Young Museum Professionals

Technology and the Young Professional

2010-11-10T21:28:00.000-07:00

I just finished a post that was more stream of conscious that was necessary, but one thing I was interested in finding out it how people are integrating technology into their careers. Last week I was able to attend the Summit on Digital Technologies for Museum Education at George Mason University. The point of the summit was to convene educators from around the country and examine the many ways that technology is being employed in their institutions. If you are like me, you probably are thinking "seriously, are we still talking about this subject?" But, yes, this topic is still a large part of our professional dialogue. And I beleive that this is due to a number of factors. First, the technology is still extremely new. It is in some ways analogous to the zipper--invented before it had a purpose. So, many tools require a great deal of experimentation to see if they even have any educational value. Second--and related, museums on the whole are risk adverse. Even some of the most progressive institutions are fearful about what technology is and who has the power to use it. I am stunned by the number of repeat discussion threads on the Museum-Ed list serve that inquire about other museum's policies on Facebook and social media. In not sure that it is solely human nature, or if it has something to do with the often bureaucratic and expert-obsessed nature of museum work, but some institutions seem wholly unwilling to even experiment. Third, dispite recent achievements, there is still a wide technology gap between generational groups. Many people (often, but not always in the older generations), dont understand, see the point or see the value of technology. Conversely, the data supporting how technology is effective and worth the ridiculously expensive investment is inadequate or non existant.

One last thought is that, museums today are always trying to broaden their audience and their appeal. Technology has become a defacto panacea for reaching out to those untapped masses. But, I can't help but wonder if our investments in technology are only reaching an even smaller subset within our already existing audience. Is a digital deliverly method going to make the subject matter any more paletable or accessible? Until some more data is found, I think that remains to be seen.

However, I dont want to come off as completely against technology. In fact, I feel that it should be embraced, experimented with, adapted, and shared. I just think we need to have a clearer reason for using it beyond "it's the newest trend" or "that's what the young kids want and expect."

So, I am curious to know, how is everyone else using technology? Has it proven successful to you? Are you reaching new audiences or the same people? And if its the same people, is a deeper, more meaningful, or more frequent contact? Has it lead to any other opportunities? Have you found any interesting (and cheap) applications that have proven useful to you?

Feeling less like a "young" professional

2010-11-10T21:15:00.000-07:00

Wow, once again I am looking at this blog and seeing how much time has slipped away once again. I am not sure how easy I originally thought it was going to be to keep up with a blog, but I should have been able to guess based upon my many failed journal attempts.

The reason I came back to the blog is that I have recently started a new job that is venturing into the arena of new media for the first time. We have a facebook page, an e-newsletter, a blog, and thinking about a twitter account. But I have so many mixed feelings about what is the most important thing to expend energy on. I am ceaselessly amazed at how much time I can spend looking and interacting with Facebook. Multiply that by each social media outlet you can participate with, and in no time you can spend hours each day keeping up.

I am also looking at the title of this blog and smirking some. I can't recall when I first started this posting (I could probably look that up, but I am in edit mode right now), but it has probably been at least three or four years. Although that isnt long, and I am only a few years older, I am not sure that that moniker "young" museum professional is really apt any more.

this past year has brought a lot of change for me both professionally and personally. My old job as director of exhibits and programs was eliminated this spring and I, along with several friends and colleagues, found myself without employment. Although I was allowed to transition into a temporary position, it was important that I move on. I was extremely fortunate to not only land a new job back in my home state, but I was able to make a move up. Well, its a move up in title and position at least. I became director at a local history museum just west of Denver and it has been a fun and challenging new opportunity.

The original purpose of this blog was to offer a venue for emerging professionals to talk about issues as they grow and progress in their career, ask advice, and voice frustration. What is interesting to me is the many and varied ways that people can move through their career in this field. The opportunities are limited, the market is competative, the economy is challenging, yet people are still growing and advancing. I'm interested in hearing how other people are making head way. How have things changed for you in the past year? What new challenges lie ahead? Are you planning on sticking in your current job, or actively seeking new opportunities?

Where Are We Cutting Back?

2009-12-31T13:16:00.000-07:00

As budgets get tighter, where are we cutting back?

Hearing previous bloggers expand upon the lack of jobs and salary increases; I'm interested in where else you're feeling the pinch?

Is it in your benefits, such as the loss of retirement matching, or the increase of health care coverage for a decrease in benefits?

Do you think museums are cutting back on programming? If so, how and where?

Are we seeing a decrease in visitorship? Or an increase if you're at an admission free museum?

Please share your thoughts.

Surviving, Adapting, and Making Do

2009-12-14T08:52:00.000-07:00

While I have heard that things are starting to turn around for our economy, it's a sad state of affairs when the"good news" is that jobs are being lost at just a slightly slower pace than they were over the past few months. While it appears that there are some job statistics on the for-profit sector, there seems to be a dearth of information about the non-profit sector--specifically museums. I have heard from numerous colleagues about massive lay-offs, hiring freezes, and ridiculously large pools of applicants for the handful of jobs that pop up. But, I dont really seen any hard and fast data about how museum employees have been affected.

Has your museum laid off workers? If so, how many? What department were they in? Have you recently lost your job? Have you found other work? How is the search going?

Any advice for job seekers out there? How are you coping in this economy? Have financial issues forced you to change or adapt your career path?

Is anyone out there?

2009-10-22T08:27:00.000-06:00

We haven't posted on this blog in forever! For a lot of us out in museum-land our jobs have changed and our museums have changed significantly as a result of the economic downturn. Jobs have been cut, department budgets slashed, raises reduced or eliminated and in some extreme cases museums have closed.

Have you fallen victim to any of these? How are you coping? What have you changed about your career or how you do your job?

My brother asked me last week if I was pigeon-holed in my career and if I had options for careers outside of the museum? I've been thinking a great deal about that and it's hard for me to imagine myself in a non-museum setting. Has anyone transistioned to another field and found happiness or fulfillment?

Would love to hear from anyone out there and get this blog back on track. When times are tough like these we need to network and learn from each other now more than ever!

Salary Conundrum Continued: Wages

2008-11-02T13:36:00.000-07:00

It has been a long time since I have updated any posts to this blog, but one subject matter that still seems to attract a great deal of attention is the one related to salary. Several people had questions related to salary and income, so I thought I'd try to answer some here.

Who should be responsible for making sure salaries are decent?
This is a tricky question to answer. Being that we live in a capitalistic economy and are subject to the laws of supply and demand, it is only logical that the more people there are wanting museum jobs, the less museums have to pay for qualified staff. And that is the basis of my feeling that surplus of museum studies programs around the country are actually doing a disservice to the field. Sure, they can tell a student that they are going to make very little money; however, most young students in graduate school don't really have a strong concept of how much income they require to survive until they are out of school and living in the real world. To many people, $25-35K is the most money they have ever made in their lives to that date and they are happy to make that income. As they get older, however, they realize that those wages aren't enough to pay rent, car payments, insurance, and other necessities. If programs truly cared about their students they would limit the numbers they accept and also perhaps only accept students into a graduate program who already have some sort of museum experience. Paying $50K or more for an education for which you have no real idea what you are getting yourself into is a difficult path to follow.

But, obviously, schools are not the only ones to blame. If we as employees are willing to accept the job when we are offered it, then we should accept the consequences of taking that position--and that often comes with the knowledge that your salary will probably not increase much over time. When you are at the point of accepting a new position, it is important that you as the perspective employee as about opportunities for advancement and how survey how seriously that institution values its staff and staff development.

Museums, in my mind, have an obligation to at least provide a salary range for posted positions. That kind of honesty in reporting not only makes the institutions stand by the meager salaries they offer, but it also can help weed out applicants who really require more money.

How can I help improve salaries?
This is also a difficult question to answer. If you are a manager or ever in the position to hire someone, encourage your institution to list a salary range. Perhaps with time this will become a common practice. Also, as an employee, make yourself as flexible as possible. Someone commented on here to ask your development staff to raise more money for your position. If you want to keep in the good graces of the finance team, this is probably not the best approach. Insead, prove your ability to earn cash. Seek out and find grant opportunities. Find new ways of charging for programs and educational activities that help underwrite your salary. Find ways for your department to save money. Always think of yourself as part of the development team. Encourage docents, visitors, and program attendees to become more involved and contribute more to your program area. Use your professional development time to learn a new skill such as fundraising.

