The Power of Mentoring in the Modern Workplace: Driving Connection and Growth in Comprehensive Project Management

In today’s dynamic work environment, building strong connections, fostering professional growth, and creating quality engagement is more important than ever. Within our PM/CM group, a unique approach has been built on the time-tested principle of mentoring to close the gap on today’s challenges to professional development.

Through the Development Advisor Program, mentoring has been reinforced as one of the most impactful ways to cultivate organizational values around community building, while strengthening team culture and their work with clients. Since launching the program in 2019, it has become a cornerstone of the group’s strategy for professional development, employee retention, and creating a supportive workplace culture.

Why the Mentoring Program Was Developed

Back in 2019, the PM/CM team sought to improve the consistency in how professional development and mentoring were approached in a quickly evolving work environment.

It’s common for staff to work with one supervisor for three to four years on a project then transition to a new supervisor when deployed to a new project and client. With different supervisors there naturally would be variances in approach to mentorship and on the job training. The result could at times be a range of experiences depending on a person’s placement on project teams. To address this, the team’s new approach entailed designing a structured mentoring program that would provide every team member with the opportunity for consistent personal connection, professional advocacy, and growth.

The initiative would become a vital tool in unforeseen and unprecedented circumstances. As the program took shape, it would keep the team connected through one of the most challenging periods for businesses globally—the COVID-19 pandemic of 2020.

During a time of uncertainty and remote work, the mentoring program became a lifeline for employees, providing them with consistent support, encouragement, and a sense of community. Since then, the program has grown to include more than thirty mentees and eleven development advisors and continues to grow.

How the Program Works

At the heart of the Development Advisor Program is the 360° performance evaluation process. Through this, mentees receive valuable feedback from a variety of sources, including their direct supervisors, clients, industry partners, and their colleagues. This feedback serves as a critical tool for professional development, allowing mentees to gain deeper insights into their strengths and areas for growth. More importantly, it provides transparency on where they can improve, helping them create a clear roadmap for their personal and professional development.

The Development Advisor Program isn’t only about performance evaluation—it’s fundamentally about connection. Mentees and mentors meet on a monthly basis to connect on a personal level.

In addition to personal connection, this provides meaningful time to discuss any challenges, celebrate areas of growth, review goals, and take time for the mentor/mentee to connect on other meaningful topics they have top of mind. These regular check-ins offer mentees an advocate for their growth and development, someone who not only helps set and achieve career goals but also acts as a trusted sounding board. This mentorship fosters a deeper sense of belonging within the team, contributing to more engagement and satisfaction at work.

The Impact of Mentorship

The results of the mentoring program have been notable both internally and externally. Mentees and mentors consistently report feeling more connected to their colleagues and the organization. They value the advocacy, guidance, and feedback they receive, which in turn has had a positive effect on their professional development and overall workplace engagement. Mentors will share how the role has been an enriching experience for them as well, making this program truly a win-win experience.

The Development Advisor Program has uniquely played a crucial role in employee retention. In a time when workforce turnover has been high across all industries, having a structured system of support and development has proven to be a key factor in keeping talented professionals engaged and committed to the organization. By providing a safe space for team members to connect, it supports awareness and communication from the field to mentors. The result is greater cohesion and a sense of belonging amongst the group as a whole.

Mentorship of staff has intrinsic value for clients as well. When staff engagement is high, this translates to better outcomes for projects. Team members have vision for where their talent contributes the most value and they find ways to express that value in the context of their roles and work. As collaborative engagement increases so does problem-solving, innovation and risk management – staff are incentivized to express their leadership, ask questions and contribute to team outcomes.

This program has become a core part of the project management culture, driving a sense of purpose and connection that permeates through the team. By focusing on both personal and professional development, a workplace environment has been created where people feel valued, supported, and empowered to grow.

Looking Ahead

The Development Advisor Program is now in its fifth year. Looking to build on its success in the future, the program aims to expand its reach and influence growing organically as the team grows. In addition to day-to-day mentoring activities, the mentor team also serves as a valued think tank for business unit leadership around supporting team and people-forward strategies. In a time where the needs of the workforce are constantly changing, having a cohort of mentors to be thought partners for leadership has been invaluable in shaping strategy and investment for approaching the growth of our most important resource, people.