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    Education

    PhD Transition Report On-Demand

    Podcast by Cheeky Scientist

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    Latest Episodes:
    Return On Investment Of Getting Hired Nov 17, 2023
    Show notes

    Join us as we talk about…

    In this week’s episode…

    • You’ll learn understand the ROI of a degree
    • Next, you’ll learn that statistics show the earning power increases significantly with a higher education degree
    • Finally, you’ll learn education of any kind is an investment in yourself, your future, and your potential

    In today’s fast-paced job market, pursuing a degree, especially a higher education degree, often comes with a substantial financial investment. This investment could be initial tuition early on, or it could be a loss in terms of opportunity cost.

    For example, someone who stays in academia for five more years to get an advanced degree when they could be making $120,000/year in a great corporate job is losing $10,000 a month in opportunity cost. A faculty member who is making $70,000 a year when they could be making $200,000 is losing $130,000/year in opportunity cost. On and on.

    Either way, the question on many academics’ minds is, “Is it worth it?” The answer lies in understanding the Return on Investment (ROI) of a degree and the ROI of learning how to properly execute a job search for a top skilled job, or white collar job.

    Let’s explore the tangible benefits of investing in education and the long-term value it can bring through higher-paying job opportunities, starting with the initial investment of tuition and more. Before we dive into the ROI, it’s important to acknowledge that education typically comes with upfront costs, including tuition, textbooks, and living expenses. Many students take out loans to finance their education, which can lead to significant debt upon graduation.

    The true ROI of education becomes evident when you consider the potential for increased earning power. Statistics consistently show that individuals with higher and higher education degrees tend to earn more over their lifetimes compared to those with lower level degrees or just a high school diploma. But, this is only consistently true once the person in question gets out of academia and into a corporate career.

    This means that you have to leverage your highest level degree, in particular the transferable skills you gained when you got your degree, to get hired into a corporate career. My point? The degree itself, any degree, is not enough. A degree coupled with a strong understanding of how to execute a job search outside of academia often accelerates career advancement, leading to better starting roles, more promotions and higher-paying roles again and again.

    More than this, during economic downturns, individuals with degrees tend to have greater job security and are less susceptible to layoffs. Their diverse skill sets make them adaptable to changing job markets. But again, you have to get hired in the first place.

    To illustrate the ROI of a degree, let’s consider an example: Suppose you’re making $30,000 as a graduate student. You invest $10,000 in executive coaching to learn how to get hired into a top corporate career. Your degree and your expert job search strategy leads to securing a job making $140,000 a year – recurring. And let’s say you get a prototypical, 10% or $14,000 signing bonus. The result on your investments? $110,000 recurring. Over the course of 20 years, assuming steady salary increases and career growth, you could potentially earn $1 million more than your friend who did not leverage their degree or get training they needed to get hired into a top career outside of academia.

    This substantial earning differential demonstrates the long-term value of your educational investments. In the end, education of any kind is an investment in yourself, your future, and your potential. While the upfront costs may seem daunting, the long-term ROI is often substantial.

    It’s not just about securing a higher-paying job; it’s about acquiring knowledge, skills, and experiences that can enrich your life in countless ways.

    The post Return On Investment Of Getting Hired appeared first on Cheeky Scientist.


    Costs Of Publishing In Top Tier Journals Nov 15, 2023
    Show notes

    Join us as we talk about…

    In this week’s episode…

    • You’ll learn the costs of being published in Top Tier Journals
    • Next, you’ll different reasons why the cost is so high
    • Finally, you’ll learn why premier journals have a higher cost to publish

    I recently got into a discussion with someone over why it cost so much to publish in top tier academic journals. They argued that the newer open source options of the big three journals in particular ranging from around $4,500 to $11,500 was ridiculous.

    Yes, I thought, in part, but then I explained that you get what you pay for. These journals are considered by many academics to be the premier journals, so it makes sense that there is premier pricing.

    What doesn’t make sense from my perspective is that these costs are one sided when it comes to the careers of those working tirelessly to get published.

    What’s in it for the student who’s likely going to leave academia anyway? What’s in it for the postgraduate? Usually not much. I’ve yet to hear of an employer at a top biotech, tech, pharma or other company asking for a job candidate’s h-index. Why? Because it doesn’t matter outside of academia.

