5 Ways To Find Your Research Supervisor Unicorn

I've experienced research supervision from multiple perspectives: first as an intern and resident navigating my first research projects, then as an early-career academic overseeing the research of interns and residents, and later returning to the student role while completing my PhD. Throughout these experiences, I've witnessed numerous situations that have derailed junior researchers. Some of these were my own circumstances!

Several "supervisor factors" can greatly interfere with a student's ability to complete their research project, including:

·      Poor communication skills

·      Personality conflicts

·      Disorganisation and ghosting

·      Bullying and other toxic behaviours

·      Inconsistent expectations among supervisors

·      Minimal involvement in the research project

·      Insufficient research funding

·      Disappearing altogether! (e.g., resignation, extended leave, moving)

Is there any way you can avoid these problems? Potentially! Consider these 5 tactics for setting yourself up for success.

1.        Choose your research topic wisely

Do you find your research topic exciting? That may not last.

Many junior researchers select a research topic inspired by their clinical practice, driven by a deep passion for addressing an issue affecting their patients. Fuelled by the desire to make a meaningful impact, they immerse themselves in literature on the topic, convinced that this is the problem they are determined to solve!

Six to twelve months into their project, they encounter a series of challenges. The disease or syndrome proves difficult to define, the gold standard for diagnosis is too expensive for clients, medical records are full of holes, case numbers are insufficient, and the clinical outcome they've chosen is biased by uncontrollable factors, such as owner choices. Their clinical mentor offers suggestions but lacks expertise or interest in this specific area, and is unsure how to address the issues, ultimately leaving the resident to find their own solutions. Another twelve months pass with little progress, leading them to grow increasingly frustrated with the project. They begin to hate this project, this topic, research in general…

You don’t need to be that interested in your research topic; but your research mentor needs to be!

Find your supervisor first, then land on a topic that they are interested in and knowledgeable about. As you delve into the topic, you will probably find that you start to become quite interested in it too. You will start to feel a sense of ownership over the project and the topic-at-large. And once you start to see the results of a well-designed project, you will likely start to feel like this is truly your project.

2.        Find a supervisor with good character

"The quality of your life is the quality of your relationships." Tony Robbins

Find a supervisor who is a nice person

Finding a supervisor who is both kind and supportive is crucial in your search. Given the substantial time you'll spend interacting with them, especially under the pressure of tight deadlines, their communication style can profoundly affect your mental well-being. While many supervisors may appear friendly at first—sometimes with the goal of boosting their own productivity by recruiting you—it's important to consider how others describe them, particularly fellow research students or residents. Pay close attention to what is said, but also to what is left unsaid.

They should be nice… but also answers their emails

You can be working with the nicest-guy-around but they may not be the most timely of communicators! Be aware of feedback such as, ‘it can be hard to get a hold of them’. While this is not necessarily a deal breaker—successful researchers are often very busy and may occasionally be unreachable—it's important to manage your expectations, as this can lead to future frustration. It helps, in this instance, to have a co-supervisor who is readily available and can get back to you in a timely manner (and potentially nudge the other supervisor to meet deadlines!).

It's important to clarify a potential supervisor's expectations for communication early on. Determine whether they anticipate daily, weekly, or monthly contact. This helps set clear expectations from the beginning. I asked this question of a supervisor early on and was glad I did; my definition of "regular contact" differed significantly from theirs! If a supervisor indicates that you should not expect to hear from them more frequently than every 1-2 months (or even every 6 months), you might need to consider finding a secondary supervisor who can provide more frequent, week-to-week guidance, especially if your research project demands it.

3.        Find an experienced supervisor

Find a mentor that has some experience with publishing papers

A potential supervisor can be a fantastic clinician and be interested in research but lack experience in publishing research. Ideally, you want a supervisor who has a few runs on the board (i.e. 3-5 papers) and back this up with a second supervisor who is more experienced (e.g. > 10-20 papers).

Ideally, their prior publications will show:

-              Expertise in your research topic

-              Experience with various study designs

-              Exposure to publishing across multiple types of journals

-              Evidence of strong collaborations (co-authors)

It is also good to have a supervisor that participates in peer review for journals. This kind of experience is valuable in navigating peer review and the submission process for your own papers.

Also, try to get a sense what motivates them to complete research. Academics often face pressure to publish and may push you to keep up with deadlines. On the other hand, if they are in private practice, they will need strong personal motivation to pursue research, as they might not have dedicated time for it. Verify whether they have a track record of successful publications while working in private practice to gauge their commitment and ability to balance research with their other responsibilities.

Find a supervisor who has mentored before

Try to establish how many trainees they have supervised. Then look at their track record (the trainees) and the types of papers they published. If you can, have a chat to them about their experience and how they navigated any speed bumps along the way.

You can also gauge how generous a supervisor is by observing the opportunities their current or recent trainees appear exposed to. Often, it is the supervisor who facilitates these opportunities. While outcomes can vary based on the trainee’s work ethic and talent, positive indicators include trainees who are:

·      Middle authors on other research projects led by their supervisor

·      Co-authoring book chapters or review articles with their supervisor

·      Speaking at conferences (or teaching workshops)

·      Named as investigators on research grants

4.        Find a supervisor who understands your clinical life

If your supervisors are scientists or academics and you're swamped with clinical practice, they may not grasp why you struggle to meet their deadlines. Ideally, they should inquire before making demands, but understanding your situation can foster empathy when you appear absent. Conversely, having someone outside your clinical setting holding you accountable can be beneficial for staying on track. Focusing on clinical duties during your residency can be an easy way to procrastinate on research tasks! However, be aware that if your clinical supervisor doesn’t accommodate these external commitments, it could lead to added stress and frustration.

(As an aside, this is the image that was generated when I asked the AI program to create a doctor unicorn with a stethoscope and labcoat. It was the fifith iteration and at least it didn't include the stethoscope coming out of its nose. I will just leave it here for your enjoyment. Back to the blog.)

Consider whether you need a supervisor who is flexible with personal commitments, such as family, chronic illness, or important hobbies. Discuss these needs in advance to gauge their response: will they be sympathetic and accommodating, or insist on rigid sacrifices? Choose a supervisor whose approach aligns with your expectations. In saying this, you don't need to disclose personal circumstances during the interview unless they require adjustments to the program.

5.        Be careful not to combine adversaries

"To be trapped between two foes is to be battered by the storm of their enmity while remaining unseen and unappreciated." Anonymous

If you are bringing your supervisor team together, be aware that some supervisors may not work well together due to past conflicts or differing personalities. Try to assess their compatibility by checking if they have recently collaborated, informally asking others about their working relationship, or exploring any potential history of discord.

And finally, roll with the punches

I feel like I asked all the right questions when I was considering a PhD program and made good choices with my supervisor team. Even with all the due diligence, within 3 months of starting my PhD program, both my primary and coordinating supervisor had left their roles. I swear, it was nothing to do with me! They both had to leave due to personal reasons. The rug was pulled out from underneath me. But life happens and you need to find ways to forge ahead.

Writing this blog has not only stirred up memories of my experience as a mentee but also where I feel I have failed as a mentor. So one last piece of advice, be forgiving of your supervisors! They are only human and I'd say most are doing their best, with the best of intentions. None of us are perfect.

"Forgiveness is not an occasional act; it is a constant attitude." Martin Luther King Jr