Selecting Your Dissertation Committee
by Melissa Rigney. PhD.
I graduated almost one year ago to the day. It took me exactly seven years to complete my PhD program and it took me almost two years to complete my dissertation. My time frame from start to finish is about average for a PhD in the humanities. My road through the program was smooth and uneventful. I managed to publish a peer reviewed article and I presented at a number of conferences.
In a recent edition of the Chronicle of Higher Education a former graduate student takes her advisor to task for, in effect, ruining her career and her chances at finishing her dissertation. Stories about conflicts and miscommunication with dissertation advisors are nothing new. Throughout my program I heard plenty of rumors and gossip about professors to avoid, students having problems with their committee, and various students who were about to be forced out of the program. I put little stock in these tales because I was not experiencing these problems. In fact, I had what might be called a dream committee.
A few days before my graduation a colleague congratulated me on the completion of my dissertation. Just before turning to leave she remarked, It seems as if you are one of the few people that had a smooth ride through this program.
This remark stuck with me and I began to think about why my experience had been both positive, enriching and, yes, smooth. In large part it had to do with my choice of committee members. I picked carefully. I was aware it was crucial to select a group of people that were not just knowledgeable in my chosen specialization, but also supportive of my dissertation and my research. When I first began the program I did a number of things: I took time to get to know my professors and I thought about whom I could work well with, who would be supportive of my work, and which group of people would work together. I chose a team of four, all of which I knew respected each other as researchers and educators. I picked the chair of my committee for both her expertise in the field, my ability to work well with her, and my understanding that although she wasn't always accessible and had multiple writing and editing commitments, she was available for feedback if and when needed. I also trusted her. I knew she would work with me and her goal was for me to succeed. I also knew my chair would take a fairly hands-off approach when it came to my work and would give me the time and space I needed to pursue my research. As a disciplined self-starter, I neither needed nor wanted a chair that would spend her time looking over my shoulder or micro-managing my work. I knew that our styles would match and she would give me the help and direction I needed when asked.
I added two members to the committee I knew would be extremely accessible and would take time to give feedback and read chapter drafts. These two professors assumed a mentorship role and I knew that I could trust them as advisors and as readers of my work. The fourth member I chose because I knew he would push me to produce my best work. I needed someone who could give honest and tough feedback and who would critique closely. As a team, my committee had different strengths in different areas. My dissertation was interdisciplinary and each committee member brought varying personal and professional abilities to the table. As a result, each one was able to provide me with different areas and levels of support.
I spent months thinking about and assessing various faculty members for inclusion on my committee. I also knew what I needed from my committee, what types of personalities I worked best with, and I knew my own work habits and capabilities. I didn't automatically seek out the top people in the field, nor did I always listen to the graduate gossip. I looked around and took into consideration my own personality, work habits, and what it was I needed from a group of people who would guide me through my dissertation. Ideally the committee should act as part mentor and as part critic. When you select committee members, keep these two roles and functions in mind and assess each member for their willingness and ability to support and push you through the most difficult and most rewarding segment of your program.