – not a reason to lose your cool and outsource the problem to your supervisor.

5. Navigate conflict like a diplomat 

As with any partnership, there’s always the possibility of some level of disagreement or conflict arising within the student-supervisor relationship. Of course, you can drastically reduce the likelihood of this happening by implementing some of the points we mentioned earlier. Neverthless, if a serious disagreement does arise between you and your supervisor, it’s absolutely essential that you approach it with professionalism and respect . Never let it escalate into a shouting contest.

In practical terms, it’s important to communicate your concerns as they arise (don’t let things simmer for too long). Simultaneously, it’s essential that you remain open to understanding your supervisor’s perspective – don’t become entrenched in your position. After all, you are the less experienced researcher within this duo.

Keep in mind that a lot of context is lost in text-based communication , so it can often be a good idea to schedule a short call to discuss your concerns or points of contention, rather than sending a 3000-word email essay. When going this route, be sure to take the time to prepare a clear, cohesive argument beforehand – don’t just “thought vomit” on your supervisor.

In the event that you do have a significant disagreement with your advisor, remember that the goal is to find a solution that serves your project (not your ego). This often requires compromise and flexibility. A “win at all costs” mindset is definitely not suitable here. Ultimately, you need to solve the problem, while still maintaining the relationship .

If you feel that you have already exhausted all possible avenues and still can’t find an acceptable middle ground, you can of course reach out to your university to ask for their assistance. However, this should be the very last resort . Running to your university every time there’s a small disagreement will not serve you well.

Recap: Key Takeaways

To sum up, a fruitful student-supervisor relationship hinges on clear role definition , effective and regular communication , strategic planning , proactive engagement , and professional conflict resolution .

Remember, your dissertation supervisor is there to help you, but you still need to put in the work . In many cases, they’ll also be the first marker of your work, so it really pays to put in the effort and build a strong, functional relationship with them.

Psst... there’s more!

This post was based on one of our popular Research Bootcamps . If you're working on a research project, you'll definitely want to check this out ...

You Might Also Like:

Submit a Comment Cancel reply

Your email address will not be published. Required fields are marked *

Save my name, email, and website in this browser for the next time I comment.

• Print Friendly

• Utility Menu

Committee on Degrees in Social Studies

• Thesis Advising

Most students find their thesis  supervisors during the spring term of their junior year.  The supervisor works with them to develop their topic and question, and to determine a schedule for summer research.  

Before you begin your search for a supervisor, take some time to read through  A Guide to Writing a Senior Thesis in Social Studies , where you'll find tips on approaching potential supervisors, choosing the best supervisor for you, and what to do if you encounter problems in your search. Our  Thesis Supervisor Database  allows you to search for supervisors by topic and by region, and is a good place to start if you don't yet have someone in mind. Once you've found a supervisor, you'll need to complete the  Thesis Supervisor Form .

We have found that advising relationships work best when clear expectations have been set at the beginning, so juniors in Social Studies are asked to discuss the following topics with potential supervisors:

1.  How frequently will you meet, and for how long?  

Typically, students meet with their supervisor every week or every other week, for between 30 minutes and one hour.  Meetings may be more frequent during the first semester, when the student is developing the project and conducting research, than in the second semester, when the student is writing and meetings revolve around the review of draft chapters.

2.  What will the student do in advance of each meeting?  

Some supervisors ask their students to turn in something (ranging from an emailed progress report to a draft chapter) by an agreed upon time in advance of each meeting.  In turn, students expect that the supervisor will have read their work and be prepared to discuss it.

3.  What expectations will you set for the summer? 

Some students, particularly those studying international topics, spend a great deal of time over the summer conducting research. Others review the secondary literature on their topic and fine-tune their question, preparing to do their primary research in the fall.  Supervisors and their students should talk about what the student is expected to accomplish over the summer, and should set a schedule for discussing the thesis, either in person or via phone and email. 

4.  What expectations will you set about chapter and draft deadlines?  

Some supervisors ask their students to turn in written work by a specific time (24-72 hours before a meeting) and specify whether drafts should be submitted as hard-copy or emailed.  Many supervisors set dates after which they will not read new material (typically 3 days-1 week before the thesis is due).