    Still, publishing in top-tier academic journals is often considered a hallmark of academic success. Researchers strive to have their work featured in these esteemed publications due to the recognition and credibility they bring. However, there’s a significant cost associated with achieving this scholarly prestige. This cost is shared with those who publish the journal.

    First, there’s the rigorous peer review process. This is for the actual peer-reviewed academic journal articles, not affiliated blogs and opinion pieces that many of these journals also publish. Before a peer-reviewed article is accepted for publication, it undergoes extensive evaluation by experts in the field.

    These peer reviewers dedicate their time and expertise to ensure the quality, validity, and originality of the research. Journals often compensate reviewers for their efforts, adding to the overall cost.

    There are also production expenses. These expenses include people who work closely with authors to refine their manuscripts and ensure they meet the journal’s criteria.

    Additionally, the cost of typesetting, formatting, copyediting, and proofreading contributes to the overall expense of publication. There’s also the cost of online and print distribution. Many prestigious journals offer both online and print versions of their publications. This dual distribution system incurs additional expenses, including website maintenance, online hosting, and the production of physical copies for subscribers and libraries.

    Don’t forget about marketing, selling and promotion – yes, top tier journals do this. Do you think your university librarian is taking it upon themselves to pay up to tens of thousands of dollars for subscription to these journals? No, these subscriptions are being sold to them, regardless of how meager an academic institution’s budget is.

    This is an important point that you may not be aware of – top-tier journals often grapple with the choice between open access and subscription-based publishing models. Open access allows free access to articles but requires alternative funding sources, such as article processing charges (APCs), which can be costly for authors.

    Subscription models rely on fees paid by institutions, libraries, and individuals for access, but these fees may not cover all publication costs. Other costs include technology costs, author services and support, archiving and preservation, sustainability and overhead, and more.

    What do you get in return? Impact factor and prestige in academia. Top-tier journals are typically associated with high impact factors, which measure the frequency of citations a journal receives.

    Authors are often willing to invest in publishing fees to be associated with a prestigious journal, as it can enhance their academic reputation and academic career prospects. But, with the low salaries of academic positions and the decreasing numbers of these positions, more and more academics are questioning whether or not it’s worth it to publish in these top tier journals at all.

    Recently, I had many people ask me about why some of Cheeky Scientist’s premier products cost so much. My answer to them was similar to this previous discussion on why premier journals cost so much. In short, quality. You get what you pay for. There is one difference though, Cheeky Scientist’s premier products have a strong track record of getting academics into top tier careers, not just low paying academic careers that require more and more publishing.

    The post Costs Of Publishing In Top Tier Journals appeared first on Cheeky Scientist.


    How To Sell Yourself To Employers Nov 13, 2023
    Show notes

    Join us as we talk about…

    In this week’s episode…

    • You’ll learn why it is important to sell yourself to employers
    • Next, you’ll learn different techniques to sell yourself
    • Finally, you’ll learn how selling yourself does not have to compromise your authenticity or values

    I was giving a talk recently and someone in the audience was frowning the entire time. Then I started to talk about the importance of selling yourself to employers, especially the early gatekeepers who typically do not have the same expert skills that the job candidate applying to a skilled job has.

    This is when the same person started shifting in their seat uncomfortably. Finally they raised their hands and asked, “what about for those of us who don’t like the thought of selling ourselves; those who think perhaps its unethical to say ‘I’m the best fit for this job or can be the best fit’ if you’re not sure of it”. I said I understood how they felt and that stepping out to tell someone that you can do the job isn’t an ethical dilemma – it’s not about confidence or faking it or anything sleazy; it’s simply about self-efficacy – the belief that you can learn how to do the job. You’re capable of doing it.

    That’s what you’re selling. And unless you’re willing to sell the idea that you’re capable and competent, you will never get hired. Look – to get hired, you’re going to have to sell yourself to an employer. There’s no way around it. No one will ever hire you on your merits alone. Even in academia, it’s not always the best CV that gets the job.

    Humans are relational and no matter how much dislike or even disdain or disgust you have for selling, you will either learn to do it effectively to get into a top career, or you’ll stay in bottom level positions working for those who do sell themselves effectively.

    I understand the idea of “selling yourself” to an employer, or selling in general, can be met with skepticism and even discomfort. Many of us are wary of the notion that we must package ourselves like a product and market our skills and abilities as if we were commodities.

