by Chris Holt, AIA, Chapter Secretary
Architecture has always relied on the transfer of knowledge from senior statesman to new professionals entering the industry. Like most of my peers, I have been influenced by those who have come before me, learning valuable skills and knowledge that is passed from one generation to the next. However, the profession of architecture is constantly changing and evolving; in nearly 18 years of architectural practice we have been witness to dramatic and revolutionary changes. These changes include the adoption of Computer Aided Drafting & Design (CADD), Digital Rendering, Building Information Modeling (BIM), Mass Customization, and Visual Programming. In addition to these changes, there is a rapid evolution within the business and practice of architecture, including Construction Materials/Systems, Business Management Tools, Contracts and Project Delivery methods, and the Regulatory Environment. This plethora of information is too much for one professional to master. If we are to continue the practice of architecture and grow through these transformative times we need an effective method to transfer knowledge amongst ourselves. To transfer this information, we need a new social network.
I know what you’re thinking, you just signed off of Facebook forever, concerned about your personal data being monetized. However, this new social network is in fact not new at all and doesn’t require you to install the next killer app on your phone. The network I am talking about is based on the ancient practice of mentoring. At the core, mentoring has two primary typologies, formal and informal. Informal mentoring is more common, based on connections made through authority relationships or networking events. Formal mentoring is less common and requires an organization to create and maintain a set of policies and programs focused on mentoring. Mentorship is a bi-directional relationship, there are opportunities for both parties to mentor each other and it requires that the mentor and mentee to be active participants.
The actual practice of mentoring can take a number of forms:
- Supervisory Mentoring – The mentor/mentee relationship mirrors the organizational hierarchy. This is the traditional understanding of mentoring.
- Mentoring Circles – A group forms around a common goal of learning a specific skill or set of skills. Each member conducts independent research and using group dynamics, they share the knowledge amongst the group through mentoring.
- Flash Mentoring – An organization creates a low-pressure environment where mentoring takes place in a single meeting without long term obligations.
- Situational Mentoring – An expert is employed to mentor an organization on a very specific set of tools or skills for a limited amount of time. (i.e. social media, accessibility, design software.)
- Near Peer Mentoring – The mentor/mentee are very close in age or experience and provide knowledge/learning opportunities that are relatable and immediately deployable.
For mentorship to be successful, it must be part of the culture of an organization, supported by passionate individuals. I have great passion for mentorship and over the last four years I have worked with my colleagues on the AIA Central Valley Board to reinforce the Chapter’s commitment to mentorship. Programs and events that highlight this commitment include the AIA / ARE Prep Seminar Series, Continuing Education Series, and the EP Mentor Match event. Additional opportunities for mentorship include serving on a one of our committees, volunteering to chair an event, and getting involved in an advocacy project. The strength of our Chapter is based on the passion our members bring when they attend an event, or volunteer.
Come out and support our social network. We have opportunities for formal and informal mentorship, with programs that can fit YOUR availability and interest. The future of the profession depends on it.