Introducing “Pearls of Wisdom–The Blog”
avatar

~~ “Her occasional pomposity does not render all her points poor”  ~~     Thank you for your ringing endorsement, FeministPhilosophers!

I post two days a week on Pearls of Wisdom–Tuesday and Thursday–on topics related to the academic job market, academic life and politics, general professionalization skills related to writing, publishing, conferencing, networking, and scholarly comportment, and the tenure process.

Let me know if there’s a topic you want to see me post on!  I am always happy to put Special Requests into the queue. Comment here, or email me at: gettenure@gmail.com.

<——- You can  always get to a particular Category by clicking it in the Categories column to the left.

Receive The Professor’s “Top Five Tips for Getting Funded”–Exclusive Content–Available for free when you sign up for my mailing list over there in the box in the left column. No spam, No sharing, I promise. That’s not what I’m about.

Posted in Strategizing Your Success in Academia | 10 Comments

Ph.D. Poverty–Guest Post I
avatar

Following up on the article From Graduate School to Welfare in the Chronicle of Higher Education, I am featuring stories of Ph.D. poverty here on the blog, contributed by readers.  I believe that one of the most important tasks before us is to publicize the poverty associated with graduate school and adjuncting for so many, to break through the denial of Ph.D. programs, and to expose the conditions of labor in the academy to the public at large and in particular to tuition-paying parents.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Currently my daughter and I live with my parents. I am trying to finish my dissertation. I taught one class at a private university in the fall but, due to workplace harassment (and the time/profit ratio, earning me about $5 per hour—which would not have covered child care had I needed it), decided to get a part-time hourly job instead—with the hope that I would have more time to write, and the idea that I should make my state’s legal minimum wage!

I have applied to over 40 companies, mostly retail, and have had 3 interviews, but remain unemployed after 5 months. I can only guess that employers are reluctant to hire me because they do not believe I would stay long. (I have to wonder, though, if turnover in retail is high anyway, doesn’t my CV reflect perseverance and dedication? good work ethic?) I even looked into selling my eggs—but I am too old (and, even more offensive, too short).

I have made more progress than ever on my dissertation; however, it has come with the great cost of anxiety due to financial instability. I have a new adjunct position lined up for the fall (albeit one class that will pay $2800 for the semester), but have never been in such dire financial position as I am now.

I am very, very blessed to have a generous and patient father who is providing food and shelter and loaning me money to cover my car payments, medical bills, school tuition, and basic necessities. I am 32 and find it is the most humiliating thing in the world to ask my dad for another loan every time I get a bill I cannot pay. Equally humiliating is seeing younger family members and friends who have been in the workforce for years and have bought their own homes and cars. Though I feel successful when I read my CV, day-to-day living appears the ultimate failure. I have over $180,000 in federal student loans. I had a tuition waiver and assistantship during my 10 years of graduate school, and had no loans from my undergrad years. How did I get to this point?

One of the most significant factors is that in AY 10-11, I was adjuncting and working at a museum—making a living wage but not making dissertation progress, as I was a single mother working essentially full time. My primary advisor took a new position at a different university and told me if my progress (lifestyle/situation) did not change—that if I did not produce chapters—she could no longer advise me. This was presented as a choice between finishing my degree or earning a living wage. I chose the former and moved where I would not have to pay rent. I loved both of my jobs, especially teaching, and am still not sure if I regret my choice.

I was not on the tenure-track market this year because not being done with the dissertation does not make me competitive enough. I did apply to a few one-year sabbatical replacement positions and landed one interview, but was not selected. When I inquired as to how I might have better luck next time, the search committee chairs explained that they had applicants who had already finished postdocs and had books published. At least I was assured that it wasn’t a glaring typo on my CV (which Karen would have caught anyway!)

Another factor leading to my current situation is health problems, requiring occasional hospitalizations for both myself and my daughter. Fortunately she has been eligible for Medicaid her whole life; I have student insurance through my university (without prescription coverage).

I have a deep desire to work not only for the pay but for my own dignity and mental health; being unemployed has stripped me of self-worth and made me severely depressed (leading to more bills from necessary therapy and medications…and frequent suicidal ideation). I don’t regret pursuing a PhD, even in the humanities, because I find research and teaching in my field to be deeply fulfilling, and a career that all my life experiences feed into. To their credit, my grad school profs always emphasized how difficult it is to land a TT job in our field—but also assured me that my overzealousness reflected strongly on my CV, so I shouldn’t worry. Graduates from my program have fared relatively well in the past decade, but the market in the past year has never been so bleak.

I am not sure how to change the situation, but know that federal budget cuts to education typically affect the arts and humanities first. For this reason my ire is usually directed at the current toxic political atmosphere that recognizes no value in the arts and humanities, cuts public assistance programs, and promotes the idea that everything would be wonderful if everyone was an engineer.

 

Posted in Adjunct Issues, Alt-University Critique, Graduate Student Concerns, Major Job Market Mistakes, Strategizing Your Success in Academia | Tagged , , | 3 Comments

Don’t Be Nice
avatar

I can’t believe I’m going to write this, but I was watching Tony Robbins on Oprah a couple weeks ago.

I know.  Stay with me here.

And although I think that Tony Robbins is really gross, and especially when he starts going on about what women “need” to do I want to throw up in my mouth a little, nevertheless, dammit if the damned episode didn’t just stick with me and niggle at me ever since.

What he talked about was how women are trained and expected to be “nice.”  Especially with their friends.  If a friend says, “I think I blew that audition because I didn’t have time to prepare,” the “proper” female friend response will be “oh, no, I’m sure you did fine…”  We are Nice.  Reassuring.  This we call, “being supportive.”

But, Tony Robbins asked,  what are you doing when you’re being quote-unquote nice and quote-unquote supportive?  Are you really being a friend?  Are you telling the truth?  To continue my made-up example above, if your friend says “I think I blew that audition because I didn’t have time to prepare,” should you really say, if you  want to support your friend’s dreams, “Oh I’m sure you did fine”?  Or, should you say, “Yeah, it’s hard to audition when you don’t prepare. That may not have been your best performance.  Do you have a plan for the next one?”

I naturally completely bristled at Tony Robbins presuming to tell women how to act.

But the fact is, this is EXACTLY why I list the “nice” advisor as the top-most worst advisor in my list of worst advisors.  The last thing you want is a nice advisor, if by nice they’re all, “hey, that idea’s great,” and “wow your chapter’s terrific” and “you’re brilliant, you’ll get a job” and “you have nothing to worry about.”

‘Cause that’s bullshit, pure and simple.

That’s not friendship or support or adequate advising.  That’s abnegating responsibility.  That’s laziness.  And it’s falsehood.

Everyone should be worried.

Here at the Professor Is In I do get clients who are struggling with abusive and outrageous advisors.  But far, far more often I get clients who are slowly, gradually, painfully confronting the devastation  wrought by the nice advisor.  At least with an abusive advisor you know there’s a problem. The harm of the nice advisor lies in letting you believe there is no problem, that everything is fine.  So you cruise on, turning in your chapters and defending your diss, and sending out letters….. until one day, you realize, at the hands of the brutality of a completely cold and unyielding job market:   Everything is not fine.  You are not brilliant.  You should have been worried.

I was working with a client a few days after watching the Tony Robbins episode.  She told me, “I had an interview scheduled with a great college in my town about a year ago, but when I drove out on the freeway to get there, I got mixed up and turned the wrong way.  I couldn’t get turned around in time to make the interview.  By the time I got there, I was a half hour late, and I’d missed the interview.”  She said, “they’re advertising again right now.  I want to apply, but I wonder if I blew it with them last time.”

I felt myself start to say, “oh, I’m sure you still have a chance…”  But then I stopped myself.  Did I believe that?  No, I did not.  Truthfully, I think she blew it.  So was I helping her by saying otherwise?  No, I was not.   Had she come to me to make her feel good about herself?  No, she had not.  She came to me to hear the truth.  So, I paused a moment and said instead, “Yeah, I think you blew it.  I don’t think a search committee will be likely to give you consideration when you flaked on an interview with them a year before.”

