// AIA California, Working for You
Greetings from the AIA California Office.
Across the profession, we hear how changing demographics coupled with intense economic pressures facing firms have significantly impacted leadership development. We’ve all heard alarming statistics about the number of interns pursuing licensure and even once they are licensed, they are not entering traditional practice. What will this mean to the future development of leaders in our state? Who is ready to assume leadership in your firm? How do we ensure the future health of this profession?
To effectively address this challenge, AIA California is taking proactive steps to support emerging professionals in meaningful and tangible ways. AIA California offers a variety of programs and initiatives designed to guide and empower the next generation of architects – a new one we’ve launched in 2025 is the EP Leadership Academy.
This program combines virtual and in-person learning experiences, delivering curated educational content that builds essential leadership skills while fostering valuable connections across the state. By investing in these future leaders, we strengthen both the profession and the broader community it serves. Participants have opportunities for meaningful growth both individually and through collaborative projects that benefit local AIA components; attendees apply learning in real-world context through their year-long experience. Participants use industry leading tools and resources, including the Clifton Strength Finders assessment and Dare to Lead by Brene Brown.
This program is just one small way we’re helping, but it is not enough. To extend the profession as strong and viable, we need everyone in the profession – in firms of every size and in every community – to commit to these basic principles:
1. Create Clear Mentorship Opportunities
Pair emerging professionals with experienced architects for ongoing mentorship. Structured guidance helps them navigate early career challenges, understand firm culture, and build confidence.
2. Encourage Professional Development
Support licensure goals and continuing education by covering costs for ARE exams, AXP hours, and industry events like conferences or workshops. Offer time and resources for growth.
3. Involve Them in Meaningful Projects
Give early career staff exposure to all phases of a project, not just drafting or documentation. Let them attend client meetings, site visits, and design charrettes to build real-world skills.
4. Foster a Collaborative and Inclusive Culture
Create an environment where new voices are heard and valued. Encourage input during team discussions and make space for innovation from every level of experience.
Firm resources can be limited, but so many firm leaders remind us: supporting emerging professionals isn’t just a goodwill gesture, it has direct and measurable benefits for the bottom line. Today’s emerging professionals are tomorrow’s project managers and principals. Investing in their leadership skills now ensures a future bench of capable, loyal leaders—critical for succession planning and growth.
Actively supporting future generations, advocating for a shift in practice culture, and promoting strategies to help at a grassroots level – these efforts are just one more way AIA California is working for you.
_______________________________________________
Nicki Dennis Stephens, Hon. AIA, LEED Green Assoc.
Executive Vice President
The American Institute of Architects California
1931 H Street Sacramento, CA 95811
phone: (916) 642-1707 | web: http://www.aiacalifornia.org
follow us on Facebook and Instagram
AIA CA is closed on Fridays due to studies demonstrating advantages to four-day workweeks.
We are committed to excellent member services with more robust M-Th hours.
