Absentee

, 15

Academia

, 10–11

Academic careers

, 120, 134–135

Academic contract

, 121

Academic culture

, 20

Academic expertise

, 48

Academic jobs

, 10–11

Academic manuscripts

, 53–54, 55

Academic relationship

, 98

Academic seminars

, 21

Academic view

, 50

Acceptance

, 64–65

Active conference and seminar presentations

, 31

Advisor

expertise

, 35–36

switching

, 36, 37–38

Advisor-advisee relationship

, 35

allies

, 42–43

career interests

, 40–42

interest divergence

, 37–39

interpersonal dynamics

, 36–42

supervisor moves to a different institution

, 39–40

Age vs. experience

, 8

Alternative research committee structure

, 38–39

Annual leave

, 21

Annual Progress Review

, 21

Anxiety

, 69

Artificial social barriers

, 89

Attendance

, 73–74, 78–79

Availability

, 8

Barriers, networks development

, 85–91

attendance vs. isolation

, 88–89

cultural differences

, 87

fear of ‘bothering’

, 89–91

power distance

, 86

supervisory relationship, perceptions on

, 87–88

tunnel vision

, 89

Blog posts

, 32

Candid conversations

, 14

Careers

academics

, 137–138

beyond universities

, 120

development

, 29

identity

, 119–120

plans

, 10–11

workshops

, 31–32

Casualization

, 119

‘Catch 22’

, 28

Co-advisor

, 37–38

Co-chair

, 37–38

Collegial community

, 63–64

Collegial friendship

, 18

Common sense

, 9

Communication

, 15, 30–31, 76–77

barriers

, 60

Community support

clarification of terms

, 65–66

group fluidity

, 80–81

purposes and processes

, 75

relational, intellectual and personal growth

, 76–77

research community

, 66–69

Confidence

, 66–67

Cooperative ability

, 48

Co-supervision

, 11–12

aspects to navigate

, 55–62

emotionally strong

, 61–62

intellectually confident

, 56–58

interpersonally sensible

, 58–61

challenges

, 50–51

experience

, 61–62

limitations

, 49–51

merits

, 47–51

supervisees and supervisors

, 47, 48–49

trust

, 74–75

Cross-institutional study

, 135

Cultural differences

, 87

Demoralisation

, 119

Digital disruptions

, 118–119

Digital K-12 learning environments

, 40

Disciplinary experts

, 11–12

Discipline knowledge

, 126

Dissatisfaction

, 52

Dissemination skills

, 76–77

Doctoral community

, 21

Doctoral completions

, 80–81

Doctoral education

, 133

Doctoral experience

, 137–138

Doctoral graduates

, 121

Doctoral language

, 21

Doctoral learners

, 24–25

Doctoral learning

, 20–21

Doctoral newcomers

, 22

Doctoral orphans

, 48

Doctoral-related activities

, 21

Doctoral students’ personalities

, 55

Doctorate

internationalization

international conferences, summer schools and events, participation

, 109–111

international co-supervisor

, 107–108

international topic or methodology

, 111–114

mobility

, 104–107

reference international literature

, 108–109

succeeding beyond

, 117–120

academic careers

, 120–123

PhD academic supervisors

, 125–127

university, beyond

, 124–125

university executive leaders

, 127–128

Economic downturns

, 118–119

Emotionally strong, supervisors

, 61–62

Emotional support

, 61–62

Emotions

, 64–65

Employability

, 95

officers

, 24

Employability and Transitions Policy

, 127

Erasmus Mundus programmes

, 106–107

Ethics application

, 21

Events and activities

, 21

Expectations and requirements, co-supervision

, 49

External supervisor

, 32–33

Face-to-face conversation

, 6, 50

Faculty developer

, 40

Feedback and advice, co-supervision

, 49

First quartile journals

, 123

Formal co-supervision

, 66–67

Formal supervision

, 98

Global financial crisis

, 118–119

Graduate program structure

, 44

Graduate Teaching Assistant (GTA) schemes

, 30

Group

, 65–66

fluidity

, 80–81

meetings

, 65–66

sessions

, 78–79

supervision

, 70, 74, 135

Guidance

, 23–24

Higher education conference

, 117–118

‘High-flying’ supervisors

, 5–6

H-index

, 5–6

Ignorance

, 56

‘Imposter syndrome’