5.  How many drafts will the supervisor read?  

Many supervisors read a draft of each chapter, then a draft of the entire thesis, and then selected chapters as needed just before the thesis is due.  Some supervisors read more or less than this.  Supervisors and students should also discuss whether a supervisor is willing to receive rough and unpolished drafts, or whether a student is expected to turn in a draft that has already been proof-read.

6.  What kind of support will the supervisor provide to the student? 

Supervisors can provide three kinds of support: (1) substantive support (an understanding of the substantive topic of the thesis and advice about books to read, other experts to talk to, contacts in the field) (2)  methodological and organizational support (knowledge of the method(s) being used, assistance with interpreting interviews, coding surveys, etc; knowledge about what a thesis looks like and advice about organizing research and pacing)  (3) emotional support (encouragement, advice and support with issues like procrastination and writer’s block).  Students and supervisors should discuss the kind of support the supervisor can provide, as it is uncommon for a supervisor to be able to provide all three kinds of support. 

7.  How will a student get support that cannot be provided by the supervisor?

Supervisors and students should discuss who else at Harvard can provide a student with knowledge of a topic, methodological support, and emotional support. Sources may include other faculty members, tutors in Social Studies, house tutors, and a student’s friends and classmates. All students have the option of taking a year-long thesis writing seminar, facilitated by Social Studies faculty with extensive experience working with thesis writers. Seminar groups meet every other week for 1 ½ hours; students discuss the research and writing process and exchange chapter drafts. Additionally, students can choose to participate in a thesis presentation workshop, consult with one of our departmental Thesis Writing Fellows, or make use of our dedicated thesis writing spaces.

8.  How accessible will the supervisor be to the student?  

Some supervisors are comfortable exchanging emails and phone calls between meetings; others are not.  A student and supervisor should discuss how frequently they expect to be in contact, and how each should reach each other in an emergency.  

• Pre-Concentration Advising
• Concentration Advising

Click  here  to learn more about our support system for thesis writers.

Community Blog

Keep up-to-date on postgraduate related issues with our quick reads written by students, postdocs, professors and industry leaders.

What Makes A Good PhD Supervisor?

• By Dr Harry Hothi
• August 12, 2020

A good PhD supervisor has a track record of supervising PhD students through to completion, has a strong publication record, is active in their research field, has sufficient time to provide adequate supervision, is genuinely interested in your project, can provide mentorship and has a supportive personality.

Introduction

The indicators that you’ll have the best chance of succeeding in your PhD project are multi-factorial. You’ll need to secure funding, find a research project that you’re interested in and is within your academic area of expertise, maybe even write your own research proposal, and find a good supervisor that will help guide you through PhD life.

As you research more into life as a doctoral student, you’ll appreciate that choosing a good supervisor is one of the most important factors that can influence the success of your project, and even If you complete your PhD at all. You need to find a good supervisory relationship with someone who has a genuine research interest in your project.

This page outlines the top qualities to look for as indicators of an ideal PhD supervisor. But before we get to that, we should be clear on precisely what the supervisor is there to do, and what they are not.

The Role of a PhD Supervisor

A PhD supervisor is there to guide you as you work through PhD life and help you make informed decisions about how you shape your PhD project. The key elements of their supervisory role include:

• To help ensure that you stay on schedule and maintain constant progress of your research so that you ultimately finish your PhD within your intended time frame, typically three to four years.
• To advise and guide you based on their knowledge and expertise in your subject area.
• To help you in the decision-making process as you design, prepare and execute your study design.
• To work with you as you analyse your raw data and begin to draw conclusions about key findings that are coming out of your research.
• To provide feedback and edits where necessary on your manuscripts and elements of your thesis writing.
• To encourage and motivate you and provide ongoing support as a mentor.
• To provide support at a human level, beyond just the academic challenges.

It’s important that you know from the outset what a supervisor isn’t there to do, so that your expectations of the PhDstudent-supervisor relationship are correct. A supervisor cannot and should not create your study design or tell you how you should run your experiments or help you write your thesis. Broadly speaking, you as a PhD student will create, develop and refine content for your thesis, and your supervisor will help you improve this content by providing you with continuous constructive feedback.

There’s a balance to be found here in what makes a good PhD supervisor, ranging from one extreme of providing very little support during a research project, to becoming too involved in the running of the project to the extent that it takes away from it being an independent body of work by the graduate student themselves. Ultimately, what makes a good supervisor is someone you can build a rapport with, who helps bring out the best in you to produce a well written, significant body of research that contributes novel findings to your subject area.