Where can I find out more about salary bases?
Most regional museum associations conduct a biannual salary survey. You might have to pay for it, but it could be a good investment for job hunting. Get a friend to chip in with you. Also, find out when the next survey is happening and encourage your museum to participate. The more data that is gathered, the better and more accurate the results will be. When the time is right, approach your manager about better aligning your salary with those similar in your region. Also, don't assume that bigger cities pay better. In fact, from those I have met, I would opine that metropolitan areas such as New York City actually pay less than many other parts of the country and instead use the prestige of the city and institution as a reason to pay you less because they indoctrinate the idea that it is a priveledge to work there. If all else fails, do some reconnaisance and ask. If you are considering applying for a job somewhere, try to get some inside information on that institution and how they pay their staff.

Learning in Museums Seminar 2008: Technology, Interpretation and Learning in Museums

2008-06-26T13:49:00.000-06:00

Last week I attended AAM's LiM seminar in Minneapolis. The two-day event was well worth it.

Topics explored included but not limited to, audio and cell phone tours, blogs, Web 2.0, interpretive planning, social networking and web-based communities for learning, digital learning games...etc.

I enjoyed the mix of participants, many of whom I've never met (not like I know everyone but when you go to conferences and workshops you end up seeing the usual suspects). I was surprised to see such a diverse age range represented, you could tell the age of participants by their questions and comments...like "cyberspace," who uses that anymore? - But more power to them for stepping out of their comfort zone to learn something new.

Listening to where other institutions are with technology and new media provided some perspective. Sometimes it is good to know we all struggle with the idea of giving up control when it comes to user-generated content.

If I could plug one book explored during the seminar it would be, The Digital Museum: A Think Guide, edited by Herminia Din and Phyllis Hecht. Many of the chapters' authors were part of the seminar, the content of the book is totally relevant to museums today.

Anyways, I should end this stream of conscience with questions... Did anyone attend LiM? If so, what are your thoughts? Where is your institution when it comes to technology? Are you meeting advancement with resistance from other colleagues?

Museums: A Hot Bed of Liberalism?

2008-06-05T12:08:00.000-06:00

I am biased. I admit it. I voted in the Illinois primary for Obama and will most likely do it again in the general election this fall. While I don't think I fit the cookie cutter mold of a card-carrying liberal, I have to admit that I support most of the things the Democratic party stands for. I know that these points of view inform my decisions in both my personal and professional life. But, I also work for a museum that discusses freedom--an subject important to all people no matter their political persuasion, yet simultaneously fraught with political implications and biases. In everything we do at the museum--exhibits, programs, professional development for teachers--we are extra conscientious to make sure our content is accurate and politically balanced.

But, then today I read this article from the Weekly Standard that was forwarded to me: http://www.weeklystandard.com/Utilities/printer_preview.asp?idArticle=15157&R=13A9313B10 and I was both disgusted and intrigued by the author's critique of a new exhibit about the Ancient Americas at the Field Museum. The author PJ ORourke lambastes the exhibit and says, "The ancient Americans themselves are not portrayed as savage or barbarous. The savages and barbarians are the museum's curators. They plunder history, ravage archaeology, do violence to intelligence, and lay waste to wisdom, faith, and common sense."

The man clearly has not taken a museum studies course or an anthropology class in the past 30 years.

But, despite his rambling, ill-informed, and often tangential tirade, the message that I take away here is that he--indeed many people--are threatened by the forces of what has been dubbed "revisionism"--school of thought that reexamines past truths, questions the greatness of past leaders, give credence to unheard voices, and retells history itself. It is a force that logically started within universities and has made its way into museums. And while it has uncovered a trove of unrecognized history and elevated the stories of the marginalized, it has itself marginalized the mainstream and devalued or discredited the accomplishments of great leaders by pointing out their humanness and holding them to unachievable standards. Many conservative individuals are angered--perhaps rightly--about the short shrift given by historians and curators to the accomplishments of white people, while simultaneously think that the faults of traditionally the marginalized (indigenous peoples, slaves, etc) are downplayed and their accomplishments over hyped.

Unfortunately for people like me who wish to examine the legitimate concerns about the problems of revisionism, it is frequently difficult, if not impossible, to discern between the actual issue and the cloud of obvious racism, hatred, and ignorance with which the arguments are made. But, if we museum professionals truly wish to practice what we preach and live the lofty ideals of "Excellence and Equity" and other manifestos purporting the inclusiveness and welcoming of diverse viewpoints, should we not also include political affiliation as part of the diversity?

Vituperative attacks on museums such as Mr. O'Rourke's arise from a sense that those who hold conservative points of view are not valued as visitors and that their world views are not only out of style, but simply wrong. When museums don't at least address concerns such as these, it fuels the widely trumpeted notion that universities and museums are places run by the liberal elite. While I don't believe that it is necessary to validate wrongly held views, simply acknowledging points of view can help facilitate productive discussion and debate.

Do you know the political allegiances of the people in your museum? Have you conducted visitor studies asking about political affiliation? Should political balance be something that museums include in diversity initiatives?

The Salary Conundrum

2008-05-08T14:18:00.000-06:00

Well, now that the article in Museums came out this month and people are asking me about this blog, I have decided that I better get my butt back in gear and start contributing.

So, I just got back from AAM in Denver. Overall I would deem the conference OK. There were a few memorable sessions, but one that sticks in my mind that seems particularly relevant to young or emerging professionals was a session called "The Salary Conundrum." In it, the four panelists and one moderator spoke about--naturally--the fact that museum professionals are among the highest trained professionals and the lowest paid. Some of the facts that were cited were some dismal accounts from professionals in New York who were paid the meager salary of $23,000/annually (in Manhattan!). Needless to say, people were graduating from school, getting jobs, and dropping out of the profession like flies because they were simply not able to survive on such paltry earnings.

Some of the solutions that were offered were 1.) lobby AAM to shed further light on this issue and cajole museum directors and board members to take some action toward equity in pay; 2.) encourage greater salary research by region; 3.) start encouraging/forcing museums to disclose salary ranges for job opportunities; 4.) unionize.

I was also mildly castigated for daring to question whether or not university museum studies programs should carry some of the culpability for the low pay in museums--especially for educators and collections managers. At the session I learned that there are an upwards of 3000 museum studies programs in the United States turning out thousands of graduates each year. It seems, in my opinion, that museum studies programs have an obligation to inform their students about the lack of compensation in the field and to prepare people for how to survive after graduation. Are all of these programs necessary? Are they only fueling the problem by increasing the pool of cash-desperate grads?

So, I am interested in hearing from you. Do any of the above courses of action seem viable? Do museum studies programs share some of the blame for flooding the market with over-qualified, under-paid, and highly indebted new professionals? Do you feel you are being paid fairly? And if not, what recourse do you have?

Report on the next generation of nonprofit leaders

2008-03-06T09:15:00.000-07:00

Courtesy of the AAM-EMP listserv:

Young Nonprofit Leaders Concerned About Pay, Work-Life Balance, Report Finds

Although a diverse pool of committed young people would like to be nonprofit executive directors in the future, many of them say there are significant barriers to realizing that ambition, a new report from the Meyer Foundation finds.

Based on a national survey of nearly six thousand "next generation" leaders -- the largest such survey to date -- the report, Ready to Lead: Next Generation Leaders Speak Out (36 pages, PDF), found that young nonprofit staff are concerned that challenges such as work-life balance, insufficient lifelong earning potential, a lack of mentorship, and overwhelming fundraising responsibilities may prevent them from becoming nonprofit executives.

According to the study, which was conducted by the foundation in partnership with CompassPoint Nonprofit Services, the Annie E. Casey Foundation, and Idealist.org, 64 percent of respondents have financial concerns about committing to a career in the sector, while only one-third aspire to become executive directors. Of those with such aspirations, 40 percent said they are ready now or will be within five years to take on such responsibilities. The survey also found that only 4 percent of nonprofit staff are being groomed to become their organization's leader, and that women are less likely to be developed as leaders than are men.

Paul Light, a professor at New York University's Wagner School of Public Service, told the Washington Post, "It's really a significant problem and one that is just so important to the future of the sector. Nonprofits are so focused on meeting their mission in the present tense, they don't think of succession planning for executive directors, they don't think of recruitment for future employees. It's just not on the agenda because they're under such pressure to deliver, especially during economic downturns like this."