And I realized that, in Ph.D. advising at least, nice is evil.

I got this comment on the blog last week, from someone who signed herself “Nice Lady Advisor”:

I wish you would write a follow-up post on the “nice advisor” problem, addressed to us nice advisors. I aspire to your level of effective bluntness, but I often find myself choking up and couching my criticisms in such “constructive” terms that my advisees can miss the underlying hard truths.


Many times I long to say, “This writing sample is boring and shallow, and nobody is going to give you a job/fellowship based on it.” But don’t want to be toxic or undermining, so instead I say, “Use active verbs to make your writing more vivid! Make sure each paragraph has a topic sentence and evidence to support a claim! Frame your argument and claims as a response to arguments and claims in the current literature – refer to scholars X and Y!” And my advisees think their work is basically okay, when it’s not.

All advisors, but particularly nice lady advisors,  beware this impulse to water down your critique.  The truth, if it is really the truth, and not some passive-aggressive expression of your own private twisted agenda, is never toxic or undermining.  It is empowering.

I say it again:  The Truth Is Empowering.

You empower your students when you tell them the truth.  Even when the truth is kind of bad and disappointing.

No, you can’t just criticize (“this writing sample is boring and shallow”).  You must criticize and then TEACH:  “this writing sample is boring and shallow because it repeats an empty assertion multiple times without developing it with additional evidence and argumentation.  To make it work for you you’ll need to revise it to move crisply through an organization that lays out a question, then describes bodies of scholarship on the question, then advances an argument, then proves the argument with evidence, and then offers a conclusion.  I can help you sketch the outline for that now.  Then go away and do it, and send me back the revision.”

Yes, they may resent you.  No, they may not do what you say.  It is not comfortable.  It may involve strife.  But that is your job, as an advisor.  To show them what they’re doing poorly and TEACH them how to do it better.

If you want to go home and be nice to your cat or your friends, that’s fine.  But don’t be nice to your advisees.

 

Posted in Advising Advice, Bad Advisors and Good Mentors, Strategizing Your Success in Academia | Tagged , , | 13 Comments

Academics, External Validation, and Entrepeneurialism: Some Autobiographical Reflections
avatar

Last weekend I went skiing with my kids at Mt. Bachelor. It was a glorious crystal clear spring weekend, and there was even fresh snow! You can ski late in Oregon. Bachelor will stay open until May 28, and Timberline stays open all summer.

Let me be perfectly clear. When I was a professor I did not ski. I didn’t have (make) the time. And more importantly, I didn’t have (make) the money. This new business, The Professor Is In, has completely transformed the financial status of my household. In its first year it will likely bring in an income equivalent to the salary of a Full Professor at Notre Dame or University of Michigan, according to the salary table in the Chronicle’s article, “What Professors Make.”

I share this, at the risk of appearing to brag, because I want readers to understand that by leaving academia and launching my own business—even as a former humanities professor (not from business or engineering or the like)–i have drastically improved not simply my earning potential, but also my mental health and work-life balance. I make excellent money doing something I believe in fiercely, and I spend that money on actual weekend activities, like skiing with my children. Sometimes, as a former academic, I look up and think, “I had no idea life could be this good.”

On the chair lift, I ended up sitting next to, believe it or not, another former professor turned entrepeneur. The lift was long, and I got to hear his story. His Ph.D. was in finance, and while he worked as a professor he also began to invest in some local real estate in his college town. After some years, he sold a couple of buildings, he said, for 20 million dollars. “Now I spend my time skiing, hunting, fishing, and traveling around the world with my wife. We’ve been to 70 countries.”

I bring up this story to raise, in a preliminary fashion, the idea of leaving the academy. Here are two examples, at least, of people who took their academic experiences and expertise, and turned them into successful businesses, one on a massive scale, and one far more modestly.

While I can’t speak for my Finance friend, I know that for myself, I made the leap because I needed to do work that was meaningful to me, and being a university professor no longer was.

I write above that as The Professor I’m doing something I believe in fiercely. All the years that I was a professor, I was profoundly interested in and dedicated to the question of professionalizing graduate students, my own and all the rest. I agitated to create professionalization seminars for my departments, and eventually, when I became Head, got the opportunity to use a donor gift to create a day-long professionalization retreat for all new graduate students in the department. I felt then, as I feel now, that this is a fundamental ethical obligation to graduate students in all graduate programs.

It was gratifying. But it was also necessarily a very minor side-project. Dedication to grad students gets you a sum total of nothing in terms of professional advancement. It didn’t count on my CV, didn’t bring me any merit points for raises, and didn’t play at all on the mid-career academic job market. As a former colleague of mine—a truly genius Ph.D. advisor back when I worked with him— told me a few months ago, “I don’t even accept new graduate students now. What’s the point? I am a damned good advisor. But it’s a LOT of work, with nothing to show for it in the end.”

The things that count, of course, the things that you have to “show” in the end, are evidence of competitive scholarly productivity— publications, major grants, high profile conferences, etc.

One of the most important impetuses for me leaving academia is that I no longer believed in the value of the work, when that work was exclusively defined as this kind of competitive scholarly output.

There were other reasons I left of course, all explained in my column, Death of a Soul on Campus. And I had two terrific long-term research projects prepared and ready to act on—on the postwar Japanese back to the land counterculture, and on Japanese lesbian and transgendered communities in Tokyo—that had already generated wide interest and would yield the competitive scholarly output I needed to stay, well, competitive.

I did believe those were valuable projects. But not valuable enough, in the end, to justify the single-minded focus, and sacrifice of other interests and commitments, required to bring them to fruition.

I just no longer believed that producing academic publications about Japan was work that made sufficient difference to the world at large. I could not get behind it as a significant societal contribution. I also was no longer motivated by the value/reward structure of the academy itself, in which we are required to “prove” our value by producing quantities of work within a microscopically narrow scholarly niche that is then evaluated by our “superiors” in an intense status hierarchy, with the ultimate reward being acceptance into the top rank of the hierarchy (ie, full professor) ourselves.

Lo and behold, I was no longer a company woman.

Nobody was more startled to discover this than me. I had been a thoroughly assimilated zealot for the cause for a lot of years. When I was an assistant professor my friends used to refer to me as “Dean Kelsky,” because I was so dedicated to my work and to the whole academic enterprise writ large. [That period I describe a bit in this blog post,  "Thoughts on the TT-NTT Divide."]

And then suddenly, I wasn’t. Suddenly, I could not care less what the full profs in the department thought of my “productivity,” and whether or not the college level merit committee thought I was doing “enough” for a raise. At some point, and I don’t know when it happened, I stopped being willing to accept the basic premise of academic worth and value. And I stopped being willing to put my financial “valuation” in the hands of someone else.

And then I knew I had to leave.

And here’s what I began to see vaguely then, and have come more clearly to see in the year since opening The Professor Is In. I went into academia because I believed that it was a land of free-spirits and risk takers. People who were willing to buck the norms of American life in terms of money-grubbing and materialism. A place where people would follow ideas to their conclusions, even if those conclusions were unpalatable to the powers that be.

What I learned in my years in the academy, particularly as an administrator, though, is that the academy is actually far more commonly a land of rule-followers and risk-avoiders.   It is the ultimate hierarchical organization. I mean—grad student->asst prof->assoc prof->full prof->endowed chair->dean-> provost->chancellor-> president—this is a hierarchy as intense as any military or corporate system. Yes, plenty of critical work happens in the university, even some radical work.  But mostly pointed outward, at others, and rarely applied to the academic self.  The critical work is then folded into academic reputation that again, yields primary results not in the world at large, but in increasing status and compensation within the university.

People do follow their ideas and share them with others through their work. And that’s a good thing. But I’ve come to understand that that’s more of an unintended consequence, or perhaps, a side product. Far more energy is dedicated to the imposition of rigid expectations and norms of value and behavior, and imposing them on those lower in the hierarchy, in order to continually reproduce the organization, without challenge, in its current form.