    However, it’s essential to understand that there’s a way to navigate the job search process without compromising your authenticity. Selling yourself doesn’t mean you have to fabricate or exaggerate your qualifications or personality.

    Instead, focus on showcasing your true self, emphasizing your genuine strengths, skills, and experiences. Authenticity builds trust with employers and fosters a positive connection. In this way, work to create a compelling narrative rather than creating a sales pitch.

    Think of your self-presentation as a compelling story. Highlight your career journey, the challenges you’ve overcome, and the lessons you’ve learned. Stories resonate with people on a personal level and make you more relatable.

    Then, identify your unique selling proposition, or your USP. What sets you apart from other candidates? Reflect on your distinct skills, experiences, and qualities that make you a valuable asset to the organization. Highlight these unique aspects in your applications and interviews.

    If you don’t like the idea of promoting yourself, then shift your focus to how you can solve the employer’s problems or meet their needs. Understand the company’s challenges and demonstrate how your skills and expertise can address them effectively.

    And no, being passionate about the job you want doesn’t make you look salesy, sleazy or desperate. Employers appreciate candidates who are genuinely enthusiastic about the role and the company. Share your passion for the field, the industry, and the specific organization. Passion is contagious and can be a compelling selling point.

    Finally, masterful selling, and ethical selling, means being willing to discuss your limitations, which everyone has. Authentic self-promotion doesn’t mean hiding your weaknesses or shortcomings. Acknowledge areas where you’re still growing and learning. Demonstrating self-awareness and a willingness to improve can be seen as a positive trait.

    In conclusion, selling yourself to an employer doesn’t have to involve compromising your authenticity or values. Instead, focus on showcasing your true self, your unique strengths, and your passion for the role and the organization.

    The post How To Sell Yourself To Employers appeared first on Cheeky Scientist.


    Employers Are Searching Digital Footprint & Linguistic Fingerprint. What That Means For PhDs Nov 12, 2023
    Show notes

    Ready to start your transition into industry? Apply to book a free Transition Call with our founder, Isaiah Hankel, PhD or one of our Transition Specialists here.

    The post Employers Are Searching Digital Footprint & Linguistic Fingerprint. What That Means For PhDs appeared first on Cheeky Scientist.


    11 Job Search Statistics Few People Know Nov 10, 2023
    Show notes

    Join us as we talk about…

    In this week’s episode…

    • You’ll learn what levers to pull to get hired
    • Next, you’ll learn 11 job search statistics few people know
    • Finally, you’ll learn how knowing these stats and changing your behavioral will help you get hired

    When I was first applying to jobs coming out of school I felt invisible. What a waste of time I thought. Nothing I did mattered. Looking back though, I had no idea how a job search worked. I didn’t realize just how much the numbers were against me, which means I didn’t know which levers to pull statistically to get hired.

    Stats matter when you’re looking to get hired. Of course as the saying goes there are lies, damn lies and statistics. Who is making the stats? We’re not going into p-values and references here but instead I’m going to share what I’ve seen over the past year in terms of numbers across the job market.

    Here are the most interesting current job search statistics that you might not be aware of:

    Online Job Applications Are Highly Competitive: On average, a job posting receives approximately 250 applications. That’s for all size companies from 2 employees to 200,000+ The larger companies get up to 2,000 per open position. This means that competition for job openings is fierce, and standing out is crucial.

    Resume Scanning Software is Common: About 75% of resumes are never seen by human eyes. Many companies use applicant tracking systems (ATS) to screen resumes for keywords and qualifications, so tailoring your resume is essential.

    Networking Matters: Approximately 70-80% of job openings are not publicly advertised. Networking, both online and in-person, can be a powerful way to uncover hidden job opportunities.

    Recruiters Spend Little Time on Each Resume: Recruiters typically spend an average of 6 seconds reviewing a resume. This underscores the importance of a clear and well-organized resume.

    Job Interviews Can Be Quick: In some cases, interviews can be as short as 15-20 minutes. Candidates should be prepared to make a strong impression quickly.

    Hiring Managers Value Soft Skills: While technical skills are important, 93% of employers say they prioritize soft skills like communication and teamwork when making hiring decisions.

    Salary Negotiation is Underutilized: Between 53-91% of job candidates do not negotiate their job offers. This can result in missed opportunities for higher compensation.

    LinkedIn Profiles are Valuable: Over 90% of recruiters use LinkedIn to source and vet candidates. A well-optimized LinkedIn profile can enhance your visibility to potential employers.