"Young Leaders Concerned With Pay, Work-Life Balance, Report Says." Eugene and Agnes E. Meyer Foundation Press Release 3/03/08.

Rucker, Philip. "Crunch Predicted in Nonprofit Sector." Washington Post 3/03/08.

http://foundationcenter.org/pnd/news/story.jhtml?id=206700024

No Child Left Behind-Museum Educator Survey

2008-01-08T10:48:00.000-07:00

Dear Colleagues,

No Child Left Behind (NCLB) legislation, adopted by congress in 2001, was a federal response to lagging academic performance by American students. The legislation attempted to improve the quality of education for all children while simultaneously closing the achievement gap between lower and upper income students. Among other things, NCLB legislation imposed tighter academic standards and placed greater emphasis on standardized testing--specifically on math, science, and literacy skills. While the legislation has had some notable successes, it has also been met with widespread dissatisfaction. Although classroom teachers and school administrators have been most affected by NCLB, many museum educators have also reported changes both positively and negatively in museum visitation and program participation by schools as a direct result of the legislation. Seven years later, as Congress considers reauthorizing the bill, museums have yet to get a firm grasp on how they have been affected by this landmark legislation or how they might use the legislation to benefit their institutions and the communities they serve. To further the conversation about NCLB, the Midwest Region of EdCom in partnership with the Association of Midwest Museums is presenting a day long seminar called No Museum Left Behind: Museum Educators Respond to NCLB Legislation. The program will be held at the Loyola University Museum of Art on Friday, March 14, 2008. Participants in the program will leave the seminar with a firm understanding of NCLB legislation mandates, learn ways they can adapt existing programs to meet state and national standards, and discover ideas how to create new programming that fulfils NCLB requirements.

Because the conversation is still new, Midwest EdCom and the McCormick Tribune Freedom Museum have prepared a short survey for museum educators about their experiences and attitudes toward NCLB. Please take a few moments to fill out this short survey and forward the link along to your fellow museum educators
http://mccormickfoundation.org/Lists/No%20Child%20Left%20Behind/NewForm.aspx?Source=http%3A%2F%2Fmccormickfoundation%2Eorg%2FLists%2FNo%2520Child%2520Left%2520Behind%2Foverview%2Easpx. Results of the survey will be shared at the No Museum Left Behind seminar and then distributed publicly shortly thereafter.

Thank you for your time and help.

Kind regards,

Nathan Richie

Nathan Richie
Director of Exhibits and Programs
McCormick Tribune Freedom Museum
Chicago, IL
(312) 222-3211
NRichie@FreedomMuseum.US

Audio Tours @ Your Museum

2007-12-21T08:47:00.000-07:00

I'm interested in audio tours/podcasts at different museums.

We've recently re-introduced (after a 10+ year hiatus) audio tours at the museum I work at. We decided to introduce them based on the feedback we received from our volunteers (and the feedback they've received from visitors). The audio tours are produced using Audacity and the audio tour devices themselves are low-cost MP3 players. We do all the work in-house. We’ve offered them with three exhibitions thus far – for free. The response to the audio tours continue to be encouraging – not to say we haven't had to tweak the product along the way/

Do your museums do audio tours/podcasts? If so, how do you produce them? What type of feedback do you receive from them? How much do you charge for them? Any words of wisdom to share?

-Erin

EMP Report

2007-12-07T11:11:00.000-07:00

If you guys haven't had a chance to check out this new AAM affiliate, make sure you take a look at AAM's Emerging Museum Professional (EMP ) . It seems especially strong for those on the East Coast.

Emerging Museum Professionals
2007 Survey Report
View the complete survey and results (pdf).

Activities Planned for Emerging Museum Professionals Check out the exciting events scheduled for the 2008 AAM Annual Meeting in Denver for EMPs. There will be a host of opportunities to network with professionals in the field, such as a reception at the Tattered Cover bookstore, an EMP Power Hour: Action and Opportunity and numerous other activities at this year's Career Cafe! Visit the 2008 AAM Annual Meeting website for more information and to register.

Switching from Classroom to Museum Education

2007-11-21T09:39:00.000-07:00

Jason and Courtney, I was reading your profile and noticed you both had classroom teaching experience before getting into the museum field. I am a 4th grade teacher right now and thinking about making a transition into this field (still doing a lot of reading and researching at this point!).I was wondering if either of you two (or anyone else out there who has similar experiences) would be willing to email me and answer some questions I have. If you could find the time to do that, it would be greatly appreciated.Thanks so much!

Clay
clay.dunker@gmail.com

The Dust has Settled

2007-11-09T12:25:00.000-07:00

Please excuse my absence from the blogging scene, life got busy (not like yours doesn't as well). Following the Association of Midwest Museum's conference I prepared to get married (which I did) and I went on a honeymoon (Ireland). Now that I've been back in the office for almost a week and the dust for the most has settled from my desk, I thought I'd check in with the virtual community I belong to.

This year's Association of Midwest Museum Conference was held at the Grand Hotel on Mackinac Island, Michigan. Enriching, as always I'd like to take a moment to recap a session I co-presented called "Speaking of Leadership." The session was designed as an informal discussion between young museum professionals and established leaders in the museum field. We had just over 20 participants (which I thought was very successful considering we presented after the last keynote on Friday morning). From all the discussion I found a few things to be most interesting.

When young professionals asked what museums were looking for in staff; the answer was simple and clear – passion and interpersonal skills – I have to admit I was a little surprised by the answer. I was ready for "a masters degree." As the discussion continued many of the leaders established the point – without passion and interpersonal skills and degree means nothing. I agree but a part of me didn't, haven't we been taught to continue our educations until we are overqualified for every entry position available? –Yes...Then why is it that every job posting seems to require a masters? The point was made that practical experience is far more valuable than academic (not to say that is not important because naturally it is).

The session also covered "Passing the Torch," who is actively engaged in succession planning? I made the point, the three other colleagues from my institution with me have over 90 years worth of experience and I have around five. Of those three all of them will be retiring in the next 10-15 years (who knows, maybe we'll all need to work forever). I find that situation to be daunting, imagine this history our older colleagues have with the institutions they've been with where does that leave us. The leaders responded saying they too felt the same way at one time and they too made mistakes. They want young professional that want to learn and not be "young bucks," who only want to abuse the power dynamics to their advantage.

The discussion also brought to light some of the frustrations felt by young professionals, wages, benefits, and respect. Overwhelmingly the point was, “we’ll work hard, to earn your respect, please compensate us accordingly.” This could be more of the exception rather than the rule. But some made the point that they were not making enough to live, even if they were a great asset to their institutions.

All round I found the discussion to be lively and dynamic, would any of you care to share your own perspectives or reflections on this discussion, present or not?

With thanks,

Erin

Go YMP West!

2007-08-17T20:34:00.000-06:00

Just wanted to apologize to my fellow bloggers for my prolonged absence from this website. I've spent pretty much the past two months in the process of moving across the country (including two weeks driving from the East, through the South and Southwest, and finally up to the Northwest in a 16-foot truck with my significant other, with all my worldly possessions onboard...), and am now looking forward to being the Seattle voice of YMP. ;-)

And it's got me thinking, are there substantive geographical differences in all of our museum cultures out there? I could tell you a lot about being a museum educator in New York, in terms of what sort of qualifications and background people are looking for in a given position, what having a particular institution or school or job title on your resume might mean to someone, how my own experience and education compares to my peers, what might differ between different types of museums, what the climate and interactions are between museums, schools, government... But from the little I've heard and seen thus far of the museum community in my new home, I have a feeling the answers here might be different. Or maybe not.

Anyone out there experienced a shift in geography that required a corresponding shift in their conception of their career community? If so, is there anything -- aside from time and networking -- that helped you adjust to your new environment?

Informational Interviews

2007-08-05T16:40:00.000-06:00

Last week I had my two year anniversary at my current museum. It struck me how long it really takes to get comfortable in a situation. I've been there two years and in some ways I only now feel like I have some traction there. But, I also realize that I am not going to be in this position forever. So, like everyone else, I have been trying to force myself to do some networking. For me, networking is one of those things that I do because I know it's good for me and not because I enjoy it. So, I decided to begin networking with people who I just find interesting even if their careers don't follow a similar pattern as mine.