The goal here is not money, it is true.

It is status. Or, as Marc Bousquet says in the recent Chronicle article, From Grad School to Welfare, it is ego, identity status, and prestige.

“We socialize people into accepting the coin of reputation as status capital. Some people are so deeply socialized into the regime of payment by way of status that they are essentially trapped in it for life.”

My efforts in The Professor Is In are devoted to making sure that anyone seeking a career in the academy understands the workings of status and reputation with the greatest clarity possible. One of the ways that privilege is reproduced (and hierarchies remain intact) is to withhold information in a system of secrecy, in which junior people are never clear or confident about their adequacy in meeting these unspoken expectations.

It is ironic of course, as my detractors often point out, that someone who left the academy is advising people how to succeed in the academy. Why do I do that? Well, first off, it’s not a terrible job if you’re successful. I had a lot of pretty good years in the academy before I began to hit up against its limits. It was a compelling job, with good pay, excellent benefits, the gratification of teaching and doing research, social status, and relative freedom of scheduling my time (a huge thing for me then and now). Plenty of people have satisfying careers in the academy, and with a combination of grit, privilege, and luck, you can still do that.

More fundamentally, though, I am aware of the intense “sunk costs” of new Ph.D.s. People with years invested in the Ph.D. really have nowhere to go, for a certain period of time, but forward.  They can’t simply quit en masse to pursue alt-ac jobs. And they shouldn’t. There are still academic jobs available, just far fewer, and characterized by declining conditions of work. But they exist, and someone will get them, and I can help to explain “which someone” that is most likely to be, and help clients improve their chances of being that person.

But what my own path and my work with clients has revealed to me very starkly is the psychic risk of staying in. Because, to stay in is to acquiesce in an absolute dependency on a system of external validation. You are successful if your committee validates your dissertation, if a grant committee validates your proposal, if journal reviewers validate your mss., if external reviewers validate your tenure case, if the department head validates your activity report…. the cycle of external validation never, ever stops.

And that is problematic for those who do end up needing to leave the academy to find alt-ac work. Because to find or create work outside that hierarchical organization, after years of inculcation into dependence on external validation, is extraordinarily difficult when you have to suddenly begin evaluating your own worth and potential contribution.

I have a friend at the UO, a linguistics Ph.D. who after some years of seeking tenure track work, ultimately gave up and found a position as an academic advisor. She told me last week about how at one point during that process she and another friend from her Ph.D. program thought about creating a consulting firm doing market analysis based on linguistic trends. They were so excited and filled with ideas, she told me, until they came to the point of needing to set prices. “We had no idea how to put a value on our services!” she said. “What were we worth? We couldn’t even begin to imagine.  It just fell apart after that.”

The greatest challenge for academics leaving what I call the academic cult, is to extract their sense of self from the cycle of external validation. I know this. After leaving I spent a whole year on the sofa, devastated, depressed, and filled with self-loathing. To have left the academy I was obviously a failure. What is your worth if you don’t have formal affiliation and status, and reputation, and evidence of competitive success?

Well, eventually I figured it out. That’s a story for another blog post. But for now I close with this: there is hope outside the academy. There is financial and professional and emotional success possible. But you have to learn  your own worth to find it—the worth that comes from following your own values, and not those imposed by an organization.

 

 

Posted in Strategizing Your Success in Academia | 20 Comments

A Letter From a Reader (With Thoughts on What Professors Make)
avatar

I am interrupting regularly scheduled programming to share this email I received from a reader this week.

I share it for several reasons. The first is as a follow-up to last week’s post, “What’s It Like to Work with the Professor?” In that post I wrote,

Many readers have written to tell me that just reading my blog posts has given them the information they needed to succeed in their grant applications, conference efforts, and job hunt. This is very gratifying to me. Although I charge for services in working with me personally, it pleases me to also provide much-needed information at no cost to all readers.

This email provides an example of exactly how and why simply being a faithful reader of the blog can be an effective and completely free intervention into your job search.

Secondly, I want it to be seen as evidence of the continuing negligence of Ph.D. advisors to support their advisees’ actual employment goals, and an example of a person who still, despite that, prevailed.

Thirdly, it is a delightful object lesson in how “playing hard to get” and making them want you (ie, by asking for more time to think about the initial offer) can yield excellent outcomes.  It is a core tenet of all negotiating.

And then, lastly…..  not to be a total downer (sorry, writer!  I apologize that I’m kind of raining on your parade a little bit here…), but I want to draw attention to the salary level of the VAP position initially offered to this writer, and relate that to yesterday’s column in the Chronicle of Higher Ed, “From Graduate School to Welfare.” $35,000 is not a liveable wage for anyone supporting dependents in most parts of the country. That wage is actually below wages that were offered for similar positions when I was on the market in 1996. The salary structure of university labor is, as the Chronicle piece demonstrated, increasingly untenable for all but the super-privileged.

Let me be clear:  I am beyond delighted for this writer (as I told her), and proud of her determination and tenacity and clarity of vision, and her resourcefulness in educating herself about the demands of the market.  She is a success story, and I wish her the very best (and expect that she’ll achieve it, given her determination).

But I am also sorry that anyone has to begin a tenure track career, in 2012, earning $45,000, which is not, I state here, an appropriate wage level for a Ph.D.-level tenure track university professor, particularly anyone confronting 5 or 6 figure student loans (which this writer is not—but most Ph.D.s are). This salary represents in stark terms the devaluating of academic labor even on the tenure track, outside the ranks of the ultra-elite schools,  and that is something that is eating the heart out of the entire university system, for both the undergraduate students, who are taught by increasingly desperate adjunct faculty, and for the faculty, who are increasingly financially stressed and unable to pay back student loans acquired during undergraduate and graduate study. 

Dear writer–I think you’re going to be a kick-ass SLAC teacher, and to use your own words, ‘I can’t properly express’ how pleased I am for you that you pulled this off.  And.  You’re worth more than this, and I encourage you to continue using your skills to agitate for better pay.

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

Dear Dr. Karen,

I cannot properly express my gratitude for all of the ‘behind the scenes’ mentoring you have provided me over the past few months. I am so thankful for coming across your blog; your honest advice about academia and the job market has been paramount for my career.

I am a 5th year graduate student in (xxxx subfield) Biology.    I knew very early into my graduate career that I wanted to pursue a faculty position at a SLAC.  Whether or not I wanted the option of developing a full-fledged research program was still up in the air.  Very much still up in the air.

The research environment in the hard sciences is brutal and the thought of spending another 3-5 years in it was nearly unbearable.  I knew, of course, that I would still need to pursue at least one postdoc experience to keep that door open.  As such, I went ahead and applied to several labs looking for a traditional research postdoc, spent a lot of time prepping my applications for combined research (75% effort)/teaching (25% effort) postdoc opportunities offered through the NIH, and decided to put myself out there for a few VAP positions (just to try).

I quickly discovered that mentors at R1 institutions haven’t the slightest idea how to advise their graduate students unless they are following in their own footsteps (graduate school, 3 research postdocs, secure faculty position at R1 institution).

Even though my mentor knew from the start that my goal was to have a teaching role at a SLAC, he was unable to understand my desire to pursue this path because I was accomplished as a researcher, secured my own $100k funding through federal grants, etc. Obviously I would want to stay in research.

My sentiments about the R1 environment are likely not relevant for this letter, so I will keep them to myself.

With all of that said, I became determined to make the leap into SLAC academia sooner than later and started to teach myself about the job market.

The first point of embarrassment:  I didn’t know that the mainstream hiring season was in the fall and that I had completely missed most opportunities for a continuing position.  I also realized I was only trained to pursue research positions.  I had no idea what a proper *teaching* CV should contain, how to form a persuasive *teaching* cover letter, how to describe my own *teaching* philosophy, let alone how to handle any job talks that might come my way or even negotiate an offer.

I did seek help from my own mentor and a few other R1 faculty members at my institution.  However, every bit of advice was tailored for a research position and when I pushed more for help on the teaching end, they responded with a big “I have no idea.”

