By Michelle Moser, Director of Marketing and Communication, SBI
Mentorship Programs for Generation Z in Associations
With every new generation entering the workplace, employers have constantly sought ways to nurture and develop young talent. Generation Z (typically defined as those born between the mid-1990s and early 2010s), the newest generation to enter the workplace, is the most digitally native, socially conscious, and diverse generation to date. However, like every emerging workforce, they also face uncertainties about navigating their careers. This is where mentorship programs can play a crucial role in guiding and empowering them as they transition from education to employment. Many business and trade associations implement mentorship programs, specifically for this reason.
When Millennials (born between the early 1980s and mid-1990s) entered the workplace in the mid-2000s, the hot topic around many water coolers was how to successfully integrate this highly technological generation into the workplace. While Millennials adapted to rapidly evolving technology, Gen Z is the first truly digital native generation. Employers face new challenges to help bridge the experience gap in an ever-changing business landscape where home offices are ubiquitous and the office water cooler is almost obsolete.
Obstacles Gen Z May Face When Entering the Workplace
- Digital Frustrations – Gen Z may struggle with workplaces that haven’t fully embraced digital transformation or have outdated tech infrastructure.
- A Different Kind of Office – Gen Z is entering a workforce where remote and hybrid work models are more common, potentially making it harder to build in-person relationships and learn through observation.
- Work and Life – Gen Z often prioritizes work-life balance more than previous generations, which can clash with traditional workplace expectations.
Why Mentorship Programs Matter for Associations
Associations provide an excellent opportunity to help mentor recent graduates or those new to the workplace in a low-pressure environment in order to support and help transition into a role in a positive and rewarding way. Associations typically bring together experienced professionals and leaders within the industry who newcomers can connect with for guidance, knowledge sharing, and career advice.
- Connecting New Talent with Seasoned Expertise – Many early-career professionals are entering the workforce with strong technical skills, but they may lack practical workplace experience. A mentorship program helps them build experience by connecting them with seasoned professionals who can offer advice, share lessons learned, and provide real-world perspectives.
- Career Guidance and Clarity – Research shows that Gen Z tends to place an emphasis on finding purpose in their careers that aligns with their values. Mentorship allows them to explore different paths, gain insights into industry trends, and make informed decisions about their future. Mentors can help them understand how to align their beliefs with professional goals and provide direction for career progression.
- Building Soft Skills – While this generation is highly adept at technology, soft skills such as communication, teamwork, and problem-solving can take time to develop. Through mentorship, younger employees can receive feedback on these areas and grow into more well-rounded professionals.
- Networking Opportunities – Mentorship opens the door to broader networking within the association. Mentors can introduce mentees to other professionals in the field outside of their place of employment, helping them establish connections that could lead to future opportunities.
- Confidence Building – For recent graduates, the workplace can feel intimidating. Mentors provide a safe space for mentees to express concerns, ask questions, and receive encouragement. An association-based mentorship also fosters authentic conversations, unencumbered by internal performance pressures.
Best Practices for Mentorship Programs
Many associations offer formal mentorship programs designed to pair newer members with seasoned professionals, creating an intentional and structured learning environment throughout the year or during large events, such as annual conferences.
- Clear Objectives – Define the goals of the mentorship program from the outset. Whether it’s to develop leadership skills or gain valuable advice, having clear objectives ensures both mentors and mentees are aligned.
- Careful Matching and Structured Support – Associations should pair mentors and mentees based on compatibility in terms of career goals and values. Providing a framework, such as regular meetings and goal-setting, ensures the program stays on track and participants find it valuable.
- Expectations and Training for Mentors – Clear guidelines should be established for mentor qualifications, along with an understanding of the program’s time commitment. Mentors should receive training on effective communication, constructive feedback, and active listening.
- Encourage Two-Way Learning – Mentorship is not just about imparting knowledge; it can be a reciprocal learning experience. Gen Z brings fresh perspectives on technology, social media, and cultural shifts from which mentors can benefit. Encourage an open dialogue that promotes learning for both mentors and mentees.
Mentorship Programs in Action
The Association of Academic Health Science Libraries(AAHSL) offers two programs that connect seasoned professionals with those early in their careers. These programs help mentees tap into the broader network of professionals and learn from the experience and wisdom of established leaders.
- New Director Buddy Program: This program pairs experienced AAHSL directors with newly appointed directors. It helps new directors engage with the association, build professional networks, and receive guidance on early-career challenges. AAHSL provides guidelines on how and when to connect, as well as key points of discussion, such as trends in the field and available resources.
- Leadership Fellows Program: This program prepares emerging leaders for director positions in academic health sciences libraries. Through online learning and mentorship, participants gain exposure to the larger community of health sciences library leaders. With clear expectations for both mentors and mentees, the program has achieved remarkable results, with 63% of participants securing permanent director positions. Each cohort pairs mentees with mentors for virtual and in-person events, and the program is led by the Future Leadership Committee and the association director.
“The most valuable part of the program was the people—facilitators, mentors, and fellows. We shared our experiences and held open discussions about the challenges and rewards of leadership. As a fellow, my site visit gave me firsthand experience with another academic health sciences library and introduced me to high-level leaders both inside and outside the library.” — Amy Blevins, AAHSL Fellows Participant, Indiana University School of Medicine, Ruth Lilly Medical Library
Learn More about AASHL’s Fellowship Program
Thinking of growing mentorship programs or other professional development opportunities within your association? Our staff at SBI Association Management are here to offer strategic expertise. Contact us today to get started.