, 26

Independent researchers

, 23–24

Industry career

, 137–138

Influx of diversity

, 140

Insecurity

, 14

Intellectual disagreement

, 58–59

Intellectually confident, supervisors

, 56–58

Intercultural interactions

, 87

Intercultural methodology

, 112–113

International conference

, 110–111

International conferences, summer schools and events, participation

, 109–111

International co-supervisor

, 107–108

Internationalization

, 114–115, 133, 135–136

international conferences, summer schools and events, participation

, 109–111

international co-supervisor

, 107–108

international topic or methodology

, 111–114

mobility

, 104–107

reference international literature

, 108–109

See also Doctorate, internationalization

International student participant

, 84–85

International topic or methodology

, 111–114

International university rankings

, 123

Internship

, 31

Interpersonal dynamics

, 36, 38–39

Interpersonally sensible, supervisors

, 58–61

Job market

, 31–32, 41–42

Labour market

, 118–119

Laid-back supervisor

, 14

Laissez-faire extremists

, 15–16

Language buddies

, 24

Learning

atmosphere

, 21

curve

, 23

Learning Sciences

, 40

Loneliness

, 28

Managing complex projects

, 138

Meetings

, 71

Memory-based Reasoning

, 51–52

Micromanager

, 13–14

Miscommunications

, 59

Misunderstandings

, 59

Mobility

, 104–107

National Open Garden Scheme

, 27

Negativity

, 38

Neo-institutionalism

, 108–109

Networking

, 135

Networks development

barriers

, 85–91

attendance vs. isolation

, 88–89

cultural differences

, 87

fear of ‘bothering’

, 89–91

power distance

, 86

supervisory relationship, perceptions on

, 87–88

tunnel vision

, 89

before beginning

, 91–92

during PhD process

, 92–95

supervisors and staff, tips for

, 97–98

transitioning

, 96–97

Non-academic job

, 35–36

Non-PhD tasks

, 31

Non-writing opportunities

, 138

Paid work

, 16

Part-time students

, 69–70

Passive-aggressive supervisor

, 14–15

Past completions

, 8

Personal judgement

, 9

Personal networks and relationships

, 84–85

Personal qualities

, 9–10

PhD candidate, guidance for

, 133

modern PhD graduate

, 139–140

thriving and surviving

, 134–139

PhD students

academic culture, reflection and expectations

, 20–22

career development

, 30–32

mutual support and friendship

, 29

psychological wellbeing

, 25–27

PhD supervisors

, 120

academic culture, reflection and expectations

, 23–25

career development

, 32–33

mutual support and friendship

, 29

psychological wellbeing

, 28–29

Populism

, 113

Postdoctoral fellowships

, 30

Postgraduate employability

, 117–118

Postgraduate Research (PGR)

academic developer

, 24

Code of Practice

, 21

director

, 24

secretary

, 24

Postgraduate students

, 121

graduate digital identity initiative

, 128

Power distance

, 86

Problem-solving

, 138

Professional conferences

, 42–43

Professional network

, 48

Program colleagues

, 42

Project outside, work on

, 37

Psychological wellbeing

, 25, 27, 28

Reference international literature

, 108–109

Relational, intellectual and personal growth

, 76–77

Research agenda, shifting

, 37–38

Research community

, 66–69

‘Research training’ degree

, 76–77

‘Reverse culture shock’

, 96

Scholarship and co-supervision

, 55

Scholarship community

, 84

Science Citation Index Expanded (SCIE)

, 129

Self-isolation

, 94–95

Sense of isolation

, 66–67

Setting expectations

, 134–135

Short fixed-term contracts

, 121

Shortlisted supervisors

, 8–9

Short-term goals

, 30

Social environment

, 105–106

Socialisation

, 28

Social media

, 95

Social relationships

, 87, 94–95

Social Sciences Citation Index (SSCI)

, 109, 129

Society and immigration

, 113–114

Student progresses

, 23–24

Students as partners

, 128

Student-supervisor relationship

, 17, 93–94

Supervision

expectations of

, 19

academic culture

, 20

career development

, 29

psychological wellbeing

, 25

meeting

, 93–94

Supervisor

absence

, 59

doctoral research

, 64–65

emotionally strong

, 61–62

feedback

, 60

intellectually confident

, 56–58

interpersonally sensible

, 58–61

Supervisor selection

conversations

, 6–12

age vs. experience

, 8

availability

, 8

career plans

, 10–11

personal qualities

, 9–10

shortlisted supervisors

, 8–9

team supervisors

, 11–12

extremes

, 12–16

Laissez-faire extremists

, 15–16

micromanager

, 13–14

passive-aggressive

, 14–15

spreadsheet

, 4–6

step up

, 16–18

Supervisory disagreement

, 59

Supervisory records

, 21

Supervisory relationship

, 16–17, 87–88

Supervisory team, co-supervision

, 50

Switch advisor

, 36, 37–38

Team supervisors

, 11–12

Tenure

, 121

Thesis in English

, 108–109

Training managers

, 24

Trust

, 73–74

Unclear responsibilities, co-supervision

, 49

Uncomfortable working environment

, 39

University Career Centre

, 128

University executive leaders

, 120

University-organised social events

, 28–29

Vitae Researcher Development Framework

, 76–77

Working style

, 17

Work-related opportunities

, 30–31

Workshops and conferences

, 21, 42–43