One day as I was looking through some of the executive profiles on our museum and foundation's website, I realized how little I knew some of our managers. Interested in learning more about management and fundraising, last week I struck up a conversation with our Senior Vice President by the microwave. After chatting a bit, I asked him how he got into the museum field and how he has worked his way up the ladder. We talked for a bit longer and then he invited me to discuss it at length over lunch some time. He asked me to arrange a time with his assistant and then we'd meet one day at noon. My instincts were to say, "that's okay, I don't want to bother you," but instead I decided that I would do it. In fact, I made an appointment with him immediately because I knew I would only procrastinate doing it.

I really didn't know what to expect from our lunch or what the heck two people who didn't really know each other would talk about for an hour. So, I decided to do a little bit of research both on my VP and how to do an "informational interview." (http://www.quintcareers.com/informational_interviewing.html) I am glad that I did a little investigation because it helped guide the conversation and helped me decide what I wanted to know from him. In the end, I found that he was a very interesting man with a diverse array of experience--much more closely in line with what I do that what I had formally assumed. He had some great stories and perhaps the most important advice he shared was to diversify my experience and to stay open to interesting career possibilities. In the end, we spent an hour and a half at lunch and he offered to continue the dialogue in the future. So, all and all it was highly positive experience.

I guess this made me think of some of the ongoing dialogue that I have heard here and elsewhere about the need for professional mentors. I doubt that this experience will lead to a long term mentorship, but I don't think that is necessary or important at this stage. In fact, more interactions like this might be as or more beneficial than a set mentorship. Has anyone else had an informational interview before? Was is helpful or pointless? Was there anything you or your interviewee said or did that made your experience more worthwhile?

Speaking of Leadership

2007-08-02T08:45:00.000-06:00

I’m currently preparing for an AMM conference session.

The session title and description are below:

Speaking of Leadership: A Conversation between Museum Directors and Young Museum Professionals about Leadership Development

Join us for an informal discussion between museum directors and young museum professionals about leadership development and tomorrow’s museum leaders.

I’m requesting you present me with some discussion threads you’d like explored during this session.

Also if you’re planning on attending the conference are you planning on attending this session (I hope so)?

Job Titles and Job Opening

2007-07-09T13:22:00.000-06:00

Our Assistant Curator of Education resigned recently to work at another art museum. We decided to change the job title after some long and careful consideration. I seem to be discovering more and more non-conventional job titles in the museum field: Director of Interpretation, Experience Manager, All Around Fun Guy. Okay....so maybe not that last one.

We changed ours to Manager of Multimedia Interpretive Programs. We were looking for something to encapsulate the duties of the job and the original title had about 13 words in it. This is the shorter version.

Chattanooga is a great city 3 hours from Nashville, 1.5 hours from Atlanta, and 1.5 hours from Knoxville. Let me know if you have any questions about the position, but please forward your resume to the person listed below.

In the comments post 2 things: your job title and what it is you actually do. If we have any Directors of Fun out there then please post.

Hassan

The Hunter Museum of American Art has an opening for the Manager of Multimedia Interpretive Programs. This education department position will join a dynamic education team and will have an important role in developing tuition-based, tour-based and family-based studio offerings for visitors of all ages. This position is responsible for all multimedia interpretive elements of offered including video podcast projects, cell phone interpretive projects and other future web and gallery-based technologies that will be incorporated into the Hunter’s interpretive plan. This position will assist the department with school focused museum visits, weekly evening programs, and family programs.

Individual must have experience managing a studio program and have at least 3 years professional museum experience with a background in broad based museum education. The position requires strong skills with multiple forms of technology used in the context of museum interpretation. This individual should be well versed in contemporary visitor-centric museum education practices and experience working with novice viewers.

Applications including a letter outlining skills in above areas and a professional resume along with 3 references should be sent in electronic or hard copy to:

Adera Causey

Curator of Education

Hunter Museum of American Art

10 Bluff View

Chattanooga, TN 37403

Fax – 423 267-9844

Email – acausey@huntermuseum.org

Applications accepted through July 31, 2007.

A Survey From AAM

2007-06-29T15:17:00.000-06:00

The Emerging Museum Professionals Committee has designed a new survey and would like input from those of you who read the YMP blog:

"Thank you for your interest in Emerging Museum Professionals at AAM! We invite you to take a few minutes to complete a brief survey to guide AAM's activities and services for emerging professionals working for and with museums. It should only take a few minutes to complete and will provide us with valuable feedback on the resources and services that you want and need. Take the survey! Thanks in advance for your participation! www.aam-us.org/emp"

Second Year Itch

2007-06-26T06:30:00.000-06:00

As summer swings into high gear, I prepare to mark my second anniversary in my current position.

These two years have offered me the best education I could ever imagine, experiences that allow me to grow continually, and stability in my work life.

As of late, I’m feeling the itch to continue my education or experience some kind of change, this could stem from the fact I haven’t lived in one place for more than a year since I was a young adolescent. I love change, things in flux, and challenges. I thrive on deadlines, on stressful experiences, the new-job learning curve; I’m a glutton for it. It’s not like that doesn’t happen currently but everything feels too safe.

Don’t get me wrong I love my job, my colleagues, and the institution I work at. I look at my colleagues and some are marking their thirtieth anniversary at the Museum – that scares the blank out of me. I know the time will come where I’ll need to move on, but I feel like if I did – I’d betray them and this place – but I understand it’s totally unrealistic for me to think I could stay here for my whole career. Maybe that reveals something about my working environment – in this unfamiliar community where I can count my friends on part of one hand– my job is my identity, I work (and I’m sure many of you do too) more than a full-time job (which I do because I value this place and what we give this community) this position has wedged its way into almost all aspects of my life. My neighbors know me, a trip to the grocery store in the scrubbiest of clothing is always met with a familiar face; anonymity I once found so comforting is gone.

Grappling with this, I’ve looked into different graduate programs, each of them offering more questions than answers, I’ve talked with my director but I haven’t come to a solution. I don’t know what the right answer is, I’ve heard over and over that right is rarely the easy way. I just don’t know how I’d reconcile this with my high-esteemed colleagues or myself.

Advice or similar experiences, please share.

Avoiding Burnout as a Young Professional

2007-06-20T07:07:00.000-06:00

As undergraduate students, and even as graduate students, we dealt with our stress by hanging out with friends, attending a school event or party, and always in the distance was the proverbial "light at the end of the tunnel". Graduation was some fixed date in the future toward which we were continuously striving. A set end-point at which point we knew that there would be some new challenge awaiting us. Unfortunately, now that we're in the "professional world" we lose that "point on the horizon" and one day can begin to look just like the next. We find that the "challenge" we actually face is trying to avoid burnout in our young, professional careers.

I have experienced brief periods of burnout in my now 8-year-old professional career, and for me, it makes my resume look a little bit like a patchwork quilt. Now, I don't regret my job hopping in the past because it led me to where I am now, a fabulous institution in my hometown doing something that I love. But even now, I need to "refocus" on those aspects of my job (and personal life) which give me the most joy and satisfaction.

In recent months, however, I have recognized these signs of burnout in many of my young-ish colleagues here at the museum. It has helped me to know that I am not alone, but I've thought a great deal about how I can help them avoid the "career quilt" that I've experienced. One place I reached out to was http://www.employer-employee.com. First, the signs....

Have you lost your enthusiasm for your work?
Is your work become more than a drag but a weight that gets heavier and heavier?
Are you feeling that you no longer get satisfaction from your job, or are you questioning the value of tasks that you perform?
Are you entertaining the thought of finding a new job?
Do you no longer laugh or have fun at work?
Are you more irritable toward coworkers or customers?
Do you always see work as a chore?
Have you developed chronic worry about your job?
Do you feel lethargic and empty in your work?

If you answered yes to a good number of these then you, too, might be suffering from burnout. Not to fear! Finding good stress management techniques can often help alleviate these feelings of dread every time your alarm clock goes off in the morning.

