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DISCUSSION QUESTIONS

What are your career advancement/path goals?




CHOOSE ONE GOAL TO EXPLORE WITH THE FOLLOWING QUESTIONS:

   Based on your goal, what do you wish to obtain from having a mentor or gain from
   participating in professional development?




   List the action steps you plan to take in reaching your goal.




   How might you encourage mentoring and/or professional development opportunities
   within your institution?




   How might you involve outside professional associations with these opportunities?




                     THE CHARM AND CHALLENGES OF GAINING MASTERY IN THE FIELD
                          WESTERN MUSEUMS ASSOCIATION 2011 CONFERENCE
                                  PANELIST CONTACT INFORMATION
   Susan Spero, Ph.D.                                 Timothy Hecox
   Professor Museum Studies                           Exhibit Developer
   John F. Kennedy University                         Oregon Museum of Science and Industry
   Berkeley, CA                                       Portland, OR
   sspero@jfku.edu                                    THecox@omsi.edu
   Adrienne Barnett, MBA, MA                          Angela Hudson
   Program Manager Teacher Institute,                 Museum Educator for Youth & Family Programs
   Exploratorium                                      Tacoma Art Museum
   San Francisco, CA                                  Tacoma, WA
   abarnett@exploratorium.edu                         Ahudson@tacomaartmuseum.org
MENTORING TERMINOLOGY
 Orientation Mentors Assigned individual who may or may not be the employee’’s direct supervisor
 and helps acclimate and orient new employees to an institution.
 Skills based Mentors –– Mentors with experience in a particular aspect of a job, this may or may not
 be an individual’’s direct supervisor (i.e. teaching methods, budgeting, exhibit design).
 Career Mentors Mentors who have been in the field for many years and can help guide mentees
 along their career paths.
 In Person vs. Remote –– In person mentoring can happen one on one or in groups, but mentoring
 can also happen remotely via the phone, email exchanges, or video chatting.
 Internal vs. External –– Mentors can come from within the museum, from other museums, or from
 other industries.

                     CREATING A MENTORSHIP PROGRAM: MUSEUM CHECKLIST
     Organizational leadership demonstrates support for the concept and implementation of a
     mentoring program.
     Completion of a needs assessment and analysis of the opportunities and resources available to
     staff.
     Establish clear objectives and evaluation measures for mentors and mentees.
     Modest amount of staff time is allocated to coordinate or administer the program.
     Provide orientation or training for mentors.
     The use of structured agreements to define roles, norms, and procedures.
               Adapted from Ken Williams (2005), Mentoring the Next Generation of Nonprofit Leaders (see resource list)


                                       PERSONAL ACTION PLAN FOR MENTORING
                    NOTE: THIS CHECKLIST ASSUMES YOUR MUSEUM HAS NO MENTORSHIP PROGRAM
     At this stage in your career would you benefit from being a mentor or a mentee?
     Determine what form of mentoring you feel would be the most helpful to you (orientation,
     skills based, career).
     Assess what areas you would like to be mentored/mentee in (teaching methods, budgeting,
     exhibit design, leadership, etc).
     Determine how you would prefer to mentor or be mentored (in person, phone, on line).
     Would you prefer an external or internal mentor/mentee?
 EXTERNAL                                                            INTERNAL
     Visit AAM Online Mentoring Program                                  Speak with human resources or your supervisor
     Take home at least one business card from this                      about mentoring at your museum
     conference of a potential mentor/mentee                             Informally speak to individuals that you feel
     Contact potential mentor/mentee                                     would be potential mentors/mentees
                                                                         Use the Museum Checklist (above) and the
                                                                         Resource List below to help establish a mentor
                                                                         relationship/program


                                                       MENTORING RESOURCE LIST
Mentoring the Next Generation of Nonprofit Leaders: A Practical Guide for Managers
Ken Williams, Academy for Educational Development Center for Leadership Development
cld.aed.org/PDF/MentoringNextGeneration.pdf
Best Practices Module: Mentoring Programs Joy Davis, British Columbia Museum Association
www.museumsassn.bc.ca/Images/Best%20Practices%20Modules%202/Mentoring%20Programs%20FINAL.pdf
Association of American Museums
AAM Mentoring 101 www.aam us.org/getinvolved/emp/mentoring101.cfm
AAM Online Mentoring Program www.aam us.org/mentoring.cfm
A web assisted program for AAM members designed to match mentors and mentees for professional development.

                                   Created by Adrienne Barnett –– abarnett@exploratorium.edu
  Adapted from 2011 JFKU Master Thesis –– Catch Them if You Can: Building Career Pathways for Millennials in Science Center/Museums
                    For WMA 2011 Conference Session, The Charm and Challenges of Gaining Mastery in the Field
PROFESSIONAL DEVELOPMENT
Employees and managers should work together to identify the kinds of professional development
(PD) opportunities that not only assist individuals’’ professional growth, but also help to best
advance the needs of the organization. This process may be administered under a structured
organization wide system, informally, or through a yearly review process.