This is where “The Professor Is In” played a critical role.

Thanks to your tutorials, blog posts and facebook discussions, I was able to craft documents that I was proud to send out.    I received many postdoc offers, had on campus visits for some, and even started wrapping my head around the idea of accepting one at [an elite private institution].

Then, one day, I received a call from out of state.  It was the department chair who had received my application for a one year VAP position at a SLAC and wanted to set up a phone interview the following week.  Two days after that interview, I had another phone interview with the Dean.  A few days after that, I was asked to come down for a campus visit.  I gave a research talk to an upper level biology class, was the (surprise!) guest lecturer for the first year molecular biology course (where I had to give a chalk talk on photosynthesis – a topic that I haven’t revisited since my own freshman bio course) and made rounds through the administration.

Because of your blog, I was confident throughout my visit and knew I made the best impression possible.

The day after I flew back in, the Dean called to offer me the job.  The specifics:  1 Year VAP position, $35k, hopeful that they would get approval to put out a tenure track line in the fall, to which I would be encouraged to apply.  We had a very nice discussion and I expressed my gratitude for the offer, but told him I needed some time to consider my other opportunities including doing a postdoc.

He called back the next day, and said that he, the VP and department chair met with the President and were authorized to offer me a tenure track position at $45k.  I was very pleased by this opportunity, cancelled my visits to other campuses for postdoc interviews, and accepted the job at this great SLAC.

Whether or not you know it, you became my pseudo mentor and I am grateful for that.  Right before I flew down for the interview, I put a quick post on your facebook wall asking how appropriate it would be to discuss the possibility of establishing a tenure track line after the VAP position ends.  You replied with “completely appropriate.”  I can’t help but think that your comment set the tone for the interview which ultimately took me from a VAP offer to a permanent position at a “wish list” SLAC.

Sincerely,
PhD Candidate
Department of Biology xx
R1 Institution

Posted in Adjunct Issues, Bad Advisors and Good Mentors, Landing Your Tenure Track Job, Negotiating Offers, Postdoc Issues, Strategizing Your Success in Academia, The Campus Visit | Tagged , , | 10 Comments

What’s It Like to Work With The Professor? Information for the Curious
avatar

Things have wound down from the 2011-2012 market, finally, here at The Professor Is In. Now I’m doing lots of editing and consulting work related to grants, journal articles, book proposals, conference abstracts and book manuscripts. Meanwhile, inquiries are picking up steam for the Fall job market. If you follow me on FB or the Newsletter, you know this already, but I’m already pretty booked up for this summer and heading into Fall. At the end of this post, I’ll explain my schedule in more detail, but I want to make the point clearly that if you are thinking of working with me for the 2012 job market, you might want to consider getting in touch soon.

For today, I thought I’d take a moment and write a brief post on what working with me actually entails, for the benefit of anyone who has been contemplating it. I know that reaching out for help in your career can feel awkward and kind of scary, and so I want you to understand what will happen once you make the call (ie, send the email).

Typically what happens is that a client sends an email briefly introducing themselves, and describing their experiences on the job market to date, and indicating what they feel they need help with, and their timeline.

I respond with information about different kinds of services that would seem to meet their needs, and their costs, and then the client decides what he or she wants to do, and I send an invoice on Paypal, and we get started. To date I have worked with clients in all major institutions in the United States, as well as in Canada, the UK, Ireland, Australia, Germany, France, the Netherlands, Italy, Spain, Turkey, South Africa, the Philippines, Japan, Korea, Singapore, China, and Qatar. I am alert to issues related to the job market and academic expectations in different regions, and work to make sure my advice is adjusted to local conditions.

I have worked with clients in all of the Ivy League institutions in the U.S., as well so-called Public Ivies, the major research institutions, regional teaching institutions, small liberal arts colleges, and community colleges. As a general observation, my clientele tends to most often come from higher ranking institutions, but I do not privilege any rank of institution. I work with all clients with equal commitment, and tailor our work to the rank and profile of school to which the client is seeking to apply.

In terms of the job market, here are the things I work on:

Typically I start with a 20 minute initial consultation by skype, for $25. I’m always booked out ahead by about 4-6 weeks right now, so it is important to schedule ahead. More about this below. [Update 5/9/12:  I have temporarily discontinued the 20 minute initial skypes.  Client demand has exceeded my ability to keep up, and still get all the editing, coaching and consulting work done.  I hope to restore them eventually, as I enjoy the chance to talk to clients.  You may of course still book time with me for consultations, but it will be at the full consultation rate below and not the initial rate mentioned here.]

After that we work on whatever you want to focus on. Most clients wish to work on their job documents. One document is one hour of work. When working together we will go back and forth through edits over and over again until the documents are in what we both consider short-list-worthy state. I don’t limit the edits—whatever it takes to get it ‘perfect’ is included in the one hour of work. This might seem strange as a business model, but actually, I find that it helps me do my best work and get the best results. I’m a perfectionist about peoples’ documents. I don’t want to have a “clock ticking” in the back of my mind limiting the number of edits I insist on. Charging a flat rate allows me to ensure that the final product is as good as it can be.

Most people ask me to work on 3 documents–job letter, cv, and teaching statement–and so that will come to 3 hours of work; at $90/hour, with the 10% discount for 3+ hours, that currently comes to $243. If you need to add a fourth document, such as a one page research statement, the total will come to $324.

A good pace for completing work on one document is one week. I always work sequentially and prefer to start on the cover letter, to get a good sense of your overall profile.

If you want to work on postdoc applications as well, that will typically be about 2-3 additional hours, depending on what is being demanded by the postdoc application. A 4-5 page research proposal will typically take about 2 hours, and the postdoc cover letter will be an additional hour, as it is substantially different from a job cover letter.

Now assuming you are successful in all of this, and get an interview, I offer an Interview Bootcamp for $125. The bootcamps have been nothing short of amazing. Some of the testimonials on the Testimonials page talk about how they work. Basically, you provide me with ten questions that you expect to be asked, distinctive to the job, or that you’re particularly worried about answering effectively. I add those to the set of questions I know are typically asked in academic job interviews (covered in my Facepalm Fails posts), and then we role play the interview, with me playing a rather severe and skeptical search committee member not entirely convinced of the appropriateness of your candidacy.

After each answer we break, and deconstruct the answer for effectiveness, clarity, tone, length, and any sort of self-sabotaging “graduate student-speak.” I explain what standard interview questions are really asking for, and identify any ways that you are failing to provide the needed information concisely and assertively. We go deep into your specific research and teaching profile, and the questions you provide ahead of time as well as my own research on the department help me to frame questions targeted to the actual interview itself. We repeat your major responses until you have made them second nature, and learned to resist rambling and digressions, undue self-deprecation, and excessively informal or inappropriate speech patterns.

The conversion rate of Interview Bootcamps into tenure-track job offers has been impressive. Obviously, there’s no magic guarantee. But it’s effective. Sometimes clients discover that one Bootcamp isn’t enough to thoroughly banish all their bad habits of professional self-presentation, and then, when possible, we squeeze in another before the actual interview.

Now, if after all of this, you are offered a job, I also offer Negotiating Assistance. Negotiating assistance has been interesting. This costs $150 for a week, and a week is all that is necessary in nearly all cases. My N.A. clients have increased their offers by about $3-8,000 in annual salary, and thousands of dollars in research support, moving, conference support, and summer salary, as well as the other perks such as first year teaching release, guaranteed junior sabbatical/leave, and even spousal and partner hires.

Aside from these targeted projects, I also work with clients on coaching and consulting about issues such as (these are just examples) establishing a writing or publishing schedule, plotting professionalization tasks such as grants and conferences, dealing with a particular crisis in your career, program or department, or deciding whether or not to leave academia. Typically we do that by skype, in 30 minute or one hour chunks, usually on a once a month basis. That is currently $115/hour.

As I mention above, I also work on writing projects. I edit manuscripts of articles and books, help in the drafting of book proposals, and do a great deal of grant-writing work both small and large. And I help with tenure cases, particularly the writing of tenure statements.

