In the blog we have written a lot about doctoral well-being, from different angles… but what personal and contextual factors seem to affect it? A recent study out of Italy asked 216 students about this and about challenges to their well-being. In this post, we summarize the study and its findings, connecting these results with prior ideas in the blog, and how we can apply them in our own doctorate journey to find better well-being.

Doctoral Consortia are events (often, at scientific conferences) where doctoral students present their dissertation ideas and get expert feedback on them. I have co-organized a few of these events during the first waves of the pandemic, which students seemed to find useful (the events, not the pandemic!). In this post, I describe the (online) event format that we followed, in case it helps future organizers of similar events. If you are a PhD student, I hope this post will also encourage you to attend one!

Aside from PhD students’ own motivational factors (e.g., how much progress they perceive, or how exhausted they are), the support they receive from supervisors is another key aspect related to doctoral completion. In the continuation of last week’s “study report”, we discuss how different kinds of supervisor support relate to those motivational factors and, eventually, the finishing of the doctorate. We will also see how supervisors could foster these motivational aspects and help their students complete the PhD.

Have you ever spent hours providing feedback over a colleague’s (or a student’s) paper? And have you ever found afterwards that many of your carefully-crafted, thoughtful comments had been ignored? In this “quickie” post for supervisors (or for anyone giving internal feedback), I share a small trick that I use lately to avoid these situations… and get better outcomes for everyone involved.

In a previous post, we have seen the crucial role that having a sense of progress plays, not only in the productivity, but also in the engagement and persistence of a PhD student towards the doctorate. While this recognition (and the practices to “make progress visible” we saw) put a big emphasis on the student as the main active agent, PhD students are not the only actors in this play. Is there anything that doctoral supervisors can do to help? In this post, I go over some of the same management research on progress and our own evidence from the field, looking at what supervisors can do to support their students in perceiving continuous progress that eventually leads to a finished doctoral thesis.