             COMMON FORMS PROFESSIONAL DEVELOPMENT DESIRED BY MUSEUM STAFF
    Mentors                                                              Opportunities to attend conferences
    Professional training programs                                       Participating in professional groups or
    Graduate education reimbursement                                     associations
    Informal or internally peer led workshops                            Networking opportunities

              PROFESSIONAL DEVELOPMENT RECOMMENDATIONS & MUSEUM CHECKLIST
    Provide optional professional development opportunities to all employees on company time.
    Require some forms of mandatory PD such as:
         o     Orientation trainings for new staff
         o     Content trainings for frontline staff
         o     Supervisory and administrative training for managers at all levels of the organization
    Ensure that PD remains in the budget for every staff member.
    Employees ““apply”” and ““share”” what they learn at certain kinds of external PD, such as
    conference attendance, external seminars, and graduate reimbursement.

                     PERSONAL ACTION PLAN FOR PROFESSIONAL DEVELOPMENT
    Speak to human resources or your direct supervisor about what forms of PD are available at
    your museum. Do not assume that the institution has no funds for PD. It is best to ask and find
    out.
    If you desire PD not offered at your museum implement something yourself.
    Ideas for informal internally led PD:
         o Workshops and talks given by staff on areas such as museum content, classroom
            management, project management, budgeting, leadership skills, etc.
         o Affinity groups that meet to discuss relevant topics over lunch
         o Use museum programs –– allow staff to attend programs for school groups, teachers, and
            general public
         o Museum ““academy”” model –– skills and content workshop series and attendance is
            positively viewed in the staff review process
         o Join forces with local museums to do staff ““workshop swaps”” or tours
         o Summits –– day long meetings with workshops, activities, and speakers for staff
         o Site visits –– as a group visit other museums or potential partner organizations
         o Lunch time video series on museum content topics
         o Other:
         Take charge of your career.


                            PROFESSIONAL DEVELOPMENT RESOURCE LIST
Western Museums Association Conferences and blog www.westmuse.org
American Association of Museums
Professional Development www.aam us.org/getinvolved/learn/index.cfm
Emerging Museum Professionals www.aam us.org/getinvolved/emp/index.cfm
Association of Science Technology Centers Professional Development www.astc.org/profdev/index.htm

                                  Created by Adrienne Barnett –– abarnett@exploratorium.edu
 Adapted from 2011 JFKU Master Thesis –– Catch Them if You Can: Building Career Pathways for Millennials in Science Center/Museums
                   For WMA 2011 Conference Session, The Charm and Challenges of Gaining Mastery in the Field

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Gaining Mastery in the Field Presentation: Mentor & Professional Development Checklist