Employer-employee.com lays out some relatively simple ways to refocus yourself and to once again find your passion for the job. You can visit the website for a more detailed description of these solutions, but here is my own take on what has worked for me and might work for you, as well (though keep in mind, I'm a museum professional not a mental health professional):

Look for the positives in a challenge rather than focusing on the negatives. How might this additional project dropped on your plate allow you to improve your visibility in the institution? What new opportunities will become available to you by assuming a new responsibility?
Have fun at work. All of the important things I've learned in life I learned from the movie "City Slickers". Ok, so not really, but Jack Palance and Billy Crystal were on to something when they talked about finding that "one thing" to make your life complete. The author and philosopher Joseph Campbell frequently referred to your "bliss", or finding and following that thing about which you are most passionate. Some of us are lucky enough to find it, many more are continuously searching...and that's ok, too. But while your on that journey, there is no rule that says you can't enjoy yourself. Try to get those monotonous tasks out of the way early in the day so that you can focus on more enjoyable tasks for the rest of your day. Get out of the office and speak with a student group or a senior group visiting that day.
You deserve a break today. The marketing geniuses at McDonald's had it right. Take a walk through your museum's galleries to really LOOK at all of these amazing things that so many people pay to come and see. In Milwaukee, we actually had mandatory weekly "gallery walks", which were in essence a walking meditation session. We conducted one-on-one meetings this way, brainstorming sessions, you name it. It really kept us, as a staff, connected with why we took these jobs in the first place.
Mix it up. Redecorate your office. Work out details for a flexible schedule where you can come in an hour earlier (or later) one or two days a week (or more) so that you can get some things done without the phone ringing or school groups screaming in the lobby. Though it may also sound counter-intuitive, you could also ask for some additional responsibilities or a project which you know you would enjoy.
Step up and take control. Many times, supervisors recognize that employees may be suffering from burnout but don't know how to address it. Without going up to your boss and saying, "I'm burning out," (trust me, you won't get the response you were hoping for...I know from personal experience), try to suggest some new ways that you might be able to do your job or ask for permission to run a project for a short time to try and put your stamp on it. Own it. Who knows, maybe you'll find your "bliss".

How do YOU deal with stress and potential burnout? Share your suggestions by clicking on the "comments" link just below this posting.

The New Guy/Starting Out

2007-05-30T14:58:00.000-06:00

Hello everyone. I wanted to introduce myself since I'm a new blogger on YMP. My name is Hassan and I work as the Manager of School and Family Programs at the Hunter Museum of American Art in Chattanooga, TN. I have been keeping up with YMP for a while and then I met Nathan and now here I am.

For my first post I wanted to share how I came to work in the museum field. At AAM this year I encountered a number of students and new members to the museum field in general. Many of them go to AAM to learn more about the museum field, to network, scout out jobs, and gain insight into how they can break in to the field. The question I fielded the most was "how did you get your job"?

This topic is covered greatly on the Museum-L listserv (mostly every year around graduation time) through posts and back and forth banter from museum professionals and students. What worked for me is the year-long internship/volunteer work/free labor I did for a local history museum. I worked in collections and education and recieved a very well rounded experience as a result. I recieved this valuable work experience for free. The museum recieved an extra hand for free. The point is: don't expect to get paid.

There is also a mixture of luck involved meeting the right people; that is where conferences come in to play. I imagine that a lot of "Young Museum Professional" hopefuls also read this blog.
For those of already in jobs I want you to sound off in the comments if you gained your first paying museum job by what you know (as far as experience in an internship or other position) or if you where hired because of who you know...or was it a mixture of both (or something completely different).

Time for change?

2007-05-23T14:54:00.000-06:00

Well, YMPers, I actually don't have much to talk about, but wanted to throw something out there since we haven't had a post in a while. So, what's on my mind these days is the fact that not only myself, but a whole bunch of people I know, in the museum world and beyond, are moving this spring or summer -- to new jobs, new places. And as my own Seattle search kicks into high gear (see some of the posts below for more on that), I'm just starting to see a lot of interesting job openings, with a sense that even more are coming, whereas prior to the past few weeks it seemed like things were pretty sparse. Is it all the trappings of spring -- end of the school year, spring cleaning, things in bloom -- that inspires all this change? Anyone else out there moving on to bigger, better things?

Annual Reviews and Development Opportunities

2007-04-06T13:56:00.000-06:00

How structured are your annual reviews?

I often wonder about this, this is my first museum position where these have occurred. Mine are very informal and I wonder if I’d benefit from a more structured one.

What are your experiences with reviews? How are they structured?

I feel like a more structured review would help in identifying potential development areas as well as creating a dialogue opportunity for goal setting and career forecasting.

Please share your experiences.

Traditionalist to Millennial: Intergenerational Workplace

2007-04-03T12:31:00.000-06:00

A unique situation is cropping up in the workplace: Intergenerational colleagues.

Check out this article from the Mayo Clinic
http://www.mayoclinic.com/health/working-life/WL00045

For generation descriptions and suggestions for cross-generational communication techniques. I work at a Museum where all four generations are represented. Myself being the most youthful, I’ve found this dynamic to be a rewarding one, with built-in mentorship, I feel like I’ve benefited from experience of my colleagues without condescension.

This phenomenon creates both rewarding and challenging experiences. How do you communicate successfully? How do you avoid being stereotyped? How can your workplace benefit from this wealth of knowledge, experience, and skill?

Do you work in an intergenerational workplace? If so, how have you benefited from this dynamic? Do you have any suggestions for potentially frustrating situations? If so, please share.

High Need = New Opportunities?

2007-04-02T08:21:00.000-06:00

My background is primarily in art, my teaching certification is general elementary, and yet at both of the museum jobs I've had so far I've found myself engaged in science education -- first natural/environmental science, now anthropology, astronomy, and paleontology. Here in the education department at my museum, in fact, many of us are teaching science with liberal arts and/or education backgrounds, rather than hard scientific training. I'd venture to guess there's a similar trend in schools: in the past few years, when I was applying for classroom teaching positions, I was often asked (based, presumably, on my museum ed and office experiences) if I would alternatively consider a science or technology teaching position.

I'm very happy doing what I do, almost certainly happier than I'd be at an art museum. And it seems clear that we need more educators comfortable teaching math and science, and if people with in-depth training in those areas aren't available (because, as I assume, they are going for more lucrative research/corporate/government/ academic jobs? or is there another reason?), surely someone needs to fill that gap. And I personally believe that, at least for grades K-8, it is more important to have smart, enthusiastic educators who can make the material accessible and interesting for their audience than it is to have educators who are necessarily experts in their field. But what do others think? Anyone else out there noticing this trend, or teaching subjects in which they are self-taught?

Add YMP to Your RSS Feeds

2007-03-30T12:09:00.000-06:00

Okay, you asked for it, so here it is (I hope). Follow this link and add Young Museum Professionals to your RSS feed.

http://youngmuseumprofessionals.blogspot.com/atom.xml

Benefitting from Professional Organizations

2007-03-30T11:41:00.000-06:00

Upon beginning graduate school, I received a list of books that I needed to purchase for my classes. Among the litany of expenditures was a membership to the American Association of Museums. Frankly, I was annoyed that I had to shell out $50 from my student loans for an organization that had little to do with my life. Looking back, getting involved with a professional organization from the outset was a good idea and a savvy way to stay involved with my new career. But before you go overboard joining different groups, I have just a few thoughts.

1. Scope out all of the organizations that you might be interested in joining. Since joining can be a costly endeavor, it pays to understand what you are getting into. There are dozens of professional organizations that might appeal to you and your chosen field, but only a fraction of them will really be of help. While I think that AAM is a great organization and highly recommend joining, it really doesn’t help on a local level. Investigate museum associations in your area. Each region of the country, most states, and many large cities have some kind of association that helps you network with colleagues and offers professional development. Also, be sure to check out organizations that appeal to specialty areas like history, education, visitor studies, exhibitry, etc. They are generally less expensive than larger associations.

2. Budget for membership fees. I have heard that it is smart to budget 5-10% of your salary for professional development which includes memberships, classes and conferences. If your museum pays for professional development, you should count your blessings. Most institutions pay only partially for such affiliations and frequently only to top level staff. Think of it as an investment in yourself and your career.

3. Get involved. You don’t pay the admission fee at Disneyland and then hang out on the bench in front of the Matterhorn all day. You have to get involved to see any benefit. Attend meetings or conferences, volunteer for committees, and introduce yourself to your colleagues. While the main reason most people join professional organizations is to have access to job listings, only those who get involved will learn about the opportunities that go unannounced.

