The benefits of a mid-career mentor

Architectural education has its roots in the apprenticeship model. When you first entered the profession, senior designers and project managers likely introduced you to building codes and flashing details. However, you may be several years and promotions into your career before starting to wonder, “Do I have a true mentor? Would I benefit from having one?” 

Nearly half (47.6%) of designers seeking licensure benefit from access to a professor or mentor, according to the 2020 Baseline on Belonging survey by the National Council of Registration Boards (NCARB) and National Organization of Minority Architects (NOMA). That leaves more than half of the design workforce without “someone who has your back, who supports you … and who cares about your day-to-day career,” says Meghan Webster, AIA, co-managing director at Gensler's Chicago office. 

Though you may be far enough along in practice to mentor other designers, you can still benefit from being a mentee. “Mentorship looks different when you’re in the mid or senior level of your career,” Webster says, “but it is even more critical sometimes than [in] the first part of your career. It is always worth engaging mentors at different stages of your career [because] you always need to look ahead at what is tangibly your next step.” 

Mentors can also become sponsors, people who are actively positioning you for opportunities, she continues. Experienced and even retired professionals, for example, might be connected to corporate and nonprofit board positions. 

Mentors can also be newer to the profession than you are, says Amanda Bridges, AIA, a San Francisco–based architect and adjunct lecturer at Berkeley College of Environmental Design. With the pace of technological advancements and changes in how people work and communicate, “you can get valuable insight from people who are less senior than yourself.” 

Bob Borson, FAIA, Dallas, Texas–based principal at BOKA Powell and creator of the website Life of an Architect, agrees: “In an idealized world, the mentee–mentor relationship goes both ways.”

Where to find a mentor

Seeking a mentor might seem difficult or awkward when you’re an experienced designer, but leaders in architecture generally want to support other motivated architects in the field. If you want to look within your organization, Borson cautions against choosing a direct supervisor. In small firms, this pairing might inevitably happen, and it can be successful, he says, but “try not to do it. It gives you more freedom [to talk openly], and you’re going to learn from [your supervisor] day in, day out. Get another flavor elsewhere.” 

Industry associations, including AIA, NOMA, and NCARB, provide opportunities to meet prospective mentors outside your firm. “Groups like the AIA are great for finding mentees and mentors because these are people that work all day long doing architecture … and in their spare time, they go to another organization and do more of that stuff,” Borson says. “You have a whole demographic from young to more senior people that have demonstrated a capacity for giving back and doing more.” 

Local association chapters are another resource. Bridges has made connections by serving on the board of the Architectural Foundation of San Francisco while Webster has met mentors through the Urban Land Institute’s (ULI’s) Women’s Leadership Initiative and ULI Chicago. Universities, former professors, department chairs, and deans can also offer leads. 

Along with looking for mentors on either side of your experience level, you may also find valuable camaraderie among your peers. Every other month, Webster meets about a half-dozen women in similar stages of their professional and personal lives, but who span different sectors, including law, tech, and business. One of her friends organized the group, in which they discuss situations they face.  

“I appreciate seeing, across different industries, how common some of the things are that we’re dealing with,” Webster says. The collective also shares ideas and tools for addressing challenges. Naturally, group members become contacts for future collaborations and job opportunities, Webster says. “It bleeds into a broader relationship network that is vital to anyone’s career.” 

What to look for in a mentor

A mentor ideally has a skill set you want to develop or is leading initiatives you’re interested in pursuing. Bridges recommends seeking mentors who are candid, honest, and transparent, which will help you be candid, honest, and transparent during your meetings. 

“Find people who resonate with you,” Webster advises. “You don’t need to force it, but also ask yourself, ‘What can I contribute to this conversation? What am I trying to learn from this person?’” If the fit seems good, broach the topic of becoming their mentee directly. Ask them for lunch or a short meeting. “You can say, ‘I would like to work with you in a mentorship capacity and be a mentee of yours because I admire XYZ [qualities of yours],’” Webster says. 

Though not everyone has the time, interest, or disposition to be a mentor, Borson expects people who are active in their profession to respond positively to a request. “They may not end up being the type of mentor you need based on their time, experience, and willingness,” he says, “but I doubt they’d say, ‘No.’” You can create a “mentor by aggregate” scenario with multiple mentors advising you in different areas, he adds: “Quite honestly, that might be the best thing you can do.” 

What to ask a mentor

At his firm, Borson mentors about a dozen designers, from recent graduates to associate principals with more than 20 years of experience. Conversations with more senior-level mentees tend to focus on cultivating skills in leadership, management, and business operations, he says.

Navigating client dynamics, building teams, and presenting effectively are all practical topics of discussion, Bridges says. They can also open the door to discussing more “intangible” subjects, such as how to feel less isolated in the profession. Bridges has spoken with her mentors about having a family as an architect, balancing teaching with practice, and the importance of mental health breaks. “Some of these conversations are ones that you didn’t even know you needed,” she says.

Bridges also recommends finding mentors in other fields and areas of interest. “Many people can speak to what great leadership or great teamwork looks like,” she says. “I don’t think it only has to come from architecture.” 

Making the most of your mentorship

To make the mentor–mentee relationship meaningful for all parties, you will have to take the initiative. Your mentor is already giving you the gift of their time and experience. You have to bring questions or ideas for which you’re seeking feedback. As a mentor, Borson says, “I’m the navigator. If they don’t show up with the car ready to go somewhere and they’re waiting for me to tell them what we’re doing, it’s not going to be as productive or fruitful for them.” 

Bridges advises researching the mentor’s life and experiences to help source ideas for questions but also allowing the conversation to flow in natural or unexpected directions. “Be honest with yourself and with them about what you need, who you are, and how they can best help you,” she says. 

After meeting with a mentor, Webster recommends sending a follow-up note to express your appreciation and, importantly, to set up a follow-up meeting. “It’s not hard stuff, but you’d be amazed at the number of people who don’t do that,” she says.

Regardless of whether you meet every month or every quarter, virtually or in person, “mentorship only works when it’s recurring,” Borson says. You and your mentor can review previously discussed goals and ensure you’re on target with objectives. “If you can’t look back over time to see that you’re on the right path, there’s no value,” he explains. “You might as well read a self-help book.” 

Wanda Lau is a freelance writer covering architecture and design and a former editor if ARCHITECT magazine. She lives outside Chicago.