  • 1. DISCUSSION QUESTIONS What are your career advancement/path goals? CHOOSE ONE GOAL TO EXPLORE WITH THE FOLLOWING QUESTIONS: Based on your goal, what do you wish to obtain from having a mentor or gain from participating in professional development? List the action steps you plan to take in reaching your goal. How might you encourage mentoring and/or professional development opportunities within your institution? How might you involve outside professional associations with these opportunities? THE CHARM AND CHALLENGES OF GAINING MASTERY IN THE FIELD WESTERN MUSEUMS ASSOCIATION 2011 CONFERENCE PANELIST CONTACT INFORMATION Susan Spero, Ph.D. Timothy Hecox Professor Museum Studies Exhibit Developer John F. Kennedy University Oregon Museum of Science and Industry Berkeley, CA Portland, OR sspero@jfku.edu THecox@omsi.edu Adrienne Barnett, MBA, MA Angela Hudson Program Manager Teacher Institute, Museum Educator for Youth & Family Programs Exploratorium Tacoma Art Museum San Francisco, CA Tacoma, WA abarnett@exploratorium.edu Ahudson@tacomaartmuseum.org
  • 2. MENTORING TERMINOLOGY Orientation Mentors Assigned individual who may or may not be the employee’’s direct supervisor and helps acclimate and orient new employees to an institution. Skills based Mentors –– Mentors with experience in a particular aspect of a job, this may or may not be an individual’’s direct supervisor (i.e. teaching methods, budgeting, exhibit design). Career Mentors Mentors who have been in the field for many years and can help guide mentees along their career paths. In Person vs. Remote –– In person mentoring can happen one on one or in groups, but mentoring can also happen remotely via the phone, email exchanges, or video chatting. Internal vs. External –– Mentors can come from within the museum, from other museums, or from other industries. CREATING A MENTORSHIP PROGRAM: MUSEUM CHECKLIST Organizational leadership demonstrates support for the concept and implementation of a mentoring program. Completion of a needs assessment and analysis of the opportunities and resources available to staff. Establish clear objectives and evaluation measures for mentors and mentees. Modest amount of staff time is allocated to coordinate or administer the program. Provide orientation or training for mentors. The use of structured agreements to define roles, norms, and procedures. Adapted from Ken Williams (2005), Mentoring the Next Generation of Nonprofit Leaders (see resource list) PERSONAL ACTION PLAN FOR MENTORING NOTE: THIS CHECKLIST ASSUMES YOUR MUSEUM HAS NO MENTORSHIP PROGRAM At this stage in your career would you benefit from being a mentor or a mentee? Determine what form of mentoring you feel would be the most helpful to you (orientation, skills based, career). Assess what areas you would like to be mentored/mentee in (teaching methods, budgeting, exhibit design, leadership, etc). Determine how you would prefer to mentor or be mentored (in person, phone, on line). Would you prefer an external or internal mentor/mentee? EXTERNAL INTERNAL Visit AAM Online Mentoring Program Speak with human resources or your supervisor Take home at least one business card from this about mentoring at your museum conference of a potential mentor/mentee Informally speak to individuals that you feel Contact potential mentor/mentee would be potential mentors/mentees Use the Museum Checklist (above) and the Resource List below to help establish a mentor relationship/program MENTORING RESOURCE LIST Mentoring the Next Generation of Nonprofit Leaders: A Practical Guide for Managers Ken Williams, Academy for Educational Development Center for Leadership Development cld.aed.org/PDF/MentoringNextGeneration.pdf Best Practices Module: Mentoring Programs Joy Davis, British Columbia Museum Association www.museumsassn.bc.ca/Images/Best%20Practices%20Modules%202/Mentoring%20Programs%20FINAL.pdf Association of American Museums AAM Mentoring 101 www.aam us.org/getinvolved/emp/mentoring101.cfm AAM Online Mentoring Program www.aam us.org/mentoring.cfm A web assisted program for AAM members designed to match mentors and mentees for professional development. Created by Adrienne Barnett –– abarnett@exploratorium.edu Adapted from 2011 JFKU Master Thesis –– Catch Them if You Can: Building Career Pathways for Millennials in Science Center/Museums For WMA 2011 Conference Session, The Charm and Challenges of Gaining Mastery in the Field
  • 3. PROFESSIONAL DEVELOPMENT Employees and managers should work together to identify the kinds of professional development (PD) opportunities that not only assist individuals’’ professional growth, but also help to best advance the needs of the organization. This process may be administered under a structured organization wide system, informally, or through a yearly review process. COMMON FORMS PROFESSIONAL DEVELOPMENT DESIRED BY MUSEUM STAFF Mentors Opportunities to attend conferences Professional training programs Participating in professional groups or Graduate education reimbursement associations Informal or internally peer led workshops Networking opportunities PROFESSIONAL DEVELOPMENT RECOMMENDATIONS & MUSEUM CHECKLIST Provide optional professional development opportunities to all employees on company time. Require some forms of mandatory PD such as: o Orientation trainings for new staff o Content trainings for frontline staff o Supervisory and administrative training for managers at all levels of the organization Ensure that PD remains in the budget for every staff member. Employees ““apply”” and ““share”” what they learn at certain kinds of external PD, such as conference attendance, external seminars, and graduate reimbursement. PERSONAL ACTION PLAN FOR PROFESSIONAL DEVELOPMENT Speak to human resources or your direct supervisor about what forms of PD are available at your museum. Do not assume that the institution has no funds for PD. It is best to ask and find out. If you desire PD not offered at your museum implement something yourself. Ideas for informal internally led PD: o Workshops and talks given by staff on areas such as museum content, classroom management, project management, budgeting, leadership skills, etc. o Affinity groups that meet to discuss relevant topics over lunch o Use museum programs –– allow staff to attend programs for school groups, teachers, and general public o Museum ““academy”” model –– skills and content workshop series and attendance is positively viewed in the staff review process o Join forces with local museums to do staff ““workshop swaps”” or tours o Summits –– day long meetings with workshops, activities, and speakers for staff o Site visits –– as a group visit other museums or potential partner organizations o Lunch time video series on museum content topics o Other: Take charge of your career. PROFESSIONAL DEVELOPMENT RESOURCE LIST Western Museums Association Conferences and blog www.westmuse.org American Association of Museums Professional Development www.aam us.org/getinvolved/learn/index.cfm Emerging Museum Professionals www.aam us.org/getinvolved/emp/index.cfm Association of Science Technology Centers Professional Development www.astc.org/profdev/index.htm Created by Adrienne Barnett –– abarnett@exploratorium.edu Adapted from 2011 JFKU Master Thesis –– Catch Them if You Can: Building Career Pathways for Millennials in Science Center/Museums For WMA 2011 Conference Session, The Charm and Challenges of Gaining Mastery in the Field