Read on to learn the key qualities you should consider when looking for a good PhD supervisor.

Qualities to Look For in A Good PhD Supervisor

1. a track record of successful phd student supervision.

A quick first check to gauge how good a prospective supervisor is is to find out how many students they’ve successfully supervised in the past; i.e. how many students have earned their PhD under their supervision. Ideally, you’d want to go one step further and find out:

• How many students they’ve supervised in total previously and of those, what percentage have gone onto gain their PhDs; however, this level of detail may not always be easy to find online. Most often though, a conversation with a potential supervisor and even their current or previous students should help you get an idea of this.
• What were the project titles and specifically the areas of research that they supervised on? Are these similar to your intended project or are they significantly different from the type of work performed in the academic’s lab in the past? Of the current students in the lab, are there any projects that could complement yours
• Did any of the previous PhD students publish the work of their doctoral research in peer-reviewed journals and present at conferences? It’s a great sign if they have, and in particular, if they’re named first authors in some or all of these publications.

This isn’t to say that a potential supervisor without a track record of PhD supervision is necessarily a bad fit, especially if the supervisor is relatively new to the position and is still establishing their research group. It is, however, reassuring if you know they have supervision experience in supporting students to successful PhD completion.

2. Is an Expert in their Field of Research

As a PhD candidate, you will want your supervisor to have a high level of research expertise within the field that your own research topic sits in. This expertise will be essential if they are to help guide you through your research and keep you on track to what is most novel and impactful to your research area.

Your supervisor doesn’t necessarily need to have all the answers to questions that arise in your specific PhD project, but should know enough to be able to have useful conversations about your research. It will be your responsibility to discover the answers to problems as they arise, and you should even expect to complete your PhD with a higher level of expertise about your project than your supervisor.

The best way to determine if your supervisor has the expertise to supervise you properly is to look at their publication track record. The things you need to look for are:

• How often do they publish papers in peer-reviewed journals, and are they still actively involved in new papers coming out in the research field?
• What type of journals have they published in? For example, are most papers in comparatively low impact factor journals, or do they have at least some in the ‘big’ journals within your field?
• How many citations do they have from their research? This can be a good indicator of the value that other researchgroups place on these publications; having 50 papers published that have been cited only 10 times may (but not always) suggest that this research is not directly relevant to the subject area or focus from other groups.
• How many co-authors has your potential supervisor published with? Many authors from different institutions is a good indicator of a vast collaborative professional network that could be useful to you.

There’re no hard metrics here as to how many papers or citations an individual needs to be considered an expert, and these numbers can vary considerably between different disciplines. Instead, it’s better to get a sense of where your potential supervisor’s track record sits in comparison to other researchers in the same field; remember that it would be unfair to directly compare the output of a new university lecturer with a well-established professor who has naturally led more research projects.

Equally, this exercise is a good way for you to better understand how interested your supervisor will be in your research; if you find that much of their research output is directly related to your PhD study, then it’s logical that your supervisor has a real interest here. While the opposite is not necessarily true, it’s understandable from a human perspective that a supervisor may be less interested in a project that doesn’t help to further their own research work, especially if they’re already very busy.

Two excellent resources to look up publications are Google Scholar and ResearchGate .

3. Has Enough Time to Provide Good PhD Supervision

This seems like an obvious point, but it’s worth emphasising: how smoothly your PhD goes and ultimately how successful it is, will largely be influenced by how much time your research supervisor has to provide guidance, constructive academic advice and mentorship. The fact that your supervisor is the world’s leading expert in your field becomes a moot point if they don’t have time to meet you.

A good PhD supervisor will take the time to meet with you regularly in person (ideally) or remotely and be reachable and responsive to questions as and when they arise (e.g. through email or video calling). As a student, you want to have a research environment where you know you can drop by your supervisors’ office for a quick chat, or that you’ll see them around the university regularly; chance encounters and corridor discussions are sometimes the most impactful when working through problems.

Unsurprisingly, however, most academics who are well-known experts in their field are also usually some of the busiest too. It’s common for established academic supervisors to have several commitments competing for their time. These can include teaching and supervising undergraduate students, masters students and post-docs, travelling to collaborator meetings or invited talks, managing the growth of their academic department or graduate school, sitting on advisory boards and writing grants for funding applications. Beware of the other obligations they may have and how this could impact your work relationship.