    Cover Letters Still Matter: While not always required, a well-crafted cover letter can improve your chances of getting noticed by recruiters and hiring managers by up to 60%.

    Positive Online Presence is Crucial: Nearly 70% of employers have rejected candidates based on information they found online. Maintaining a professional online presence is vital.

    Between 21-50% of job postings are ghost job postings that employers have no intention at all, or best case, no intention of hiring for 6 or more months. Why? They can collect competitive intelligence, resumes, demographic data all for free while maintaining visibility and the illusion of growth to competitors, shareholders, investors and the overall market.

    If you take these stats to heart and use them to change your behavior in your job search, you’ll get hired much faster than any other job candidate.

    The post 11 Job Search Statistics Few People Know appeared first on Cheeky Scientist.


    Most Asked Quirky Interview Questions Nov 08, 2023
    Show notes

    Join us as we talk about…

    In this week’s episode…

    • You’ll learn what quirky interview questions are
    • Next, you’ll some of the most common quirky questions asked and why
    • Finally, you’ll learn how to approach these questions in an interview

    What’s your favorite hot sauce? I remember an employer asking me that to this day. It was over 10 years ago. I had no answer. I froze. I didn’t use hot sauce. Maybe at a restaurant or bbq I’d have some tabasco but I couldn’t say that. This question must be coming from a hot sauce connoisseur. I froze and laughed stupidly.

    This is what quirky interview questions are designed to do. Catch you off guard for fun to see if you’re creative and to show your personality. But they’re also used to test your communication and problem solving skills.

    These questions may not have a right or wrong answer but are intended to reveal your overall thought process. Here are some examples of quirky interview questions:

    If you were a kitchen utensil, what kind of utensil would you be and why? This question assesses creativity and the ability to think metaphorically.

    How many ping pong balls can fit in a school bus? This is often used to evaluate your estimation and problem-solving skills. The focus is on the approach taken to arrive at a reasonable answer.

    What’s your spirit animal, and why? This question can reveal your personality traits and how they relate to an animal as a metaphor.

    If you were stranded on a deserted island, what three items would you want to have with you? Assessing your problem-solving abilities and their ability to prioritize needs in a challenging situation.

    If you could have dinner with any historical figure, who would it be, and what would you ask them? This question evaluates your interest in history, critical thinking, and the ability to formulate insightful answers.

    How would you explain a complex technical concept to a non-technical audience? This assesses your communication skills and your ability to simplify complex information.

    If you were a superhero, what would your superpower be, and how would you use it to benefit the company? This evaluates creativity, problem-solving, and your alignment with the company’s goals.

    What’s the last book you read, and how did it impact you? This question explores your reading habits, interests, and ability to reflect on personal growth.

    What’s your favorite board game, and what strategies do you use to win? This question assesses your competitiveness, strategic thinking, and ability to work well in a team.

    If you could be any fictional character for a day, who would you choose, and why? This question delves into your imagination and reveals which qualities or traits they admire in a fictional character.

    What’s the most unusual or interesting job you’ve ever had, and what did you learn from it? This question assesses your adaptability and the ability to extract valuable lessons from unique experiences.

    If you could travel back in time and change one event in history, what would it be, and why? This question explores your knowledge of history, ethical considerations, and critical thinking.

    While these quirky interview questions can catch you off guard, they also provide an opportunity to showcase creativity, problem-solving skills, and personality traits that might not be evident through traditional interview questions. You should approach these questions with authenticity and use them as a chance to demonstrate your unique qualities and abilities.

    The post Most Asked Quirky Interview Questions appeared first on Cheeky Scientist.


    9 Types Of Personality Tests Employers Use Nov 06, 2023
    Show notes

    Join us as we talk about…

    In this week’s episode…

    • You’ll learn about why more and more employers are using personality tests to screen applicants
    • Next, you’ll learn 4 purposes for personality tests
    • Finally, you’ll learn 9 of the most common tests used

    In today’s competitive job market, companies are constantly seeking new ways to identify the best-fit candidates for their organizations. One approach that has gained popularity in recent years is the use of personality tests during the hiring process. These tests aim to assess an individual’s personality traits, work style, and compatibility with the company culture.

    Overall, there are 4 general purposes in the hiring process: the first is Cultural Fit Assessment: Companies use personality tests to gauge whether a candidate’s personality aligns with the organization’s values, culture, and mission. This helps ensure that new hires are likely to thrive within the company’s work environment.