All clients get a 10% discount for 3 or 4 hours of work paid at once, and a 15% discount for 5 or more hours.

A word about rates: Many readers have written to tell me that just reading my blog posts has given them the information they needed to succeed in their grant applications, conference efforts, and job hunt. This is very gratifying to me. Although I charge for services in working with me personally, it pleases me to also provide much-needed information at no cost to all readers.

If you do wish to work with me, my rates reflect the value of the services as a long-term investment in your professional future. I’m not cheap. And I am also not as expensive as I could be—because I am determined to stay in range of financially precarious graduate students and Ph.D.s from all kinds of institutional settings, not just the well-funded and privileged ones.

The work pays off in both immediate and longer-term ways. As one client said, “The change in my application fed into a change in how I carried/understood myself at conferences and in the workplace – for the better I would think. It’s like I clued into a form of cultural capital I was blind to previously – so obvious in hindsight.”

And lastly, with regard to rates, I also provide the Job Seeker Support Fund to clients who are in particularly dire financial straits, such as living on food stamps or unemployment, or enduring an insecure housing situation, or a health crisis. I contribute my services at half-cost, and then generous donors among all of you, my readers and clients, provide funds to help cover the rest. Job Seeker Support Fund clients pay for 3 hours of work with me at 25% of the normal rate, and then can have two more hours at 50% of the normal rate.
Some clients pay me through their institutional research support funds. I’m happy to work with your budget manager to make that possible.

I’ll end by reiterating my point at the top about scheduling. At different moments in the past year, client demand has exceeded my ability to meet it. I am currently booking initial consultations in mid-June. Looking beyond that, I am going to be away the month of July on a family vacation to Italy. In August the Fall job market officially starts, and I already have a list of clients who have reserved spots on the schedule from that month. I still have openings in the latter half of June to start work with new clients. And I will be able to accommodate some new clients in August as well. But as a long-time client observed recently, “you were swamped last Fall when almost nobody knew about you…..what is going to happen THIS Fall?” I responded, “Um, I think it’s going to be intense.”

I know from correspondence with a variety of readers that many of you are not aware of just how intense the demand has been for my services. I’ve worked with over 600 clients in the past year. At this point, I generally cannot accommodate prospective clients who get in touch with short deadlines, at the last minute. I don’t want anyone to be disappointed, so I hope that this post will give you the information you need to plan ahead, and get on the schedule while there is still time.

 

Posted in Landing Your Tenure Track Job, Major Job Market Mistakes, Promote Yourself!, Stop.Acting.Like.A.Grad.Student, Strategizing Your Success in Academia | Tagged | 1 Comment

In Response to Popular Demand, More on the 5-Year Plan
avatar

In response to the flood of inquiries about what, exactly, a 5-Year Plan should look like, following on last week’s post, Why You Need a Five-Year Plan, I am sharing the plan produced many years ago by my first Ph.D. student, who is now an Assistant Professor of Anthropology and Women’s Studies at an R1 institution.

This student was the rock star of 5-Year Plans.  (As far as I know, she may still be!  I will check with her to find out.  She is on a major research leave fellowship in the field this year, and I haven’t been in close touch).  I first encountered her as an undergraduate student.  She began working with me then on an independent study, and then proceeded on to graduate school with me as her advisor.  She finished her Ph.D. in 7 years, and this included lost time from a switch of institutions when I moved to take my second job.  From her earliest days in graduate school, she had a 5-year plan.  She updated it annually and always shared it with me.

The plan I reproduce here dates from about her 3rd year of graduate school.  2003 shows a series of deadlines for submission to the major conferences in her field—the Association of Asian Studies and the American Anthropological Association.   November of 2003 shows the multiple deadlines for dissertation fieldwork fellowships.  June and July 2004 show her preliminary exams, and August includes her proposal defense (this followed the requirements of the program).  August 2004 also shows that she is finishing a book chapter (her first publication), and moving to Japan for fieldwork.  December of 2004 shows deadlines for dissertation writing grants to take up the following year, after return from fieldwork.  I believe, although I can’t exactly recall, that JPN: Genders, which appears in Dec. ’03, then in June ’04, and again in September ’05, was a refereed journal article that she was working on.

You will note that 2006 and 2007 are mostly empty except for continuing major conference submission deadlines, and an anticipated defense date.   This was typical, and as these years drew closer they were filled in.

I’m not 100% sure what all the colored arrows refer to, but they seem to refer to time “chunks,” as in, “time in the field,” “summer,” and so on.

In sifting through the many reactions to the 5-year plan idea on facebook and twitter and in the comment stream to the post, I have gotten the  impression that for many readers, the 5-year plan feels like a large, epic, “major life goals” kind of endeavor.  

But as you can see from this example, it’s really more of a “stay on top of deadlines” kind of endeavor.  

And now, let me be perfectly clear.  

Staying on top of deadlines is exactly what allows a person to achieve  huge life goals.  

Yes, I’m quoting Thomas Edison:  ”success is 10% inspiration, and 90% perspiration.”  The people who succeed in getting into the national conference are, first and foremost, the ones who actually remember to submit the proposal to the national conference, by the deadline, properly formatted.

One of the most important outcomes of the 5-year plan is that you never miss a submission deadline for a conference or a funding opportunity.  As you learn of new conferences and funding opportunities, you simply add them in, without losing track of the other deadlines. You also plan out a publication schedule, and put your own deadlines for submission to journals there in the plan.  And money racks up, and publications rack up, and networks rack up, and voila, the cumulative effect 5 years later is—an epic CV that gets you an epic job offer, or tenure.

This student obtained, in total, some $200,000 of research funding in graduate school (in cultural anthropology–a field that does not have massive grants), in addition to her basic TA funding package.  She had several publications before finishing, and secured a tenure track position at an R1 institution in her first year on the market.  She is solidly on track for tenure, and this past year she won another major research fellowship that gave her a year’s leave time for new fieldwork on a second project.

While many people certainly accomplish these things without a 5-year plan in an Excel grid, I am confident that in this student’s case, her prodigious level of organization kept her on track, productive, and out ahead of the competition at each step of the game.

Example of a 5-Year Plan

Posted in Bad Advisors and Good Mentors, Graduate Student Concerns, How To Build Your Tenure File, Stop.Acting.Like.A.Grad.Student, Strategizing Your Success in Academia | Tagged | 12 Comments

Why You Need a 5-Year Plan
avatar

When I trained my own Ph.D. students, I always urged them to create a 5-year plan. Some did it as a list, and some as a grid. Either way, the plan laid out a month-by-month schedule of plans and goals and deadlines for the next five years.

Things that were on it included:

    • Specific writing projects with deadlines for completion, submission, and revision
    • Graduate program deadlines for exams, proposals, and defense
    • Major conferences with deadlines for submission of abstracts and proposals
    • Job market deadlines
    • Major funding deadlines, including both small grants to support short research trips, and large grants to fund dissertation fieldwork.
    • Networking goals, including reminders to get in touch with certain individuals related to emerging new research or writing projects
    • Teaching dates
    • Submission dates for awards and honors

This week I recommended that a client create a five year plan, as part of our work on CV-building, and when she sent back her first draft, she remarked, “Once I began drafting them, I realized how vague and perhaps unrealistic my goals may be – especially in terms of landing a tenure-track job. (Yikes!)   Thinking long term has been so useful, if not startling; I only wish I had thought to map out the next few years sooner!”

I don’t think anybody should ever be in graduate school, or on the tenure-track, without a five-year plan. The proper stance to these endeavors is: look up, evaluate, and adjust, look up, evaluate, and adjust. Spend too much time looking down, at the minutiae of your project, and you’ll find that critical opportunities have passed you by, opportunities to publish, get funding, attend meetings, make connections…

Some of my clients are masters of the five-year plan, and even have things like getting pregnant in there. I admire that, even while I know that “the best laid plans…” You can’t plan for everything (or, you can, but your plans may not work out). But the core point of planning is this: that you’re taking control of your process into your own hands, and not leaving it out there somewhere, in the hands of your advisor, your department, or “fate.” You decide when you’ll write, when you’ll defend, when you’ll publish, and so on. These are all your decisions to make.

