I began full-time work on The Mentor Model in December 2017, after years of observing, researching and practicing various teaching methods. After three months of test marketing and refinements, I launched this website in March 2018.
Prior to starting this endeavor, I worked for 25 years in Consulting and Project Management at six different firms, with over 100 industrial and municipal clients. Although I never planned it this way, during my career I had the opportunity to work at two small firms (five or less employees), two mid-sized firms (70 to 150 employees) and two large firms (2,000 to 5,000 employees). From that experience—and a few years collectively spent on-site at client’s facilities—I was able to directly learn under many different leadership styles and witness the associated long-term or short-term viewpoints. A constant theme I observed was a profound short-coming in the area of mentoring junior staff, with virtually no mentoring even attempted and never any effort to attach positive incentives to this important role. That common oversight affected me for a long time.
During the first 15 years of my career, I was always working hard, but ended up drifting as an “office minion,” even though I had a 4-year college degree in a field (engineering) that technically matched my job. During the last 10 years, I benefitted from two brief mentoring experiences which had lasting positive impacts on my professional career and beyond.
After spending 34 years in Upstate New York (Rochester and Buffalo), I moved with my wife and two daughters to Nashville for about four years, then arrived in Dallas in 2008.
For further information please contact: Steve@mentor-model.com