I went to Phoenix this past weekend with an open mind, my brain a ready
sponge to absorb all the intelligence, wisdom and collective experiences
of AIA Women in leadership roles from across the country. What I came
back with was something more profound and transforming than words can
adequately describe. In the course of 48 hours, the lines between
speakers and attendees, strangers and old friends, seasoned leaders and
emerging architects became blurred by indigenously warm, open dialogue
about matters close to our hearts.
The sold out event of 200 participants was the third in a series of summits started by the Boston Women Principals Group in Chicago 2009 and followed by Kansas City in 2011; the 2013 AIA WLS Summit in Phoenix
was envisioned as a gathering of various Architects in leadership
roles, including: Principals, Educators, Owners, Designers,
Environmentalists and Innovators.
There
was so much to learn, so much to be inspired by, so many connections to
make, and yet the time was too short; not enough time in the "Maxed
Out" lives we mutually lead to allow more discussion on the issues that
matter the most. What amazed me the most is that with all the challenges
that women in architecture continue to face, the majority of the summit
conversations was not of complaints or opportunities lost, but
exemplary presentations of resilience, perseverance, and sheer
brilliance in design leadership. Topics ranged from "How to Win Work" to
"Why losing can be transformative"; from the idea that "All-Nighters"
fail to improve a project's outcome" to discussions of how Paid Family
Leave and Flexible hours could help in talent retention. The most
poignant dialogue of the event focused on answering the question: "How
do we continue to produce good work while negotiating fair fees that go
beyond surviving?
Read MoreFor the past three years I have
been mentoring two young architects. We have ended this relationship as
informally as it began, when one found a new position in a great firm
and the other won a design competition abroad.
I
didn't work with either architect at their respective firms, but such
is the close-knit architectural community here in San Francisco that I
found myself informally mentoring them when they started their careers
during the recession. As with many of these mentorships which I take on
from time to time, this happened easily and naturally. We got to know
each other during social and professional settings; quickly a
relationship formed. I wanted to help and guide. They wanted someone
(who was not their supervisor or co-worker) to talk to. While mentoring
takes time and commitment, the time together can be quite easily
productive, even when it is informal. Over coffee or after-work drinks
we talked about work schedules and commutes, dealing with unprofessional
colleagues, pay disparity, the latest projects in the pipeline, and the
etiquette in approaching principals who moved to new firms.
Read MoreThe first time I
really started thinking about the phrase 'sponsor' is when I read Sheryl
Sandberg's book ‘Lean In’. She explains it quite well and it made so much sense
to me. There is a fundamental difference between a mentor and a sponsor, and
Rosa touched on this in the last post. A sponsor is somebody preferably within
your organization who is there, physically and emotionally, who will bat for
you. A mentor is a person invested in your growth, but more from the sidelines
as opposed to being in the middle of the day-to-day operations. That's how I
understand it at least.
While thinking
about this, I remembered seeing 'The Hunger Games', a perfect example of how
sponsorship works. You might think "What does the movie have anything to
do with what we're talking about?", but hear me out...
Read MoreAn interesting discussion with
an architect colleague a few nights ago followed by the timely discovery
of this article the next day on Quartz called "To get promoted, Women need Champions, Not Mentors" brings us to an interesting point for discussion. Providing a resounding affirmation within the title, the article references Sylvia Ann Hewlett's book "(forget a mentor) Find a Sponsor" , which makes a compelling case for why Sponsorship is more powerful than mentorship in terms of career advancement.
Who’s pulling for you? Who’s defending your position? Who’s suggesting you for
the lead role in the next project? Odds are this person is not a mentor
but a sponsor. Mentors can
build your self-esteem and provide a sounding board - but they are
likely not the ones who will help advance your promotions or career.
Read MoreThere has been much discussion raised about "Why are women leaving
Architecture?" and more broadly, "Why is the profession losing key
talent?" Both women and men practitioners are disillusioned by the myth
of work/life balance: Women are grappling with "have it all"
expectations of juggling family time with the demands of full-time
work. Men are struggling to support their families solely on an
architect's salary and fall back on spouses to maintain their jobs while
re-evaluating roles of primary caregiver. The lack of affordable
childcare and the high cost of living only magnifies the challenges.
How did we end up in this modern family dilemma? What can we do to
improve the situation?
Read More