4. Don’t over commit. For most young professionals, being over committed is more of a problem than not being involved at all. Be judicious with how you spend your time. Don’t volunteer to sit on several committees. You will do yourself and the organization a greater service by doing a great job at one or two things than doing a half-ass job on three or four (or more) things. Understand the scope of your commitment and, if necessary, get permission from your supervisor at work. Every museum benefits from heightened prominence when its staff is serving on professional organizations. Often your museum will allow you to do your service during office time.

5. Rotate. It is easy to get entrenched with one organization because you like the people and have made good contacts. But, it is important to find new challenges and to get a different perspective. After being involved with an organization for 3-5 years, look around for a new place to get involved. Ask your colleagues to recommend an organization for you to try out. By all means, stay in touch and remain a member with your old organizations, but focus your energy on a new enterprise to diversify your skills.

Working in a museum is a fun and rewarding career, but all too often we get discouraged or exhausted by distractions and obstacles inherent with each individual institution. Professional organizations provide crucial opportunities for professionals of every age to connect with peers, seek advice and advancement, and reinvigorate their minds. Now, if I could only listen to my own advice.

AAM's Emerging Professional Initiative

2007-03-30T10:16:00.000-06:00

Find out about the latest AAM tools to help develop your career. See what else is out there including events, blogs, and more that have all been designed with you in mind. Learn how you can receive $1,000 towards professional development as the winner of the Nancy Hanks Award. Check out AAM’s Emerging Museum Professionals (EMP) site at www.aam-us.org/getinvolved/emp.

Are you coming to AAM’s Chicago meeting? EMPs are everywhere in the Windy City! Be sure to catch these two events:

(E)merging Professionals Reception Monday, May 14, 5 pm - 6:30 pm, Cash Bar Meet your peers for drinks, nosh, and lively conversation.

Emerging Museum Professionals Listening Session Tuesday, May 15, 12:30-1:30 pm We want to hear from you! Talk to us about the skills and resources that young professionals need to succeed in the museum field. Suggests ways in which museums can nurture leadership at every level. Tell us how AAM can support emerging museum professionals. Bring your insights, suggestions and comments to this listening session.

For more opportunities to learn and network while you’re in Chicago, visit http://www.aam-us.org/am07/emp.cfm.

Are Museum Educators Necessary?

2007-03-20T09:44:00.000-06:00

I got this email a few days ago, and it seems like an interesting (if depressing, for us educators) topic for discussion, and a worthwhile survey in which to participate.

Some museums are organizing their staffs in new ways, distributing responsibility for what has traditionally been the work of museum educators among other staff, with other titles, in other departments.

We want to find out more about this trend and invite you to fill out a short survey. Please go to:
http://www.surveymonkey.com/s.asp?u=514593420242.

We will share the results at the session, "Are Museum Educators Necessary?" at the American Association of Museums Annual Conference in Chicago. The session is Wednesday, May 16th at 2:00 pm.

Thank you!
Gretchen Adams and Jill Sanderson
Museum Education Roundtable Board Members

Finding a balance

2007-03-04T22:27:00.000-07:00

Hi, my name is Jason…and I’m a workaholic. Please excuse my taking some liberties here, but for my installment I would like to take a slight departure from the “professional” aspects of our jobs and focus more on the “personal”…or at the very least, how to balance the two.

As some of you may know, my wife and I both work in the same museum—I in Education and she in Development. Four months ago we had our first child. It has been a most joyous time, but we have begun to recognize the strain that being so dedicated to our jobs can take on our “home time”.

This past week has been a prime example. We’re both in the midst of finalizing budgets, preparing for the end of the fiscal/school year, and keeping everything around us moving forward. I had two 10+ hour days in the office, and she had 3. Emails were pouring in all weekend. We found ourselves stretched to the limit to try and fulfill the time-sensitive needs of work and to spend the quality time with our son. Now, to clarify, our son comes first…but we still wonder about how to balance the two.

While my wife and I are still trying to find the answer, how have you managed to balance the professional with the personal? Are there model programs in place at your museums that help you find this balance…or at least support you to find one?

The Value of a Museum Visit

2007-02-20T12:11:00.000-07:00

Following an after school program last week, a large group of students gathered in the entrance to the Museum. Located in the same area are our cash contribution boxes (we are an admission free institution). As almost always a young student plastered his/her face to the box and marveled at all the money. I often take that opportunity to explain why they are there and what function they serve. At the conclusion of my little talk a fifth grade student reached into her oversized winter jacket and pulled out a dollar. With a large smile on her face, she placed it into the box; soon another student followed this time with fifty cents. It made me feel so happy, I guess I’m a sap.

I think it's important to reconnect to our missions/visions/goals and our audiences. Especially during a long winter where the days continue to be gray (at least by me) and we need a little fire starter. Do any of you have similar stories you’d like to share? So we can continue this feel good session!

Moving Up

2007-02-12T12:38:00.000-07:00

Not only is the museum profession a highly competative field with limited numbers of positions, but it can also be a tough one to climb--especially within a single institution. It has been noted in several recent articles that, unlike thier parents' and grandparents generations, young professionals are spending less time with a single organization. Not only are they not spending their whole career with one institution, but they are actually spending only 2-4 years in one place. Is the only way to advance in our career to move to another organization for a better title (and hopefully the comensurate salary)? How do you ascend the ranks in an organization where turn over at the top is rare and the opportunities are limited? I'd like to hear your stories about your career advancement both in and outside of your current institution.

Nathan

Quotes

2007-01-25T20:57:00.000-07:00

It's a silent oasis in the noisy confusion of the world, isolating phenomena so that they can be seen undistractedly. What is being collected are not the artifacts themselves but the undivided attention of the visitors. That is the museum. It lies in the mind of the viewers.
--Diane Ackerman, A Natural History of Love

We want kids to be capable of art appreciation, critical thinking, and outrage.
--Maxine Green, during a workshop at Bank Street College of Education Graduate School

Two of my favorites to help remind me of what we're all doing here. (But mostly, I just wanted a post that was a little more concise than my previous one.)

Job Hunting Cross-Country (...or in your own backyard)

2006-12-30T12:03:00.000-07:00

First of all, a big thanks to Nathan for doing all that job links compiling! Meanwhile, I've been dithering away at trying to finish this posting (...for a while now...) in between holiday craziness, and all that stuff you see on the right-hand side may actually be more helpful than what I say here, but I'll still give it a shot.

It can be challenging enough to snag a museum job right in the city where you live, with all the knowledge about and connections in that market you may have. What about when you're trying to find a position on the other side of the country? Or what about when you're open to applying for any relevant job, nationwide? I'm currently in the former situation, and it's forced me to start consolidating and reviewing everything I think I know about getting a museum job. But most of the ideas here are ones that apply to any job search, whatever its geographical boundaries, so I'm hoping this post will stir response from both potential relocaters and local job hunters.

First, a little background: I've been living in New York City for over 9 years, working in and learning about the museum and school worlds here for the last 4 while completing a masters in museum education, and finally thought I was getting somewhere in my understanding of how the whole thing works. I now find myself -- after job-hopping for the past several years, and having just this July started what I would consider my first permanent, full-time, "professional" job in a museum -- faced with the proposition of moving to Seattle, hopefully within the next six months or so, to join my significant other. Though I know next to nothing about the Seattle museum job market, I at least feel that my past experiences in the hiring process, from both sides of the desk, give me some idea of what I'll need to do, and what to expect, when my hunting starts in earnest this coming spring. Among other things, it'll involve:

Inevitably, networking
I guess this goes without saying for just about any job, in any field, when you're trying to make a career out of it. But it seems to be especially true when it comes to museums. So much of the time people go through their friends and colleagues to find good candidates before they even post a job opening, and having someone -- particularly one of those individuals who seems to be sort of the hub in the wheel, the folks who know everybody (doesn't everyone know one of those?) -- looking out for you is perhaps the best way to find the right position. And museums are such a small world that you might even have local contacts who can help when you're looking for employment hundreds or thousands of miles away.