    The second is Predicting Job Performance: Some personality tests claim to predict how well a candidate might perform in a particular role based on their personality traits. Employers hope to identify individuals who possess the right qualities for success in a specific job.

    The third is Team Compatibility: For positions that require collaboration and teamwork, personality tests may be used to assess how well a candidate would integrate with existing team members. This is crucial for maintaining a harmonious work environment.

    The fourth is Personal Development: Beyond hiring, companies sometimes use personality assessments for employee development and training. But what about the specific types of tests employers use? The choice of which personality test to use can vary by industry, company size, and specific job roles.

    The 9 most common personality tests and assessments that we see employers using right now are as follows.

    First, the Myers-Briggs Type Indicator (MBTI): The MBTI categorizes individuals into one of 16 personality types based on preferences for factors such as extraversion vs. introversion, sensing vs. intuition, thinking vs. feeling, and judging vs. perceiving. It is often used for team-building and personal development.

    Second, The Big Five Personality Traits: Also known as the Five Factor Model, this assessment measures five key personality dimensions: openness, conscientiousness, extraversion, agreeableness, and neuroticism. It is widely used to assess individual traits and predict job performance.

    Third, the DISC Assessment: The DISC model assesses four primary personality traits: Dominance, Influence, Steadiness, and Conscientiousness. It is often used for team building, communication improvement, and leadership development.

    Fourth, the StrengthsFinder (CliftonStrengths): This assessment focuses on identifying an individual’s top strengths out of a list of 34 themes. It is often used for personal and professional development and to match individuals with roles that align with their strengths.

    Fifth, the Predictive Index (PI): The PI assessment measures four primary factors: dominance, extraversion, patience, and formality. It is commonly used for workforce planning and employee development.

    Sixth, the 16PF (Sixteen Personality Factor Questionnaire): This assessment measures 16 personality factors, providing a more in-depth analysis of an individual’s personality traits. It is often used for employee selection and development.

    Seventh, the Hogan Assessments: Hogan offers a range of personality assessments, including the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI). These assessments are used for leadership development and selection.

    Eighth, the Caliper Profile: The Caliper Profile measures personality traits, motivators, and potential areas of development. It is often used for employee selection and development.

    Ninth, the Berke Assessment: The Berke Assessment evaluates personality traits, cognitive abilities, and job fit. It is used for pre-employment assessments and employee development.

    The post 9 Types Of Personality Tests Employers Use appeared first on Cheeky Scientist.


    Academic Cuts Combine With A Contracting Skilled Labor Market. How PhDs Can Navigate it Nov 05, 2023
    Show notes

    Ready to start your transition into industry? Apply to book a free Transition Call with our founder, Isaiah Hankel, PhD or one of our Transition Specialists here.

    The post Academic Cuts Combine With A Contracting Skilled Labor Market. How PhDs Can Navigate it appeared first on Cheeky Scientist.


    Passing A Personality Test To Get Hired Nov 03, 2023
    Show notes

    Join us as we talk about…

    In this week’s episode…

    • You’ll learn about why more and more employers are using personality tests to screen applicants
    • Next, you’ll learn 5 things you can do to prepare for these tests
    • Finally, you’ll why its important to take these tests seriously

    The Harvard Business Review reports that more than 75 percent of large companies have adopted assessment tools, including aptitude and personality tests, to screen job applicants.

    Employers increasingly rely on personality tests that ask candidates to rate their agreement with statements such as “You have confidence in yourself” or “You are always cheerful.” Proponents argue that these tools help assess organizational “fit” and can be fairer than considering factors like the candidate’s educational background, which may be influenced by economic status or race.

    Others believe that while these questions may be suitable for casual conversations, they become problematic when used as a basis for job interviews. Beyond personality tests, other hiring tools include resume screeners, sentiment analysis tools, and game-based tests. So, how do you handle these tests? Can you study for them? There are 5 keys to taking these tests.

    First, Take it seriously. As a job candidate, you should approach assessments with seriousness and professionalism, as their results can significantly impact your chances of securing a job.

    Second, understand the test’s purpose and how it relates to the job you’re applying for. Different assessments measure different qualities, so knowing what the employer is looking for is crucial.