Addendum:  please see more on the 5-year plan, with an example, in this follow-up post.

Posted in Graduate Student Concerns, How To Build Your Tenure File, Landing Your Tenure Track Job, Stop.Acting.Like.A.Grad.Student, Strategizing Your Success in Academia, Tenure--How To Get It, Yes, You Can: Women in Academia | Tagged , , | 24 Comments

Ageism and the Academy: My Thoughts and a Request for Yours
avatar

Regular followers of my Facebook page know that for a number of months now I’ve been soliciting a post on aging and age discrimination in academia.

I’ve been seeking such a post because of the constant stream of requests I receive from readers to deal with this topic.

I have not felt qualified to write about it directly, because although I am 47 now, my formal academic career path took place when I was much younger, and in terms of age, I followed a very standard “approved” trajectory: Ph.D. in early 30s, first tenure track job immediately following, tenure before 40, second, “better” job immediately following, foray into administration in early 40s.

When you begin your scholarly career in your 20s or 30s, and pursue an active research and publishing trajectory with tenure, age discrimination, in many important ways, does not come into play for a very long time. In this, academia is different from other areas of the economy. That is not to say that older people, and older women in particular, are not judged, dismissed, or excluded in the academy as well, even when they have tenure. They absolutely are. Particularly in local, institutional politics, and the ranks of the administration, where men still predominate, and the upper ranks are absolutely filled with white-haired males, women are marginalized. Older female professors may well be relegated to the less-desirable teaching assignments, and ignored or dismissed in faculty meetings. No doubt.

But, in our scholarly “fields,” we are defined as “productive” to the extent that we research and publish, and research and publishing are generally judged on merit of the work, without a great deal of attention to the age of the person publishing. Age matters if the work itself is perceived as being old fashioned or out of date, but advancing age is not in and of itself the cause of old fashioned or out of date work. An aging professor who maintains a lively and dynamic research trajectory is likely to enjoy a relatively stable reputation in his or her field for many decades. Because of this, the tenured professor is to some degree protected from the virulent age discrimination that affects workers in other industries.

This is indeed a nice thing about the academy *for those who occupy privileged positions of tenure within it.*

But for those who are just finishing their Ph.D.s or who are struggling on the job market, or enduring year after year of adjuncting, at an age beyond the “approved” trajectory, ageism and the pressures of age are real and urgent indeed.

While I am very interested in the stories from the tenure track and tenured about the role of age and agism in their careers, I am more concerned about the fate of the untenured and non-tenure-track. My work as The Professor has revealed to me the exponentially higher stakes for them of the failures of Ph.D. programs to adequately and responsibly advise Ph.D. students to understand the job market and lay the groundwork for actual paying work.

The fact is, finishing a Ph.D. and realizing that your graduate program has completely failed you in terms of job preparation is one thing when you are 30, and something entirely different when you are 50.

I see this truth every day in my work.

It is stark, and painful.

Far, far too many older students, women in particular, make their way into Ph.D. programs later in life, finish in their late 40s and 50s, and are now, because of the disintegration of the academic job market, staring down the barrel of unemployment, massive lost wages, sunk costs, and devastating debt, all against the backdrop of looming old age.

When I made my latest call on Facebook for a guest post on being an older woman in academia, a former student wrote an email to respond. Here is what she said:

“I just wanted to follow-up on a post you had about older women in the academy. It really didn’t sit well with me–probably because I am in my mid-40s and not yet secured a full-time position. At the same time, I have been super successful and confident–but must admit recently seeing a dermatologist over an age spot!

“So, I am worried. But, also something I couldn’t place bothered me about your post–and that you positioned yourself as an older woman (which, you are not!).

“I read Ashley Judd’s recent post about all this speculation about her aging–and it hit home. It really is about patriarchy and all the other BS that infuses our culture.

“Are we not perpetuating this by locating ourselves as older? Or even playing into this as if it really mattered?! I have more to say now than in my 30s, and I should absolutely not be worrying about my age– though I do. But isn’t it up to us to dismantle these forms of oppression?”

I responded to her:

“Thanks for these thoughtful reactions, XXXX. The thing is, in my work I deal with a population of self-defined, quote-unquote “older women” (generally in their late 40s and 50s) who have ended up in painfully dead end adjuncting situations, or unemployed, without a f-ing clue about how to get out… And they ask, over and over, what kind of age discrimination can I expect? How much is my age going to count against me?

“And the fact is, it will count against them. Maybe not as much as the corporate world, but if you’re a brand new Ph.D who is 50, you’re going to have to go an extra mile to prove that you’re worth hiring over the 30 year old. And because my own arc was the classic “approved” arc of starting in my 20s, finishing quickly, getting a tt job right away, and progressing smoothly through tenure….I never encountered any age-related obstacles in my career path. But others who deviate from this approved path absolutely do.

Adjuncting is the destroyer of so many peoples’ dreams…or not adjuncting per se, but the PhD process, the sunk costs, the debt, and then not having secure employment at the end of it, and being 55 instead of 35…. I want the blog to be a clearinghouse of honest info about that—from people who have been there!”

My former student is absolutely correct—discrimination against older women is all about patriarchy. But that doesn’t mean it doesn’t exist. As faithful readers know, The Professor Is In is dedicated to exposing the brutal truths of the academy to empower its most vulnerable inhabitants, and does not engage in wishful thinking about what could or should be better.

And I want to know just how this works. What happens to older people, particularly older women (however you define older), in graduate school, off the tenure track, on the job market? We need to know.

Here is the one thing I do know, with a great deal of certainty: academia is a kind of cult, or cult-like environment. It is a closed and insular system with massive barriers to entry. The Ph.D. process is the indoctrination process that over many years inculcates practitioners into the correct values and norms of the closed group. The end product is successful to the extent that they have thoroughly accepted these values and norms, and made them into their own operating principles.

What I have observed in my work with clients is that older students are more resistant to the indoctrination process than younger students. Their identities are more fully formed, and they have more years of previous values and habits that have to be displaced to make room for the new ones. The process of indoctrination of older students is more likely to be incomplete and tentative. And that has serious consequences for the older Ph.D. as end product of the system.

What I have found in my work with older Ph.D.s is that, despite their equal length of time in their programs, they frequently miss the core elements of indoctrination that are absorbed by their younger colleagues. With a depressing regularity, my older clients seem to leave their Ph.D.s with a significant deficit of knowledge about the unspoken norms, judgments, practices, and status operations of the academic environment. Older clients, at a much greater rate than younger ones, miss the messages about attending the highest status program possible, networking intensively at conferences, publishing while still in graduate school, and competing for jobs at the highest, ‘Olympic” level of intensity.

Some of this is undoubtedly logistical—older students with children, for example, will not be as free to attend the after hour talks, the happy hours at the bar, the conferences, and so on, where much of the socialization of Ph.D.s takes place. Some of this is, for lack of a better word, attitudinal—older students may be coming from successful previous careers, and are perhaps more skeptical of the status hierarchy embedded and manifested in all Ph.D. training environments. Some of it may be longitudinal–many of my older clients tell me that they viewed academia as a step AWAY from the “rat race” of a stressful career, not realizing that its requirements are just as intense and stressful.  And some of it may be physiological. I know, as a 47-year-old starting a new business, that I had nothing like the ferocious, unstoppable energy that I had in my 20s starting out in the academic profession. Back then I could live on no sleep, and no expenditure of energy was too great. Not so now. I have to ration my energy now, and use it carefully.  But the productivity level required of the tenure-track job search is not compatible with any kind of slowing down.

