Presented by the Association of AE Business Leaders, cosponsored by AIA East Bay
Tuesday, May 10, 2016
$30 for AEBL and AIA members; $50 Guests
Successful companies large and small are using mentoring programs to tackle complex human-resource challenges such as increasing employee retention and satisfaction, developing leadership skills, improving workforce productivity, and enabling company succession plans.
There are many benefits to having a well-run mentoring program. Employees benefit from mentoring relationships because they have someone with greater knowledge and experience who becomes a valued adviser, while the mentor can teach and advise up-and-coming leaders, develop a better understanding of employee issues, and develop stronger communication skills. Other benefits include greater productivity in the workplace and identifying the next generation of leadership while streamlining succession plans.
This workshop will offer practical ideas and guidelines for starting or improving mentorship programs. Facilitator Marion Thatch of B-Distinct Consulting has over 30 years of working in the A/E/C industry, serving as an executive coach to many architectural and engineering business leaders, as well as successfully implementing mentorship programs. This session will include discussions about creating and managing a mentorship program, as well as relevant case studies, interactive learning activities, and a live, real-life mentor/mentee demonstration.
Topics for the workshop will include:
- Defining program objectives and developing a program that fits the culture of your company
- Determining the goals of the program (greater productivity, employee retention, financial gains, etc.)
- Structuring the program
- Who should be involved
- Getting buy-in from the entire company
- How the program should be managed and monitored
- Following up and quantifying the program’s success
Tuesday, June 23 – Saturday June 27, 2015
Tuesday – Friday: 9am – 4:30pm
Saturday : 9am-1pm
230 Wurster Hall #1820 Berkeley, CA 94720
The second annual architecture camp for underrepresented and at-risk youth needs volunteers!
Click here to volunteer.
This program, co-hosted by AIA East Bay and Fam 1st, exposes middle school students (12-15 years old) to architecture and design thinking as they assist Fam 1st with the development of their future Oakland-based Youth Center.
Volunteers are encouraged to take part in the camp from 9:00a-4:30p, and engage with our campers for the whole day. If your time permits, we’d love for volunteers to come for multiple days, so that the campers see familiar faces. Full-day volunteers are appreciated, but if you can only donate half a day, that’s great too!
Parking is limited at the UC Berkeley campus, so there will be 3-4 passes available for those who need them. Volunteers are strongly encouraged to carpool.
We’re looking forward to another successful architecture youth camp!
Click here to volunteer.
If you are not able to volunteer your time, donation of materials and money are appreciated.
an Emerging Professionals Event
Monday, April 20, 2015
6-8pm (participants will sign-up for a specific time slot)
$5 AIA Members, Architecture Students & Employees of Chapter Member Firms/$10 Non-Members
Click here to RSVP
Sign-up for a two 15-minute, one-on-one review sessions with architects on Monday, April 20th. These folks are experienced in the hiring process and have reviewed hundreds of resumes and portfolios. All registered participants must email their PDF resume (cover letter optional) to firstname.lastname@example.org by Noon, Thursday, April 16th. Portfolios will be reviewed on-site. Portfolio review is optional, one need not bring a portfolio.
Reviewers represent firms such as: Byrens Kim Design Works, BKBC Architects, Cathy Schwabe Architecture, Dahlin Group, David Babcock & Associates, Don Dommer & Associates, Gensler Oakland, HY Architects and UCSF.
Questions? Call Sidney Sweeney at 510/464-3600.
Thursday, November 20, 2013
Free–bring a bag lunch and come ready to talk!
1.5 CES LUs
The Intern Development Program (IDP) makes mentoring a requirement in any firm that employs licensure candidates. Whose responsibility is it to ensure the mentoring relationship is productive–for all involved? What works, and doesn’t work, in mentoring programs? Are the best relationships ones that aren’t tied to IDP or a firm at all? And what about reversing the traditional mentoring structure of the older, more experienced mentor and young protege? How can today’s emerging professionals help established architects grow and develop even further?