Coping With Conflict When it Emerges
Conflict is inevitable in any relationship or professional setting. It is important to consider how to navigate conflict, especially when it has an adverse impact on your experience. Addressing and resolving conflicts with supervisors can feel intimidating due to power dynamics between the supervisor and supervisee. However, there are options for addressing problems you may encounter during your program.
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What is Conflict?
Many sources of conflict in supervisory relationships can be categorized in these areas:
- Personality and preferences (e.g. different ways听of relating to each other, strong personality differences that may result in miscommunications)
- Availability (e.g., challenges reaching supervisor, scheduling meetings, cancelled meetings, need for ongoing support with research and mentorship)
- Communication (e.g., quality of feedback, timeliness, tone, communication styles)
- Timelines and Staying on Track (e.g., unanticipated or unclear timelines, difficulty meeting deadlines, barriers to degree progress)
- Expectations (e.g., hours to be worked, time spent on campus, time commitment to projects)
- Funding (e.g., students requesting funding, delayed payment)
- Equity, Diversity, and Inclusion (e.g., bias, discrimination, inequitable treatment)
*If you have concerns around sexual harassment, discrimination, and sexual violence, please consult 9I制作厂免费鈥檚 .
Before Conflict Arises
Planning can prevent confusion or misunderstandings that lead to conflict. Many conflicts stem from miscommunication or a mismatch in expectations.
A key tool for addressing these issues is the Letter of Understanding, which can help you to define expectations with your supervisor. A carefully written letter of understanding can help you and your supervisor explicitly outline expectations for your program. Writing the letter of understanding should be a collaborative process, where both parties contribute to forming the agreements through mutual decision-making, and it should be reviewed periodically to ensure it remains relevant.
In the case of misunderstandings or conflict, it may be helpful to refer to the Letter of Understanding to start a productive conversation with your supervisor around misunderstandings or disagreements. Remember to update the Letter of Understanding following these conversations if necessary. Learn more in the section on discussing expectations.
What To Do When Conflict Arises
Students sometimes delay addressing conflicts with their supervisor out of general anxiety around the conflict or fear of negative consequences. However, many solutions are simpler than anticipated. Addressing potential conflicts sooner rather than later can prevent situations from escalating.
You are not alone in addressing conflicts with your supervisor at 9I制作厂免费: an entire ecosystem of support, outlined below, is available to you.
Addressing conflict at the local level
If you are comfortable doing so, it is often best to attempt to resolve issues at the local level first.
For example, you are encouraged to address issues with your supervisor first, even though it may feel daunting. If you do not know where to start, consider approaching the issue by referring to your Letter of Understanding or to previous relevant conversations, such as those held in your latest progress tracking meeting. Starting from a place of mutual understanding is often a good strategy for overcoming disagreements or mismatched expectations. Plan out what you would like to say and even consider writing out a script before meeting with your supervisor. It is also recommended that you schedule a dedicated appointment to ensure you will have enough time to discuss the issue. Again, students are encouraged to address issues with their supervisor early. If ignored, minor issues often become more difficult to resolve with time.
If you prefer to not address the issue directly with your supervisor, or if you were unable to resolve the conflict with them, consider speaking to your Graduate Program Director (GPD). GPDs oversee all graduate supervisors and supervisees in units and are well placed to offer advice, resources, and mediation for conflict resolution.
Your unit Chair or Director, who oversees all members of an academic unit, are another important source of support at the unit level. They may be able to provide support like the GPD in the case of conflict.
You may also consider, in some cases, consulting trusted members of your department, such as members of your supervisory committee or professors you have taken courses with. These individuals may have useful perspectives to help you navigate conflict.
Seeking support from Graduate and Postdoctoral Studies
If, for whatever reason, you are uncomfortable addressing conflict at the local level, or if you have already tried doing so but are dissatisfied with the result, you should contact the Associate Deans of Graduate and Postdoctoral Studies for support.
The three GPS Associate Deans are seasoned supervisors and former GPDs who are responsible for handling graduate student and postdoctoral affairs across 9I制作厂免费, including helping graduate students, postdocs and their supervisors resolve problematic situations. You can contact them by emailing associatedeans.gps [at] mcgill.ca or by filling in this .
The Associate Deans can meet with you to understand your concern and, depending on the context and with your consent, may liaise with your department or with the Associate Deans responsible for Graduate Education in your Faculty. They may also refer you to other sources of support at 9I制作厂免费 when relevant.
For advice on common questions from graduate students and postdocs from current and former GPS Associate Deans, watch the videos of the Ask an Associate Dean series.
Additional conflict resolution resources
In addition to support at the level of your academic unit and GPS, several other offices are equipped to provide specialized support for graduate students dealing with conflict. Depending on the specifics of the issue you are facing, your supervisor, GPD, Chair, or Associate Dean may refer you to one of these offices for support. You are free to access any of these resources at any time for advice and support!
Office of the Ombudsperson for Students
An independent 9I制作厂免费 office that offers 鈥渃onfidential, informal, independent, and impartial dispute resolution services to all members of the student community by providing information, advice, intervention and referrals.鈥�
Office of the Dean of Students
The 9I制作厂免费 office responsible for supporting student鈥檚 academic and personal success. They house a team of Case Managers for students in distress who can listen to you, provide support, or refer you to appropriate resources. The Office is also home to the Student Affairs Liaisons for Muslim and Jewish students.
