PLANNING YOUR OWN PROMOTION
+ 10 CAREER QUESTIONS TO ASK YOURSELF

This piece was written by Pamela Anderson-Brulé, FAIA, President and Co-Founder of Anderson Brulé Architects.

I believe that career and promotion planning must be an equal responsibility for an employee and employer. There must be a proactive and positive development plan to grow and expand an individual’s skills and responsibilities, and that growth must include market appropriate salary increases.

Many architects, and especially women, treat this very important process with a passive, wait and see, “I hope they notice my value”, “I am sure I am not worthy” methodology.

If you do not recognize your value, neither will your employer. If you do not have self-confidence, you will not garner confidence from them. If you do not bother to do appropriate market-based research on your skills, responsibilities and salary ranges within our industry, and yet complain that you are not equally paid, then you are not fighting for the very equity that women are working so hard to achieve.

This piece was posted by Megan Blaine, AIA, Founder of Blaine Architects. It was written by a former colleague of Megan’s as a call to action.

Believing in gender equity is not just a female issue. We need support from everyone, including men. We know most men believe in equity, but they often aren’t aware of gender discrimination in the workplace, and perhaps more importantly, they don’t know what to do about it.

We're recruiting male allies or “Manbassadors”, if you will, to help combat the subtle ways that gender discrimination creeps into our workplace. You don't have to sign up, declare your intent, or march with a sign. By doing any one of the small actions below, that's it; you're part of the movement. 

Take a look at this list of surprising things that happen to your female coworkers, and the small steps you can take to be an advocate for gender equity.

This piece was written by Katia McClain, AIA, DBIA, LEED AP BD+C, Associate and Managing Director at LPA.

A couple of weeks ago, my friend's 13-year-old son had a homework assignment regarding women in leadership and equity for women. He asked me if I knew how many current world leaders, head of state of government are women. My answer was 20 and I was short by 9. As of January 2017, there are currently 29 female leaders in the world - the lowest number in several years. Included are women such as Queen Elizabeth, Angela Merkel, and Michelle Bachelet. Some have inherited the position, but most have fought hard for it. But while the imbalance in these figures continues to be a struggle, there are other ways women have taken hold of powerful leadership positions. 

We don't have to be "world leaders" to truly lead and affect our world. There are women that are not the head of any government, but in this age of social change, technology, and social media, they have great influence in our community. I think of women like Mother Teresa, Oprah Winfrey, Sheryl Sandberg, and Malala Yousafzai, who, when they speak, with their callings and passions unique as a fingerprint, they inspire us all.

This piece was written by Mariana Alvarez Parga, AIA, Director of Architecture + Sustainability at MADI Architecture + Planning. It was inspired by a few books and videos listed at the bottom, as well as a conversation with her best friend and colleague, Jorgelina Roset, General Manager at Blaisten SA in Buenos Aires, Argentina.

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As soon as I started reading Tribe, a new book from Sebastian Junger where he explains our evolutionary heritage from tribal behavior, I couldn't help but think about his message applied to a firm’s leadership. As I read along and realized that his message was about our society’s flaws, it made perfect sense to interpret it for the small scale society that is work.

In his book, Junger explains that a big struggle for returning war veterans is their reentry into society (or lack-of). This is because they are coming from a “tribal” environment where they had a defined role and responsibility towards the group, but that vanishes when they can't clearly see how they're needed in the society they are returning to. Their sense of belonging and self-worth is almost non-existent when they return, and Junger explains that it's not the veterans but society that's the problem.   

Written by Patricia Galvan. This piece is dedicated to Kevin Davies, AIA and David Whitney, AIA, two architects whom I admire for their professionalism, hard work, patience, and dedication to mentoring design professionals.

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At the top of my annual review questionnaire this year was a quote by the notable late architect, Zaha Hadid,

“You have to be very focused and work very hard, but it is not about working hard without knowing what your aim is! You really have to have a goal. The goal posts might shift, but you should have a goal. Know what it is that you are trying to find out.”

While the quote was meant to inspire me to think about how my professional goals dovetail with the firm’s goals, I’ve had some extra time while on maternity leave to slow down and reflect on all of my accomplishments, both professional and personal. My life is about to change dramatically as I prepare to welcome my first child into the world. I don’t know what the future holds, but I know how I grew to be who I am today. Zaha Hadid’s quote reminds me of a time, early in my career, that was loaded with objectives, focus, hard work, and the development of critical professional relationships.