    Third, prepare. Yes, you can prepare. You can prepare for assessments by practicing sample questions, taking mock tests, and familiarizing themselves with the format and types of questions commonly used in assessments.

    Fourth, make sure you plan your time. Managing time during assessments is essential. You should aim to complete all questions within the allotted time, avoiding the tendency to spend too long on a single question.

    Fifth and finally, if possible, seek feedback on your performance in assessments to identify areas for improvement and enhance their future test-taking abilities. Also, be sure you understand the instructions for each question.

    Misunderstanding or rushing through instructions can lead to incorrect responses. You should also stay calm and focused. Don’t overthink your answers during the test. Trust your instincts and respond naturally. You’ll also want to avoid extreme responses.

    Most personality tests are designed to identify candidates who fall within a typical range of traits. This brings me an important point I always like to mention – employers are looking for the safest candidate, not the most skilled, the most innovative, or the one who stands out. They want to know you’ll fit in and get along. Yes, you’ll want to differentiate yourself from other candidates in the right ways but a personality test is a test evaluating your ability to fit in, so take it with that in mind.

    Personality tests are now a common component of the hiring process, designed to help companies identify candidates who align with their values, culture, and job requirements. While these tests may seem daunting, they can be navigated successfully with the right approach.

    The post Passing A Personality Test To Get Hired appeared first on Cheeky Scientist.


    When Your Advisor Moves Your Milestones Nov 01, 2023
    Show notes

    Join us as we talk about…

    In this week’s episode…

    • You’ll learn about how to deal with Advisors changing your milestone
    • Next, you’ll learn 10 ways to approach the milestone change
    • Finally, you’ll how never giving up and involving others will allow you to reach your goals

    I recently had a situation where someone I had never met reached out to me with a tone of friendship and kindness. They indicated that they liked my story and company and wanted to have a conversation about it. I agreed. Then, once the conversation started, they started asking me very negatively framed questions. Their tone went from kind to accusatory very quickly. It was a bait and switch.

    This is something that we’ve all experienced before as PhDs. In particular, many of us experienced it as PhD students; when our advisors gave us a milestone to hit and then once we hit it, they changed the milestone. They also changed their tone from being encouraging and even impressed with our potential and past work, to being critical of our work and “concerned” with our lack of progress.

    So today, I wanted to talk about how to handle this kind of situation. Here are 10 things to keep in mind when your advisor moves your milestones.

    The first step in dealing with changes in your PhD milestones is to have an open and honest conversation with your academic advisor. Schedule a meeting to discuss the reasons behind the proposed changes. Be prepared to listen and ask questions to gain a clear understanding of their perspective.

    Second, ask for a detailed explanation of the altered milestones. Carefully examine the changes in requirements and how they will impact your research and timeline. Make sure you have a written record of these changes for reference.

    Third, consider how the revised milestones will affect your research progress, time frame, and personal life. Evaluate the feasibility of meeting the new requirements and assess if additional resources or support are needed.

    Fourth, discuss the changes with other trusted faculty members, mentors, or fellow PhD students. They may provide valuable insights and alternative perspectives on the situation, helping you make an informed decision.

    Fifth, if necessary, adjust your research plan to align with the revised milestones. This may involve redefining your research objectives, methodology, or the scope of your project. Be sure to document these changes and communicate them with your advisor.

    Sixth, develop a new timeline that outlines the steps needed to meet the altered milestones. Include deadlines, benchmarks, and regular check-ins with your advisor to track your progress.

    Seventh, if the changes significantly impact your research, consider seeking additional support, such as funding, resources, or collaborations. Discuss these options with your relevant department staff.

    Eighth, throughout this process, keep thorough records of all communications, agreements, and changes. This documentation will be valuable in case any disputes or misunderstandings arise in the future.

    Ninth and finally, remember that a PhD journey is often unpredictable, and adaptability is a valuable skill. Stay focused on your goals, remain resilient in the face of challenges, and be open to adjusting your plans as needed.

    Dealing with changes in PhD milestones can be challenging, but it’s essential to approach the situation with professionalism, open communication, and a problem-solving mindset. Your advisor, or other people in your life might gaslight you, bait and switch you, and generally try to change the goal posts on your career. By refusing to give up and taking steps to involve other people, you can navigate these changes and continue progressing towards your ultimate goal of earning your PhD.

    The post When Your Advisor Moves Your Milestones appeared first on Cheeky Scientist.


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