Mentorship in AEC firms is often talked about in terms of technical expertise or executive leadership. But for Coordinators, mentorship plays a different—and equally important—role. January is Mentorship Month, making it a great time to pause and recognize how mentoring relationships help Coordinators grow, support their teams, and contribute to firmwide success.

Coordinators live at the intersection of people, process, and project execution. They keep pursuits moving, manage proposal details, coordinate communication, and help teams stay aligned under tight deadlines. Because the role requires flexibility, judgment, and constant collaboration, mentorship isn’t just helpful—it’s essential. It gives Coordinators the context, confidence, and perspective that can’t always be learned from a template or checklist.

Why Mentorship Is Essential for Coordinators

Much of a Coordinator’s impact happens behind the scenes, but its effect is felt across nearly every project and pursuit. Mentorship accelerates growth in ways that show up quickly—not just for the Coordinator, but for the entire team.

With the right mentoring support, Coordinators can:

• Feel more confident making decisions instead of second-guessing them
  
  
• Communicate more clearly and manage workflows more effectively
  
  
• Understand the “why” behind technical and strategic choices
  
  
• Move from reacting to requests to anticipating what’s needed next
  
  
• See clearer paths toward roles like senior coordinator, marketing manager, or business development lead

Because the Coordinator’s role varies from one firm—or even one team—to the next, mentorship often fills the gaps that formal training can’t.

Seeking Mentorship: Learning Up, Across, and Beyond

Mentorship doesn’t have to come from just one place. Coordinators tend to get the most value when they look for guidance in a few different directions.

Learning Up: Gaining Insight from Senior Leaders

Spending time with principals, project managers, and technical leaders helps Coordinators see the bigger picture. Mentorship at this level might look like:

• Sitting in on business development calls or proposal strategy meetings
  
  
• Reviewing narratives, resumes, or award submittals together
  
  
• Talking through how and whyleadership decisions are made
  
  
• Learning how to ask better questions that strengthen pursuits

These conversations help Coordinators understand firm priorities and recognize patterns—making it easier to anticipate needs instead of reacting at the last minute.

Learning Across: Building Peer and Cross-Functional Connections

Some of the most practical learning happens alongside peers and colleagues in other departments. Coordinators can benefit by:

• Swapping skills with teammates (for example, proposal QA in exchange for graphic formatting tips)
  
  
• Shadowing technical staff to better understand project language and delivery methods
  
  
• Picking up workflow or time-management strategies from operations or finance teams

This kind of cross-functional mentorship builds confidence and helps Coordinators navigate the organization more smoothly.

Learning Beyond: Expanding Perspective Outside the Firm

Mentorship doesn’t have to stay within the walls of the firm. Industry associations, professional networks, and training programs connect Coordinators with peers and mentors who bring fresh perspectives.

External mentorship can help Coordinators:

• Stay current on industry best practices
  
  
• Build a stronger professional identity
  
  
• Gain insight into different career paths and growth opportunities

Looking beyond the firm helps prevent siloed thinking and often sparks ideas that improve internal processes.

Becoming a Mentor: Recognizing the Value Coordinators Bring

Mentorship isn’t only about receiving guidance—it’s also about sharing it.

Coordinators are often the go-to experts in organization, deadlines, communication, and proposal execution. Those skills are invaluable to new hires, interns, junior technical staff, and even peers.

By mentoring others, Coordinators can:

• Clarify and improve their own processes
  
  
• Strengthen leadership and communication skills
  
  
• Increase visibility and trust within the firm
  
  
• Be recognized as dependable, collaborative team members

Strong mentorship cultures grow when people are willing to share what they know, not keep it to themselves.

Building a Mentorship Culture—One Relationship at a Time

Mentorship doesn’t need to be formal or complicated to matter. It starts with curiosity, openness, and a willingness to learn from—and support—others. When Coordinators seek guidance and offer it in return, they help create a workplace built on shared knowledge and continuous improvement.

This Mentorship Month, Coordinators can take the lead. Reach out. Ask questions. Share your experience. When mentorship becomes part of the everyday rhythm of work, both careers and firms become stronger.