You’ll need to find a balance here to find a PhD supervisor who has the academic knowledge to support you, but also the time to do so; talking to their current and past students will help you get a sense of this. It’s also reassuring to know that your supervisor has a permanent position within your university and has no plans for a sabbatical during your time as a PhD researcher.

4. Is a Good Mentor with a Supportive Personality

A PhD project is an exercise in independently producing a substantial body of research work; the primary role of your supervisor should be to provide mentoring to help you achieve this. You want to have a supervisor with the necessary academic knowledge, but it is just as important to have a supportive supervisor who is actively willing and able to provide you constructive criticism on your work in a consistent manner. You’ll likely get a sense of their personality during your first few meetings with them when discussing your research proposal; if you feel there’s a disconnect between you as a PhD student and your potential supervisor at this stage, it’s better to decide on other options with different supervisors.

A good supervisor will help direct you towards the best outcomes in your PhD research when you reach crossroads. They will work with you to develop a structure for your thesis and encourage you to set deadlines to work to and push you to achieve these. A good mentor should be able to recognise when you need more support in a specific area, be it a technical academic hurdle or simply some guidance in developing efficient work patterns and routines, and have the communication skills to help you recognise and overcome them.

A good supervisor should share the same mindset as you about finishing your PhD within a reasonable time frame; in the UK this would be within three to four years as a full-time university student. Their encouragement should reflect this and (gently) push you to set and reach mini-milestones throughout your project to ensure you stay on track with progress. This is a great example of when a supportive personality and positive attitude is essential for you both to maintain a good professional relationship throughout a PhD. The ideal supervisor will bring out the best in you without becoming prescriptive in their guidance, allowing you the freedom to develop your own working style.

Finding a PhD has never been this easy – search for a PhD by keyword, location or academic area of interest.

To sum up, the qualities you should look for in a good PhD supervisor are that they have a strong understanding of your research field, demonstrated by regular and impactful publications, have a proven track record of PhD supervision, have the time to support you, and will do so by providing mentorship rather than being a ‘boss’.

As a final point, if you’re considering a research career after you finish your PhD journey, get a sense of if there may any research opportunities to continue as a postdoc with the supervisor if you so wanted.

Do you need to have published papers to do a PhD? The simple answer is no but it could benefit your application if you can.

Find out how you can use Scrivener for PhD Thesis & Dissertation writing to streamline your workflow and make academic writing fun again!

In the UK, a dissertation, usually around 20,000 words is written by undergraduate and Master’s students, whilst a thesis, around 80,000 words, is written as part of a PhD.

Join thousands of other students and stay up to date with the latest PhD programmes, funding opportunities and advice.

Browse PhDs Now

Are you always finding yourself working on sections of your research tasks right up until your deadlines? Are you still finding yourself distracted the moment

Dr Grayson gained her PhD in Mechanical Engineering from Cornell University in 2016. She now works in industry as an Applications Portfolio Manager and is a STEM Speaker and Advocate.

Ryan is in the final write up stages of his PhD at the University of Southampton. His research is on understanding narrative structure, media specificity and genre in transmedia storytelling.

Join Thousands of Students

Advisor vs. Supervisor: What Are the Differences?

Learn about the two careers and review some of the similarities and differences between them.

In any work environment, it’s important to have someone you can go to for help or advice. Depending on the company you work for, this person may be your supervisor or your advisor. Though these titles are often used interchangeably, there are some key differences between the two. In this article, we discuss the roles of an advisor and a supervisor, and we explain how they differ.

What is an Advisor?

Advisors provide guidance and support to clients in a specific area of expertise. They offer advice and recommendations on topics such as financial planning, career development, relationship counselling and more. Advisors typically have extensive experience and knowledge in their field, and they use this to help clients reach their goals. Advisors may work with individuals, families or groups, and they may be self-employed or work for a company. Some Advisors may also provide training or give lectures on their area of expertise.

What is a Supervisor?

Supervisors help manage a team of employees by assigning tasks, conducting performance reviews and dealing with employee issues. They develop work schedules to ensure that the team has adequate coverage and that projects are completed in a timely manner. Supervisors also serve as a point of contact between employees and upper management. They relay information between the two groups and ensure that employees understand company policies and procedures. In some cases, supervisors may also be responsible for training new employees.

Advisor vs. Supervisor

Here are the main differences between an advisor and a supervisor.