I realize that these observations may appear to be a case of ‘blaming the victim,’ as if I’m saying that older Ph.D.s are somehow less deserving of positions because of their different path through graduate school experience. That is not what I’m saying. What I see are a constellation of circumstances whose end result is that the distintegrating job market and indifferent and inadequate Ph.D. training apparatus, which are destructive for all, are particularly destructive for older Ph.D.s. Because, the fact is, the margin for deviation from the norm, and for ‘variation’ of any kind, is evaporating. Just as the college degree is increasingly returning to the exclusive privilege of the wealthy, so the academic career is increasingly becoming the exclusive province of the young and strong. And that is to its ultimate detriment.

Please share your thoughts.

Posted in Strategizing Your Success in Academia | 43 Comments

How To Pitch Your Book to an Editor at a Conference (Super-Special Request Post)
avatar

Today’s post is a Special Request for many, many readers who have written over the past year asking how to pitch their book to potential editors while at disciplinary conferences.

I confess, I’ve been kind of avoiding writing this post. I’m always happiest when I can be dogmatic and dictatorial (in what has been lovingly called my “knee-jerk prescriptivism”), and grow less happy as my level of uncertainty increases.

And pitching a book at a conference is an awkward and uncertain process indeed. The fact is, unless you’re Professor Famous-Pants on your third book, you’re really a bit of an imposition in the editor’s extremely busy schedule. That does NOT mean you shouldn’t do it! It just means that if you feel weird and awkward…well, that’s natural.

I felt uncertain enough about this topic that, for the first time in TPII history, before sitting down to write a post, I actually asked for advice from an expert in the field, an actual editor. To be specific: the Editorial Director of Duke University Press, Ken Wissoker, who has been an associate, collaborator, and friend for a number of years.

I’m going to begin the post by writing what I consider the rules (“rules” is really an overstatement here; these are more considerations and recommendations) to keep in mind when deciding when and how to pitch your book.

After that I will share Ken’s brief remarks (by Twitter DM! Yay Twitter!).

The first thing to do when planning to pitch your book at a conference is first off, to think carefully about which editors you want to meet. Do homework to familiarize yourself with the major presses in your field. These are not always the highest status presses in general. Sometimes they are, but sometimes they may be a relatively small press that has a firm specialization in precisely your area. Look carefully at the current catalogues of the presses and ask yourself whether your book fits in with what you understand to be the agenda and mission of the press at that time. You must look at current publications from the last 2-3 years primarily, because press agendas and missions evolve, as different individuals take over editorial positions.

Always (and this IS a rule!) aim for the highest status press that you can accomplish. Many, far too many, of you have been allowed to believe that all books count equally. They do not. There are top tier presses–the major university presses and Routledge and a few others—and then there are second tier presses (I’m not going to name these in a blog post just yet. I don’t feel well enough educated on this point to feel confident of my judgment). And then there are third tier presses and below. Beware of ANY press that pursues YOU, if it is positioned below the list of top-tier presses. The fact is, top tier presses do not typically chase young, first-time authors. Second tier presses sometimes do. And third tier presses usually do. Be dazzled and seduced by the interest of an editor who follows you after your paper at the conference and eagerly urges you to submit your mss. to XYZ press that you’ve never heard of, and you’re setting yourself up for a book that does you precisely nothing on the job market. And a bucketload of bitterness when you finally figure this out a few years down the line. The status of the press matters.

A related issue is the geographical location of the press. If your goal is a tenure track job in the United States, then make sure that your book is contracted to a U.S.-based academic press, OR Oxford or Cambridge University Press. OK, I acknowledge, I’m not an expert on British and European presses, so there may be a few more presses over there besides Oxford or Cambridge that you can safely publish with and still be competitive for a U.S. job (and please keep in mind that this is entirely field dependent—Classics, for example, being a field where the U.K. press imprimatur counts for a great deal) but in general, sorry, our world is parochial and U.S. search committees respect familiar U.S. university press publications.

You should treat the encounter with the editor exactly the same as you would encounters with influential scholars in your field. As I explain in excruciating detail in this post, your greatest ace in the hole is advance planning. Get in touch ahead of time. And when I say ahead of time, I don’t mean 3 days. I mean three months or three weeks. The fact is, famous and influential people (and editors at major university presses fall into this category) tightly pack their conferences with a dense series of appointments and meetings with old friends from graduate school, former students, current collaborators, shmooze-objects, and people who are looking them over for job offers, in addition to an often packed schedule of panels and talks, and executive board meetings for a range of subdisciplinary associations and units. These people have no time to spare. In the case of editors, they will be doing some or all of these things, and in addition will be intensively running around the conference attending targeted talks and panels that they feel may yield future books. In many cases, the only way that you, a person with virtually no capital or status, can claim the time of someone this influential and busy, is if you get on their schedule VERY VERY early, before they have had their conference slots reserved by everyone else.

You should be asking for a 20-30 minute time slot. As a first time author, you don’t really get more than that. I know that you think your book needs an hour to fully describe. Tough. You get 20-30 minutes. When you’re famous, you’ll get more.

You will want to do your best to have an actual “location” for the chat. What often happens at conferences is that you find yourself trotting along after Ms. Editor as she races from one panel to another while being flamboyantly greeted and shmoozed on by 15 other eager writers on the way, while you breathlessly try to summarize ten years of research. This is frustrating and humiliating. If you can avoid it by establishing a plan to sit down in an out of the way corner, do that.

If you have failed to make an advance plan, and see an editor standing there at the booth whom you’d like to approach, then use a mini-version (like 2 sentences) of the pitch I describe below to introduce yourself and sketch in the briefest and most intriguing (yet factual!) terms your project, and ask for an appointment to discuss at greater length. I strongly urge you not to launch into a comprehensive pitch right there at the booth, with no warning, because the editor very likely has other appointments scheduled and will be distracted and annoyed while you are talking.

Now, once you in your scheduled meeting, you need a pitch. The pitch, like all professional pitches for the job market and everywhere else, has to be efficient, concise, and well organized. Here’s what it must not sound like:

I wrote my dissertation on how more and more Japanese women are studying abroad and living abroad, and also even in some cases marrying Western men, and I did a couple years of fieldwork, starting with my masters thesis, including in Hawaii and also in Japan—especially Tokyo– in which I looked at this from different perspectives, and it touches on themes like transnationalism and globalization and also gender and race, and things that are really important in anthropology right now, and I know that I haven’t yet really finished everything I need to do in terms of fieldwork, because I really need to get back to Japan to do some updated research, and to focus more on popular media depictions of this phenomenon, but basically I defended last year and so right now I’m just trying to figure out how to turn this into a book….. ad nauseum.”

What is wrong with this rendition? First, it starts in the past, with the dissertation. You are not pitching a dissertation, you are pitching a book. Second, it has no title. Titles focus and clarify, and indeed “sell” the project. Third, it devolves into a discussion of the research that went into the project, rather than the project itself as an intellectual project. Fourth, it talks about themes that it (loathsome word) “touches on,” instead of articulating a clear and focused central argument, and the intervention of that argument in basic assumptions or orthodoxies of a field. Fifth, it collapses into graduate student excuse-making about what it *doesn’t* do and what *isn’t* finished, instead of being a confident statement of its achievements and contribution. Sixth, it states a “desire” for a book without articulating a clear plan for a book, and a timeline for completion. Seventh, it’s disorganized and boring and a depressing run-on, instead of a tightly organized statement of a scholarly project.

A proper book pitch will look something like the following. I give it here in one chunk, but obviously a pitch is a CONVERSATION, so these are all elements that will emerge organically in dialogue, not monologue, form.

I am currently writing a book manuscript which I’m calling “Women on the Verge: Japanese Women, Western Dreams.”*** It is based on my dissertation, which I defended last year in the Anthropology department at the University of Hawai’i, where I worked with Takie Lebra and Geoffrey White. I am currently a tenure-track assistant professor in Anthropology and Asian Studies at the University of Oregon.

The book, which will be my tenure book, examines a recent phenomenon of young Japanese women studying English, traveling abroad, and in some cases seeking to marry Western men. It is based on two years of fieldwork on the subject in Hawai’i and Tokyo. Specifically, the book uses popular media discourses about this subject, which have been escalating in both news media and also an emergent genre of women’s memoirs, and ethnographic fieldwork findings with the women themselves, as well as the Western men with whom they interact personally and professionally, to construct an interdisciplinary study of women’s motivations, the reactions they are inspiring in Japan, and their on-the-ground experiences in their evolving encounters with the West.

