Thread by @DrPetra

Today’s #ResearchTip is keep a database when you’re trying to get people on board with your research. It’ll help keep track of who’s keen to join, who isn’t, and why.

#AcademicChatter #AcademicTwitter #AcademicMentalHealth #gradschool #PhDChat #PhDHelp #HigherEd

This database should be for the network you’re building to inform and advance your research. Keeping track of who you’re approaching, whether they’re interested or ready to join in, and in what capacity, helps track the time you’re spending and who is an ally or an obstruction.

It can be especially useful if you are needing to justify to supervisors, bosses or funders how long research is taking. It can also be a good way to track what you share (which can help if you fear other potential contacts are not reliable or trustworthy).

It can also help note if people want to join in what they can offer (availability, time commitments etc). Or where you are chasing people so you can note if they’re interested but busy, or fobbing you off. Or where they aren’t interested initially but become so later.

All of this is data. It’s telling the behind-the-scenes story of your research. It will later help you remember who were the people onside and enthusiastic from the start, who wanted to help but couldn’t, who was potentially a barrier or block to your research.

It also helps you avoid pestering people who aren’t interested, and to make the connection this usually isn’t personal.
Remember whatever records you keep to check data protection requirements and to be professional. Passing on contact info without consent, for example, not okay.

ps. If you’re supervising research that requires a student, colleague or assistant to build networks please ensure they have training and they are not pushed to waste time chasing up contacts who are clearly not going to join or support a study.

You may want to record why people don’t want to join in and how they react. There’s a big difference between “sorry I’m busy” versus a rude, extractive or dismissive refusal. In some cases supervisors may need to be alert to safeguarding their staff if network building is harmful

On one project I worked on I had to build a network of GPs who were interested in our area of study. Most were lovely and a few are still friends decades on. But some I was made to keep calling 20+ times and they were clearly uninterested. A minority were extremely hostile.

In that job it was a bullying environment with a lot of time wasted as we all tried to build networks with busy people,when senior staff could probably have managed sign up in a single call or letter. Record keeping for networks is important but so is a clear plan for invitations

When I wrote #CopingWithPregnancyLoss again I built networks and continue to do so with most people being wonderful and generous, who I hopefully can give back to. Some people were also very busy, understood. And a few were downright hostile, seeing me, wrongly, as a competitor.

One large charity in particular was extremely unpleasant and unprofessional. Perhaps forgetting they were not just discussing research but interacting with a grieving person who their remit was to care for. These observations, while sad, also explain so much of your research.

It’s important to note how building networks can be transformative but require management, respect and care. And if it is becoming draining or upsetting for you to do, seek support from those who *are* on your side.