Advisors and supervisors share some job duties, such as leading a team, providing guidance and feedback and setting goals. However, advisors typically have more responsibilities because they work with higher-level employees. For example, an advisor might help executive leadership develop strategies for achieving departmental goals. Supervisors typically provide day-to-day guidance to their teams to ensure they complete tasks, such as ensuring employees adhere to safety regulations while completing assignments and monitoring employee performance.

Job Requirements

Advisors and supervisors typically need at least a bachelor’s degree to enter the field. However, some employers may prefer candidates with a master’s degree or higher. Additionally, many professionals in these roles pursue certifications through organizations like the National Association of Advisors for the Health Professions (NAAHP) or the American Nurses Credentialing Center (ANCC). These certifications can demonstrate that an advisor or supervisor has the necessary skills and knowledge to perform their job duties effectively.

Work Environment

Supervisors typically work in an office setting, but they may also travel to different locations. They often spend their days at a desk or on the job site and interact with employees and clients. Advisors usually work in an office environment, but they may also visit clients’ homes or other locations. They may spend time interacting with clients and providing support for them.

The main difference between an advisor and a supervisor is that an advisor provides guidance and support, while a supervisor manages and oversees work. Both roles require excellent communication skills, as they need to be able to explain tasks clearly and give instructions effectively. They also both need good people skills, as they will be working with employees on a daily basis.

Advisors typically need to have strong problem-solving skills, as they need to be able to find creative solutions to challenges their employees are facing. Supervisors usually need to have strong decision-making skills, as they need to be able to make quick decisions about how to solve problems and handle issues that arise. Both roles also require good organizational skills, as they need to be able to keep track of multiple projects and deadlines.

The average salary for an advisor is $66,768 per year, while the average salary for a supervisor is $62,225 per year. The salary for both positions may vary depending on the industry, the size of the company, the location of the job and the level of experience the employee has.

Quality Engineer vs. Manufacturing Engineer: What Are the Differences?

Hotel manager vs. general manager: what are the differences, you may also be interested in..., warehouse worker vs. warehouse associate: what are the differences, practice administrator vs. practice manager: what are the differences, ekg technician vs. medical assistant: what are the differences, 12 jobs you can do with a law and society degree.

Mentors, advisors and supervisors: their role in teaching responsible research conduct

Affiliation.

• 1 Massachusetts Institute of Technology, Room 12-188, 77 Massachusetts Avenue, Cambridge, MA 02139, USA. [email protected]
• PMID: 11697001
• DOI: 10.1007/s11948-001-0002-1

Although the terms mentor and thesis advisor (or research supervisor) are often used interchangeably, the responsibilities associated with these roles are distinct, even when they overlap. Neither are role models necessarily mentors, though mentors are role models: good examples are necessary but not sufficient. Mentorship is both a personal and a professional relationship. It has the potential for raising a number of ethical concerns, including issues of accuracy and reliability of the information conveyed, access, stereotyping and tracking of advises, and the abuse of power. Nevertheless, mentors can be critically important for professional success and are one of a number of elements that affect the responsible conduct of research. In addition, the community as a whole has a responsibility to mentor junior members.

• Ethics, Professional* / education
• Terminology as Topic

• Rules/Help/FAQ Help/FAQ
• Members Current visitors
• Interface Language

Follow along with the video below to see how to install our site as a web app on your home screen.

Note: This feature may not be available in some browsers.

• English Only

advisor or supervisor

• Thread starter slacker11
• Start date Jun 17, 2009
• Jun 17, 2009

Dear teacher and friends... How does one call the professor who helps their students to develop their work (doctorat and masters dissertation/thesis) at universities? They usually tell students what to do or help them to figure out things... I am not sure which name is appropiate, supervisor or advisor. thanks  

Senior Member

You would call them a professor . They teach you and advise you in the writing of your dissertation. Edit : I now understand what you are asking. I must agree with Nico. I would call someone who adivses OUTSIDE OF CLASS (then it would be your professor) an academic advisor .  

Around my university, they call such people advisors. Supervisor could be used but that is generally used more in the workplace, not the academic environment.  

thank you.  

Moderato con anima (English Only)

I think there might be a British/American divide here. Academics who guide students in writing their theses or dissertations are generally called supervisors in British universities (and in the Commonwealth). I think advisers would be the American term.