40 Under 40 Symposium: Mentorship BY ON-SITE STAFF
T
he spotlight was shining on career development when On-Site Magazine hosted its first 40-Under-40 Symposium, a nation-wide virtual event held live on September 28. The two-hour event explored mentorship from multiple perspectives, featuring past On-Site 40-Under-40 honourees in one panel discussion, followed by three construction companies examining the evolution and benefits of their own mentoring programs in a second session. Both panels were moderated by On-Site editor, Adam Freill.
mentoring relationships as part of a company culture. “Everyone wants to feel as though they have someone who’s looking out for them,” said Zach Ellis of ECB. “It gives you a sense of safety and makes you want to stay.” New recruits at ECB meet with potential mentors in a formalized setting, and the company works to Panel 1, clockwise from top left: Adam Freill, Alicia Milton, Jesse align and find good fits. Unke, and Mat Baranowski. RJC Engineers uses an onboarding buddy program that pairs newcomers with senior team members, explained Cora Pulnicki. Following that initial introduction, it’s up to the individuals to develop that BE PROACTIVE relationship, but her company has A key takeaway from the first panel plenty of internal knowledge sharing was the importance of being bold opportunities for employees. and asking for assistance. All three James Dawson-Edwards of of the panelists noted how their Graham Construction noted how his mentoring experiences were inforcompany once tried forcing a mentoPanel 2, clockwise from top left: James Dawson-Edwards, Adam mal at times, but very rewarding. ring program on employees, and in Freill, Cora Pulniski, and Zach Ellis. “People want to help, so don’t most cases the relationships didn’t be shy to introduce yourself and ask stick. He’s found the most rewarding people for advice and build informal relaand enduring relationships develop organand also a direct connection to help network tionships that way,” encouraged Jesse Unke, ically, although with support through the in the company and across the industry. president and CEO of Maven Consulting organization. All three also recommend construction in North Vancouver (40-under-40 class of Pulnicki added the post-COVID hybrid associations with young-leaders groups as 2020). work environment makes it more challenging opportunities to meet mentors and network. For Mat Baranowski, operations to onboard, but having a dedicated mentor is Baranowski said that storytelling is a manager, B.C. region, with PCL (class a formalized networking opportunity. key skillset of a great mentor. “Those stories of 2021), he’s been able to bond with They all believe mentoring is going to tend to stick in your mind along with the co-workers. While recognizing PCL’s formal happen organically if your culture breeds it, lessons learned.” mentoring programs, he notes the culture advising to make it a priority to harness its With career progression, all three of mentoring is “engrained” in everyone. potential. “The more people are supported, panelists now find themselves mentoring the “I call it the convenience of proximity,” the more confident and competent they will next generation. Unke has become involved said Baranowski. “I’ve had supervisors that be,” stated Dawson-Edwards. “If you want to with UBC Engineering’s mentoring program, I’ve been able to lean on and really build a build your company culture to be supportive, and he encourages young employees to take mentoring team.” this is one of the best ways to do that.” advantage of all programs. “If your company It’s been a similar experience for Alicia The title sponsor for the 40-Under-40 has a mentoring program, put your hand up Milton, general manager Ledcor in VancouSymposium was Revizto, an integrated to be a mentor or mentee.” ver (class of 2021), who finds the supportive collaboration platform. The individual COMPANY PERSPECTIVE culture within Ledcor led to more informal sessions were sponsored by Borden Ladner Organizations place attracting and retaining mentoring through many different leaders. Gervais LLP (BLG) and GC Pay, and supportemployees as key priorities, and engagement All agreed that establishing a mentor ing contractor sponsors included EBC Inc., is key to retention, so Panel 2 looked at within a company provides a trusted advisor EllisDon and Pomerleau. on-sitemag.com / 37
