The purpose of mentoring, first mentioned in Homer’s Odyssey (Garvey, 2011), was initially about individual development and experiential learning.
In turn, I mentored former colleagues within and outside my organization. I was fortunate enough to have three wonderful female mentors these women made sure I knew about opportunities across the field, invited me to attend meetings with them, and engaged me in conversations about my goals, power dynamics in the workplace, and issues in the field. I read everything I could find on mentoring and adult development. (Developmental activities include job enrichment, coaching, mentoring, stretch assignments, job rotations, and job shadowing.) I’ve been interested in mentoring since my start in the museum field as a manager looking for developmental opportunities for my staff. I’ve always been interested in developing people, probably stemming from my first career as a middle school math and science teacher. That said, it may also help you assess some of your informal mentoring relationships. Much of this article is about the formal mentoring process. Mentoring can be formal, where a specific relationship is initiated, or informal, where an individual seeks or gives guidance and support but never sets up an intentional mentoring relationship. Other forms of mentoring are reverse mentoring (junior mentors senior), group mentoring (multiple mentors and/or mentees), and even organization-to-organization mentoring. We are most familiar with the traditional one-on-one format, in which a senior person mentors a junior person. The format of a mentoring relationship can vary widely. Mentoring is about establishing and nurturing mutually beneficial relationships, either face-to-face or virtually. International Science Center and Science Museum Day.
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Informal STEM Learning (ISL) Professional Framework.Collaboration for Ongoing Visitor Experience Studies (COVES).CCLI (Cultural Competence Learning Institute).Sparks for Science, Community, and Equity.Center for Advancement of Informal Science Education.Lee Kimche McGrath Worldwide Fellowship.Thriving Earth Exchange Community Science Fellows Program.Community Science Dialogue & Deliberation Fellowship Program.2020 PIT Community Innovation Fellowship Program.ASTC Fellow Award for Outstanding Contribution.Equity and Justice Community of Members.ASTC’s Commitment to Diversity, Accessibility, Inclusion, and Equity.Detailed MPP briefings are available by appointment. If you have any questions about the MPP process, protocol, requirements or benefits, please email call 57.
Successful mentor-protégé agreements provide a winning relationship for the protégé, the mentor and the DoD. Protégés have used their involvement in the MPP to develop technical capabilities. Many mentors have made the MPP an integral part of their sourcing plans. In the past five years, DoD’s MPP has successfully helped more than 190 small businesses fill unique niches and become part of the military’s supply chain. Under the MPP, small businesses are partnered with larger companies. Originally established in the midst of the First Gulf War, the MPP helps eligible small businesses expand their footprint in the defense industrial base. DoD’s Mentor-Protégé Program is the oldest continuously operating federal mentor-protégé program in existence.
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