My core argument is that women pursue these avenues as a critique of Japanese patriarchy in general, and Japanese men in particular, but at the same time, find themselves enmeshed in a transnational racialized economy of desire, fed by international media such as Hollywood, that privileges white men as desirable objects, and places women and men of other races in varying positions of subordination to them. This economy of desire produces consequences that play out in women’s experiences in international workplaces and relationships in unanticipated and evolving ways. The topic intervenes in current debates in anthropology about race and global mobility, and participates in an emergent anthropology of sexuality.

I have already published two journal articles on this subject, and presented it widely at Asian Studies and Anthro meetings. It garners a great deal of attention, and I believe the book will be highly marketable. I am writing it with an eye to being appropriate as an assigned ethnography for the globalization or sexuality thematics of large Introduction to Cultural Anthropology courses, but because I engage with current theory, I also anticipate that it will be used in a wide range of more advanced anthro courses, as well as Asian Studies and Women’s Studies/Gender Studies courses.

The manuscript will be 6 chapters long, and it is about 50% complete. I intend to revise the five dissertation chapters over the coming year, to do 4 weeks of fresh fieldwork next summer, and to draft one entirely new chapter based on that fieldwork next year. I have a junior sabbatical in my third year which I”ll devote to the book, and I am also currently applying for fellowships for writing leave. I anticipate the manuscript being complete in Fall of 20xx.  I am interested in publishing with XXX Press because I think the book fits in well with your series “xxxx” and your overall recent emphasis on books dealing with globalization and sexuality, and of course race and cultural studies.”

I realize this looks like a lot, but I read it aloud and timed it, and it’s about 4 minutes of text. Divided into the natural give and take of a dialogue, it is an efficient, concise, and well-organized statement of a project that answers most of the questions that an editor will have.

What are those questions? Here is a partial list, which you can see are answered in the summary example I gave above:

Who are you and are you a legitimate scholar? (Should I even be listening to you?)

What field are you in?

Are you aligned with people I have heard of in that field?

Do you have a position that supports the writing of this book with financial resources and leave time? (Can I expect this thing to actually get done?)

How badly do you need this book done (Is tenure the great motivator?)

Am I intrigued by the title? Will others be intrigued?

Do I “get” your topic?

Is the topic interesting? To me? To undergraduates?

Is the topic important in your discipline or fields? Why or why not?

Have you asked whether it’s important in your discipline or fields? Do you care?

Have you tested out this topic in public venues and gotten good responses?

Do you have a core argument that you can actually articulate? Is it persuasive?

Do you have evidence that supports that argument?

Is your evidence interesting?

Is your argument and evidence new and emergent?

Is your argument and evidence accessible to a wide range of undergraduate and educated lay readers?

Is your argument and evidence sophisticated enough to appeal to serious scholars?

Is this book appropriate for my Press? 

Does this book fit into a current series that we’re marketing?

Will people buy this book?

Who will buy this book?

What classes will this book be assigned in?

How long will this book be? Is it a reasonable length?

When will you be finished with this book?

Do you have a feasible plan for writing this book?

Do you seem like a reasonable person or a drama queen?

Can I work with you or are you going to make my life a living hell?

I have never been an editor, so I am actually surmising that these are the questions that editors are asking themselves and you as this conversation proceeds, based on my experience of publishing a book, and helping other young scholars publish theirs. Actual editors, I would appreciate your thoughts in the comment stream.

I will stop here, and now share the Tweets of wisdom of Ken Wissoker, Editorial Director of Duke University Press. What he said is:

  • Get in touch ahead of time and make a plan to meet.
  • I hate being ambushed in the booth between appointments – but I know some editors like talking that way. Find out; don’t presume.
  • Explaining your argument to an editor is not like explaining it to someone in the field. Don’t get lost in the details!

With regard to this last point: you’ll notice in the pitch I gave above based on my book, I did not go into chapter summaries or much detail at all about specific theories I was engaging with in the field. If asked, you would certainly be prepared for equally concise and well-organized responses. But don’t lead with those. Let the editor ask for more information, and pursue his or her own lines of inquiry.

Good luck.

 

***Full disclosure—Although I’m using my own book for an example here, this is not precisely how my book contract came about. I didn’t pitch my book cold at a conference. I also didn’t have this title decided on prior to writing the book—it actually came about through extensive discussions with my editor, Reynolds Smith, at the tail end of the process. Reynolds, if you’re reading this, you know how this all went down!

 

Posted in Book Proposals and Contracts, How To Build Your Tenure File, Landing Your Tenure Track Job, Promote Yourself!, Publishing Issues, Stop.Acting.Like.A.Grad.Student, Strategizing Your Success in Academia, Surviving Assistant Professorhood, Tenure--How To Get It | Tagged , , | 19 Comments

What American Idol Tells Us About The Job Market
avatar

We watch a lot of American Idol here at The Professor’s house.  We have strong opinions.  Personally, I’m a fan of Joshua.  I know that Jessica has the best voice.   But she just doesn’t “connect” with the audience, as Randy Jackson constantly reminds us.

Jessica Sanchez, not connecting

 

I always watch the process by which the American Idol contestants get groomed for the big time, and arrange themselves into marketable commodities, with a gritty interest.  It always feels familiar to me, but in ways that I haven’t been able to put my finger on.  Until now.

My partner Kellee found this interesting piece from Forbes about Jessica Sanchez, and why she, the front-runner and without question the most brilliant singer, is not garnering the votes she needs to actually win.  Written by Filipina-American executive/entrepeneur career coach Caroline Ceniza-Levine, the piece identifies three key mistakes that Jessica is making.  Ceniza-Levine’s point is that these three mistakes are ones that many if not most front-runners tend to make on the job market:

The three mistakes are:

  • Picking the Wrong Things to Highlight
  • Forgetting Who the Decision Makers Are
  • Underestimating the Importance of Likeability

I am going to let you read the article on the second and the third mistakes, but I want to quote the author on the first, Picking The Wrong Things to Highlight:

“Of the thousands of available songs out there, Jessica selected a lesser-known one. Instead of having an immediately relatable connection to start with (yes, we both know this song!), she started with a gap between her and her audience. Candidates do this all the time when they pick projects or accomplishments to highlight that bear little relevance to the prospective employer. You have years of experience and multiple projects to choose from, so what you choose to highlight must represent you well (Jessica did this) AND must resonate with the prospective employer (“Stuttering” did not). A real-life example: I recently coached a manager-level supply chain candidate interviewing for a chemical company. When asked for a quantitative example, he talked about a statistics project. Bad choice because his role didn’t require statistics, but rather more finance and accounting. Not all songs are equal. Not all quantitative examples are equal. You want to pick based on who you’re singing to or interviewing with.”

How many times have I worked with a job candidate during an Interview Bootcamp who offered a response that was totally reasonable, and totally ill-considered?  In other words, the answer was perfectly valid and true of her record, it just was COMPLETELY OFF POINT for the job at hand.  If the job is seeking a Victorianist, and strictly a Victorianist, then nobody is going to be compelled by your side project on Milton.  Lead with Milton, and regardless of how brilliant and original the project, you will lose the job.  Your answers need to be all-Victorianist, all the time.

Ceniza-Levine concludes: “You might be a great candidate, but your background will not speak for itself. You still need to highlight the right things that your prospective employer cares about. You still need to frame your message to the specific decision-makers of your hire, not just anyone in the company. You still need to develop rapport and be likeable.”

Jessica Sanchez needs to learn this, and so do you.

 

 

 

 

Posted in How to Interview, Landing Your Tenure Track Job, Major Job Market Mistakes, Promote Yourself!, Strategizing Your Success in Academia, The Campus Visit, Writing Instrumentally | Tagged , , | 2 Comments