Connection
Mentoring the architects of tomorrow
Expanding equity and diversity through mentorship
As an industry, we are facing a pivotal moment of multifaceted change. Successful leadership in this new landscape of work will require project architects and firm owners to inspire and retain their staff while leading them through daunting project deadlines. In addition to building technical capabilities in rising talent, effective architects will need to build their soft skills — including leadership, communication, empathy, and mentorship. It turns out that mentorship is actually an extended conversation on leadership and an essential tool for finding people who are slipping through the cracks. The past year has highlighted more than ever that mentorship is about providing help to those who need it most. Furthermore, mentorship is an important pathway to raising our collective work on equity, diversity, and inclusion. Intuitively, we know mentorship is important. But how do we make mentorship a priority when our inbox is full, our submittal review list is growing, and another meeting was just added to our calendar? How does mentorship show up in the crossfire of busy project deadlines? Why is mentorship a crucial piece of our career puzzle, and what makes it effective? And how do we train our teams to be nurturing mentors and proactive mentees? Mentorship is among the most critical skills for successfully advancing in the field of architecture. Emerging professionals rely on mentors to help them grow and navigate their career trajectories. Seasoned architects must learn and practice being mentors on their project teams and within their studio leadership positions. The mentor-mentee relationship is an essential part of the practice of architecture, and yet it is undervalued and underutilized in day-to-day firm operations and management.
How Mentorship Supports J.E.D.I. The AIA recently expanded “The Guides for Equitable Practice” to include a section on mentorship and sponsorship. We highly recommend that readers explore this document for detailed research into the subject matter; however, for the purposes of this article, we’ll briefly share an overview of how mentorship supports diversity. 1. According to the guides, “Mentors can help increase access to professional and academic opportunities for underrepresented groups, such as people of color and firstgeneration college students, and expand their professional options.” 2. Mentorship is proven to increase hiring and retention outcomes, particularly with underrepresented populations. An emphasis on mentorship allows for a greater level of communication that is required to effectively support shared conversations on career development and career challenges. Individuals who feel supported by their firms are therefore more likely to stay with their companies longer. 3. Mentorship also improves firm culture, directly and indirectly, by elevating the individual experience and the overall business performance of the firm. At the individual level, this happens through career advancement. At the practice level, it is reflected in the profitability of the firm through team performance.
Above: AIA Guides for Equitable Practice, Mentorship and Sponsorship
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