In addition to individuals, I've also been looking into any local museum organizations in the Seattle area that might be helpful. Mary Rizzo commented on Erin's 11/30 networking blog that when attending conferences for networking purposes, she thought the smaller, local ones were more useful than the big, national ones, and I think this is true for the organizations you choose to join as well. For instance: I'd been a member of AAM for several years; I did not renew my membership this year, and instead got a membership in NYCMER, the New York City Museum Educators Roundtable. AAM was great: the nationwide free entry to museums was very handy, and I enjoyed the annual conference this past year, and plan on attending next year's. But NYCMER is filled with lots of people I know, lots of other people whose names I've heard or who've heard mine; they send out regular job postings by email; they hold regular, local events that are great networking opportunities and relevant to my work; and best of all they're less expensive to join than AAM, and most of their events and services are included in that nominal membership price. I have to imagine that in other large cities across the country there are, hopefully, comparable entities. To check, for museum ed-ers like me, you can go the Museum Educator's Roundtable, which lists and links to local orgs.

And knowing where to look
There are a couple good national sites for nonprofit job listings in general, and museum listings in particular. If you still haven't checked out Idealist.org, it just might be the best job site ever for us do-gooder types, and will even send you free daily updates based on your search parameters. Local Craig's List sites can also be helpful, particularly as its whole being free thing makes it more accessible to small organizations. For museum jobs specifically, I've so far found AAM's careers site (which you can access, although not apply through, even if you're not a member) and Global Museum (a little hard to navigate, not having a search function, but it lists international jobs as well); there are also a bunch of other sites listed over there in the job links column. Local organizations are also, again, often a good source for job listings (NYCMER's regular emails are great for New York jobs), and these days a lot of individual museums, especially the big guys, have detailed, up-to-date employment listings on their own sites.

Those are the two big job search points I'm already far too familiar with in my only 27 years thus far on this planet. But I am now encountering some questions that are pretty specific to more geographically sweeping searches, and some that are specific to us young museum professionals, and while I hope the above might be helpful to other job searchers, I'm also hoping to solicit some opinions -- some help for me -- on the below:

How much does that return address mean?
Will Seattle museums see New York at the top of my resume and just dismiss me out of hand? I know that we've been interviewing for several positions at my current museum, and are admittedly somewhat skeptical of non-New Yorkers, keeping in mind they will have to work with a wide spectrum of local students, teachers, and other visitors. And I recognize that museum programs have a genuine need for professionals who know their communities, know how their schools and cities work, and how to work with them. Or, alternately, some folks may just not look at you because they assume, if you're applying from so far away, that you're just haphazardly blitzing museums with your resume, and don't have a specific interest in their institution. Is there any way to get around issues like this, or do we all just have to move to the places we want to work before they'll take us seriously?

How about missing the face-to-face?
In my Seattle job search, I've had one phone interview thus far, and frankly I'm pretty sure it sucked. I'm just not a person who does very well reading people over the phone; I find it much harder to get a real sense of, or develop a good rapport with, the person I'm speaking to, and I think I'm not alone. I think it's probably true of a lot of the people who will be interviewing me, in fact. But, being a museum professional, I can't afford to constantly travel for interviews (though I'm prepared to do so for second-rounds with places where there's a high mutual interest), and, being a museum, they won't often pay for me to do so, either. Not to mention the time constraints my current job would impose on such travel, even were it financially viable. Does anyone have any tips here?

Remember when I said "job-hopping"?
This is the one that I'm hoping will be relevant for some other young museum professionals, local and long-range hunters alike: the somewhat checkerboarded resume. It's not that I haven't been dedicated to the places I've worked, it's just that for the past several years I've been trying to finish graduate school, doing the required fieldwork for that degree, and taking a couple positions as sort of test-drives (where those hiring me also recognized them as such) to see what direction I wanted to take that degree in. Now I'd really, really, really like a job that I can stay in for a while, an organization and program I can grow with, but I fear that prospective employers may -- noticing that the longest I've held any job ever is two years, and in the museum/teaching fields my average is more like six months -- be initially skeptical. Reassurances and/or commiseration from fellow job-hunters, or viewpoints of those doing the hiring, much appreciated here, and regarding all the points and questions above.

The Dilemma of the Young Professional

2006-12-29T11:02:00.000-07:00

As a young professional--again using the definition of "under age 35"--I have found that I, and others like me, are either seen as "saviors" or "sinners" in non-profits, particularly in the museum world.

Many museum directors and boards recognize that the traditional museum model doesn't hold the public's attention in the same ways it did even 10 years ago. They put out the call for fresh ideas and create new technology-related positions within education and marketing departments. They hire a GenX'ish professional for these positions because it is this generation which is able to translate older, traditional themes into more user-friendly concepts. Unfortunately, though, the transition from paper to product is not always met so warmly.

In her paper entitled The Gap: Young Nonprofit Professionals Needed to Fill Executive Transitions in the Third Sector, Emily Davis points specifically to the "condescension and untrustworthy attitudes from older colleagues and people in leadership roles within organizations." (**)

My question is this:

How can we as young professionals allay the fears and misgivings held by our older counterparts, thus allowing ourselves to be more successful, without simultaneously sacrificing the attributes which make us different from those same counterparts?

Have you had any personal success in breaking down the barriers? Any horror stories from which we might learn something?

**I highly recommend the paper by Emily Davis referenced above. I read it and finally realized that I'm not alone. You can download it from the Greater Milwaukee Chapter of the Young Nonprofit Professionals Network at http://www.geocities.com/ynpnmilwaukee/research.html

When is it Right to Propose?

2006-12-28T14:10:00.000-07:00

Staring at the piled landscape that is my desk, I caught a glimpse of AMM 2007 Annual Conference Call For Proposals. I chuckle at the title: "No Museum is an Island" and think it could quite possibly read: "No Young Museum Professional Works on a Deserted Island" even if geography sometimes tricks us. I digress...
Nathan and I discussed the possibilities of Young Museum Professionals leading some sessions. What are we interested in? What topics would you like to see discussed? Would any of you like to present? Please post any possible topics up for discussion.

I'll give one topic that seems to be consistently interesting.

The Grad School Question

Discuss.

The Great Job Search

2006-12-28T12:59:00.000-07:00

Oy Vey! I just spent the past few hours compiling the very long list of job links in the right hand column of this blog. Thank you to those who submitted suggestions. I also welcome more additions. I hope people find this helpful. While almost every state has its own museum association, some do not include free job postings and therefore I did not include them on my list. FYI--they are in need of a museum director in The Turks and Caicos.

2007 Marketplace of Ideas

2006-12-28T10:16:00.000-07:00

I am going to use my bully pulpit for a moment to promote EdCom's upcoming Marketplace of Ideas and Read the Fine Print showcases for the 2007 AAM Conference here in Chi-town. This is a great opportunity to show off some of the cool things that you have been working on at your museums. The MOI is a chance for people to share new and innovative programs, educational materials, or research that they have been conducting at their institutions. The RTFP is a display area for museums to showcase some of their finest printed materials such as lesson plans, brochures, catalogues, and other publications. The application process is very easy for both. If you are accepted for MOI, you are provided with a table and equipment. You must stay with your program for the entire duration of the event (two hours), but you can also qualify for a free registration the day of the event.

This is an easy way to get involved professionally at a national level as well as take part in some of that valuable networking that we are frequently discussing. The deadline to enter is January 12. Contact me at NRichie@FreedomMuseum.US for an application or questions.

Software Headaches

2006-12-19T09:50:00.000-07:00

I guess this post is more of a question...…
What software do you use at your institution (specifically for tour scheduling)? We're looking to depart from the paper calendars, I've searched online and found some out of print/production, some that caused an immediate headache, and others I can't really commit to.

If anyone can provide stories of success or failure, please share. I think this will be very useful to others.

Hunting Season

2006-12-16T16:35:00.000-07:00

When I was ready to change jobs more than a year ago, I was in a frenzy to locate good positions. I mailed out more than 100 applications coast to coast and heard back from approximately 5-10% of those potential jobs. Needless to say, competition in this field is fierce. I am creating a new section for Job Links on the sidebar of this blog. I will catagorize websites by geographic region. If you have any good suggestions, please leave your feedback and I will post the link to the site.

Thanks!
Nathan

The Grad School Question

2006-12-07T20:39:00.000-07:00

One of the questions that I have been asked by several YMPs is whether or not it is worth it for them to go to graduate school to get their MA in museum studies or a related field. It's a question that each person has to figure out for them self. However, after looking back at my own experience, I thought of a few points to consider:

1. Feel confident in your decision. Going to graduate school should set you on a career path and not be a temporary time filler. I have met several people who went to grad school simply because they didn't know to do with themselves after college. That usually led to dropping out or receiving a degree that was never used. There is nothing wrong with changing your mind midstream, but avoid unnecessary heartache and debt by assessing your commitment to the program. And, if you are already working in the field, ask yourself if you can continue to advance without further education.

