Bridging Generations Through Mentorship

Today’s workplaces are a blend of wide-ranging voices, experiences and ideas spanning generations. According to Gallup’s 2023 workplace report, Millennials now make up the largest share of the workforce at 35%, followed closely by Gen X at 33%, while Baby Boomers hold 25%, and Gen Z is steadily carving out its place. This generational diversity brings together seasoned expertise and innovative thinking that is reshaping how teams collaborate and evolve.

This mix of perspectives can open the door to transformative ideas, especially in planning and design. Younger professionals, adept at navigating emerging technologies and eager to challenge conventional methods, contribute insights that redefine processes and outcomes. Experienced colleagues complement this by offering the wisdom of institutional knowledge and mentorship, grounding bold ideas in practical realities. Together, these generations form a powerful dynamic that drives innovation and enriches the collective work.

Yet, this blending of generations also presents unique challenges. Differences in values, communication styles and approaches to work can create gaps in understanding. Misalignment between expectations and experience can lead to missed opportunities for collaboration. Organizations that embrace mentorship as a tool to bridge these divides find that it not only fosters understanding but also builds stronger, more adaptable teams.

At RDG Planning & Design, mentorship has become a cornerstone of fostering collaboration, curiosity and growth. I spoke with RDG’s Principal and People Team Leader Catrina Cook, Gallup-Certified Strengths Coach, about how mentorship plays a critical role in nurturing connections, supporting inclusion and preparing the next generation of industry leaders.

Mentorship as a Catalyst for Growth

Mentorship at RDG thrives on reciprocity, creating a dynamic exchange where everyone – mentor and mentee alike – benefits. “Mentorship allows us to tap into the strengths of every generation,” says Cook. “It’s about learning from one another, whether it’s a senior leader teaching process and strategy or a young professional sharing insights on new technologies. That exchange makes us stronger as a team and as an organization.” This collaborative learning is particularly vital in planning and design, where creativity and precision must work hand in hand. While new professionals often bring energy and a willingness to explore innovative solutions, seasoned colleagues provide the practical knowledge that ensures those solutions are effective. This duality enables mentorship to become a two-way street, where knowledge flows in both directions.

Cook highlights the importance of creating structured opportunities for this exchange. RDG University, the firm’s internal learning platform, offers workshops and training sessions led by experienced professionals, allowing essential knowledge to be shared widely. The Advocate Program, meanwhile, pairs team members with mentors outside their immediate teams, creating cross-disciplinary connections and encouraging collaboration across the firm. Cook points out that these efforts are especially beneficial for young professionals during the early stages of their careers: “Those first five years after graduation are almost like earning another degree,” she says. “Mentorship during that time can be transformative, helping new professionals establish themselves in the field and develop confidence in their abilities.”

Mentorship also helps young professionals navigate the industry’s rapid technological changes. “Right now, our industry is seeing rapid growth in how we use and innovate with technology,” Cook explains. “Often, new graduates are at the forefront of those changes. Mentorship becomes a two-way street: they receive guidance on industry knowledge and processes, but they also give back by sharing insights on emerging technologies. Everyone grows through that exchange.”

Mentorship as a Bridge to Inclusion

Beyond technical growth, mentorship fosters inclusion, creating an environment where all team members feel supported, valued and empowered to contribute. “Mentorship is key to fostering a sense of belonging,” Cook shares. “People can hesitate to ask questions, fearing they should already know the answers. Having approachable leaders who are open to guiding them creates inclusivity and builds trust across the organization.” This sense of belonging is especially critical for new team members who may feel apprehensive about their roles or unsure how to navigate a new workplace culture. RDG’s mentorship programs are designed to address this by promoting openness and encouraging team members to engage with one another.

In 2023, RDG welcomed its largest-ever class of 17 student interns, pairing each with a designated guide to provide one-on-one mentorship. The firm emphasized giving interns project work that offered meaningful insight into the design and planning process. At the same time, RDG prioritized fun and relationship-building, helping interns feel connected to the firm’s culture. “We want our interns to do more than observe,” Cook says. “They work on substantive projects that immerse them in our culture. We also want them to have fun and build relationships because those connections help them feel comfortable asking questions and forming bonds across the organization – both of which are critical to their growth.”

This inclusive approach isn’t just for students. Through listening sessions with younger team members, RDG has identified ways to create mentorship opportunities that resonate across generations, helping to foster communication and collaboration in an increasingly diverse workforce.

A Forward-Looking Commitment

The future of mentorship lies in its power to strengthen individuals and teams, preparing the industry to meet evolving challenges with creativity and resilience. For Cook, this work is a long-term investment: “Mentorship is a marathon, not a sprint,” she says. “Every time we sit down with an emerging professional to teach a process or walk them through a new challenge, we’re making a long-term investment in their career and in the future of our industry.” Programs like Kaneko Camps and the ACE Mentors initiative reflect RDG’s commitment to introducing younger and more diverse audiences to planning and design. By engaging students at an early age, these initiatives aim to build a more inclusive pipeline of future professionals.

Cook’s advice to young professionals underscores the importance of mentorship in personal and professional development: “Treat learning as a key part of your job, especially early in your career,” she says. “Soak up as much information as you can and be open to advice and guidance. When you find people who are willing to mentor you, invest in those relationships.” She acknowledges that the pressure to focus on productivity can feel overwhelming, but the rewards of prioritizing growth and connection far outweigh the cost. “The time you spend learning and building those relationships will pay off immensely in the long run – for your growth and for the connections you’ll carry with you throughout your career.”

To learn more about what it’s like to be an RDG intern, check out our 2024 Summer Intern Series.