The Office of the Dean of Students also provides an official guide to the policies involved in conflict resolution, your rights as a student and the process of escalation for resolving conflict.
Office of Mediation and Reporting
This office offers consultations to support those experiencing discrimination, harassment, or sexual violence. Staff can answer questions about your rights and university processes, refer you to relevant supports, and help you file a formal report should you wish to do so.
Office for Sexual Violence Response, Support and Education
A 9I制作厂免费 office providing support for those impacted by sexual violence. You can book an appointment with a counsellor who can listen to you, connect you to relevant community resources, and assist you with reporting should you wish to do so.
A graduate student representative who can provide support and resources to PGSS members facing difficulties as they complete their degrees.
Part of the , the Student Advocacy Program at 9I制作厂免费 provides 鈥渇ree and confidential advice and representation to 9I制作厂免费 students in formal and informal dispute resolutions within the university context.鈥�
Student Wellness Hub
Dealing with conflict is tough and it is important to take care of yourself in the process. The Student Wellness Hub is 9I制作厂免费鈥檚 centre for physical and mental health. The dedicated Local Wellness Advisor for graduate students can help orient and connect you with appropriate resources.
Faculty Associate Deans of Graduate Studies
Each 9I制作厂免费 Faculty has an Associate Dean who oversees graduate studies in their area. In some Faculties, they may be referred to by a slightly different title, such as Associate Dean of Student Affairs. You may contact them directly or be referred to them for support by the GPS Associate Deans or a professor in your unit. Find who your Faculty Associate Dean of Graduate Studies is by referring to the website of your Faculty.
The flowchart below summarizes the conflict resolution process for graduate students at 9I制作厂免费. The flowchart is also available as a downloadable pdf: 
conflict_resolution.pdf.听
Changing Supervisors
There are many personal reasons for wanting to change supervisors ranging from changing research interests and preferences in supervision styles, to outright interpersonal conflicts with your supervisor or other supervisees. Sometimes a change is helpful to support your degree progress.
Regardless of your reasons, it is always prudent to review your respective departmental policies and procedures for changing supervisors and to discuss the change with your supervisor. As per article 28 of the Charter of Students' Rights, "in the event that a change in supervisor is required, the University has an obligation to make reasonable efforts to identify a supervisor, with due regard to the preference of the student."
Still, it is important to consider the consequences of changing supervisors before starting the process. Certain aspects of your degree may change, such as:
- Funding
- Your committee
- Your course work and comprehensive exam qualifications.
Finally, it is crucial that everyone is on the same page in supervisor changes. Before officializing the change, you will need to sit down with your old and new supervisors to discuss expectations about how the transfer will take place. To learn more, view from GPS Associate Dean, Russell Steele.
Dealing With Conflict: Clarity, Meeting in the Middle, and Taking Care of Ourselves
One of the biggest of completing a graduate program is the supervisor-supervisee relationship. When conflict arises, it can adversely impact not only your relationship, but your ability to make degree progress. Supervision can look different across programs, across students, even over time with the same supervisee. Like all relationships, supervisory relationships can be vulnerable to conflict. However, how we approach and manage conflict when it manifests is critical to moving forward. An essential part of conflict management is empathy, perspective, and making sure your basic mental health needs are being met.
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Implicit Understanding
Implicit understanding and informal agreements may seem efficient in the short term, however they can lead to ambiguity and misunderstanding as individuals may interpret scenarios differently. In addition to the Letter of Understanding, having agreements in writing is helpful. Being able to refer to agreements via paper-trail or email records in situations where conflict may arise. Having a paper-trail can also facilitate the conflict mediation process if you require assistance from a third party from the university to assist in conflict resolution.
Humanizing Your Supervisor
There are multiple sides to every conflict, with the perspectives and preferences of both the supervisor and supervisee听playing a significant role. Compounding these differences, we also occupy multiple roles that can complicate communication. For example, as the supervisee, you may also be a collaborator, employee, mentee, and in some cases, friend.
Interactions with your supervisor are also coloured by your personalities. Perhaps your supervisor鈥檚 style is more hands off, but you prefer more feedback and structure. Acknowledging these perspectives and preferences can help you and your supervisor to 鈥渕eet in the middle鈥� when possible.
Finally, directly expressing your supervision preferences can be helpful. Remember, the type of supervision you require can change throughout the course of your program. Expressing what support you need and when you need it can help you work with your supervisor in ways that are more suitable for both parties.
Mental Health
It is not uncommon for supervisees and supervisors to experience personal struggles that result in missed deadlines, challenges with time management, and inadequate work quality. This can lead to conflict. Everyone encounters difficulty and what you choose to share with your supervisor is your personal choice. However, sometimes it is beneficial to share ongoing challenges. Additionally, conflict itself can be a mental health stressor. If you need additional support, The Wellness Hub is available to offer mental health services.
Questions for Reflection
- How would you rate the quality of your supervisory relationship? In what areas do you work well together? What areas need work? Are there ways that improved communication can resolve ongoing issues?
- What role can I play in resolving the conflict? If accessible, has the source of conflict already been brought to the attention of my supervisor?
- Who can I consult about conflict and who can offer support? Consider whether you want confidential, unbiased feedback, or if it is advantageous to consult with someone familiar with the situation.
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