2. Graduate school is not like college. I loved my undergrad experience and made a lot of great friends. I went to grad school thinking that I was going to have a similar experience--boy, was I wrong. There are fewer people, they are in a different phase of their lives, they are fiercely competitive, and slacking off isn't an option. I know not everyone's experience is the same, but I think most would agree that the experience can be disappointing if you're expecting a sequel to your first four years.

3. Shop around. Not all graduate schools are created equal--especially museum studies programs. Learn the difference between a certificate and a degree. Also, plan ahead. If you think you are going to want a full degree (which, let's face it, if you are going to bother to take out a student loan and expend the time to go back to school, you'll want the full degree)then plan for it from the beginning. Also, some programs require that you get a degree within a larger field (art, anthropology, etc) and then take course work in museum studies, while others offer more general museum studies degrees.

4. Commit to finishing the program. I am very happy that I went to grad school and love my job, but every time I open that envelope from Citibank Loans I wince a little. I justify it in my mind as an investment in myself, but if I hadn't completed the program (which crossed my mind more than once) I would still be paying back my loans without the privilege of having the degree.

5. Know how you are going to support yourself. I know that there are a few people out there whose parents can pay for their graduate education (and they better be counting their blessings), but for the rest of us, we have to rely on jobs, spouses, and loans. I knew that I would have to work during graduate school, so one of the major selling points of my program was that classes were offered in the evening. If you can swing it, don't work while in school--or work as little as possible. Spend that time making the most of your graduate education by reading all of the materials, making sure your work is top notch, and seizing every opportunity.

6. Talk with people who have been or are currently in graduate school. Ask them about what they like and don't like about their program. Ask your mentor or employer where he or she went to school.

Grad school can be fun and rewarding, but it is also tough and wearisome. The greater sense you can have of what the grad school experience will be like, the better prepared, more successful, and happier you will be.

Other thoughts on grad school?

Networking: Wash, Rinse, and Repeat

2006-11-30T06:21:00.000-07:00

Yesterday over my triple non-fat caramel macchiato from a popular chain café, I was reflecting on my one-year anniversary as a professional in the museum world. So many things happen in just over a year, I’ve attended 1 AAM conference, 2 AMM conferences, the NAEA Museum Education Pre-conference, and the list goes on. You’d think after those networking opportunities I have a Rolodex filled with potential collaborators and wisdom providers. I don’t. That is not to say I don’t have some because I do. Let’s be honest it takes more than one session with a colleague to make a connection. So, how do we as Young Museum Professionals break into these groups of professionals and get to know each other?

Wash, Rinse, and Repeat.

This direction is not only for shampooing but also for networking: if you feel you didn’t have the opportunity to connect with those you networked with, try again. I’ve found sending out a personal note to those individuals you’ve made contact with at conferences is very beneficial. How many times do we get hand-written letters? Not often. We live by emails but if you switch it up this will make you different and memorable.

Attending more than one conference every couple years is also very beneficial. (Understanding sometimes it’s not financially feasible) Connecting with someone after a hiatus is great, if you can still put a face with a name and put him or her into context (What is your common experience, how did you first touch base). My first AMM conference, I met a very interesting colleague from Chicago, the following year I was delighted by his presence at the conference! A familiar face in a crowd, an anchor point, what’s better than that?

Hopefully these experiences will provide you with the opportunity to ask advice, to share stories, to find common ground, and maybe come up with potential programming opportunities.

Remember, networking takes time. So wash, rinse, and repeat if needed.

Please share your networking experiences and questions.

Internships: The Value of Knowing What You Don't Want to Do

2006-11-28T20:22:00.000-07:00

A few weeks ago I found myself arguing with my mom about the way I spent my summer more than ten years ago now. It was May 1996 and I was just finishing my freshman year of college at Colorado State University. I chose to attend CSU not only because it had the best program for what I thought I wanted to do (natural resources and tourism), but also because it was not too far from my home town--two hours, which is close in Colorado distance. I remember that beginning in fifth grade I wanted to become a National Park Ranger. It wasn't my affinity for Yogi Bear that inspired me, but a love instilled in me from a childhood of camping, traveling, and learning to enjoy the wonder of natural and human history. I was so certain that I wanted to become a park ranger that I spent much of my early life preparing for my future career. My first job was even working as a tour guide in a cave. During my freshman year of college when everyone I knew was either undeclared or changing majors weekly, I declared my major in the Natural Resource Department upon my first visit to campus.

When spring arrived and I had completed my first year, it was time for me to think about leaving the dorms, returning home, and taking a summer job to earn a few bucks. But one day I happened to stop by the career center in the student center. I don't know why or how I ended up there now, but I found myself leafing through all of the various summer jobs. There I found a listing for an internship with the Student Conservation Association as an interpretation ranger at Minute Man National Historical Park in Concord, MA. (Having grown up in the West, I really wanted to experience the East Coast and the history of New England which was totally alien to me). I knew immediately what I wanted to do. Thoughtless of what my parents wanted of me, I decided to apply for the unpaid position. I was soon accepted and somehow, after much conflict and hurt feelings, I finally got to Massachusetts.

It is hard for me to now measure everything that I learned that summer. All I know was that it was a completely transformative experience. I learned that I loved American History--so much that when I returned I added it as a second major. I explored New England extensively. I met wonderful friends, lived in a haunted house, drank my body weight in Sam Adams Ale, skinny dipped in Walden Pond, and got the first glimpse of what I wanted my future to be like. When I returned to CSU the following year, I was even more charged up for a life in the National Parks. After my sophomore year, I accepted a position as an intern at Chaco Culture National Historical Park in northwest New Mexico. It was another life-changing summer for me, but in a very different way. Not only did I gain a great deal of life experience, but I also got the first negative glimpse of life as a park ranger. I lived in a trailer in a remote desert. It was 80 miles to the nearest town to buy groceries. I met people who had worked in, what I thought was my dream job, for twenty to thirty years. Many of them never left the park; they chose never to marry or remained estranged from their spouses. There was even a suicide from loneliness. Now, while that was a unique experience only to me, it made me face the facts of my chosen career path. Things weren't always going to be camping and hiking. There would be a host of obstacles that I would have to overcome, or simply learn to cope with. By the end of that summer, my commitment to being a park ranger was seriously shaken. However, I did have the opportunity to work in the park museum. I saw how exhibits were made, objects were cared for, and stories were interpreted. I discovered a new love of museums and learned that I could be in a field that allowed me to work with artifacts, history, and people. I left New Mexico that fall with an altered vision of my future, but one that I have been pursuing with great satisfaction for nearly ten years since.

So, back to the argument with my mom. It came out recently that she (and with very good reason) absolutely did not want me to go to Massachusetts that first year. But, my dad interceded on my behalf and helped me follow my dream (maybe divorce can have a silver lining). Although I might have pursued a somewhat selfish cause, I can't imagine my life now if I had not made those important decisions. They not only helped me find the path to my present career, but in ways even unclear to me still, shaped the person I am today. I continued to pursue internships after those first years. Some were great successes and I learned what I could achieve. One was a terrible failure, and I tested the limits of my capabilities. But in all instances I personally grew. And, every internship I took was unpaid. I did get a small living stipend from the NPS, but it also came with a Ramen cookbook. Yet, for me, the value of experience far outweighed the minimal financial gain of a summer time job. It built my resume and prepared me to accept my first official museum job. It also gave me a competitive edge that managing a Taco Bell, no matter how much more lucrative at the time, could never have offered.

Any thoughts on internships? Had a valuable experience or wasted your time? I welcome your stories.

New to the Field

2006-10-17T14:48:00.000-06:00

Welcome to YMP! This site is dedicated to emerging museum professionals who want to connect with other people in the field to discuss issues young professionals face. In the coming weeks we will address such issues as career advancement, pursuing graduate school, navigating interoffice politics, and much more. If you have a question or comment, send me an email at nrichie@freedommuseum.us.

Nathan Richie
Education Program Manager
McCormick Tribune Freedom Museum
Chicago, IL