Mentorship in Events: Building Community, Confidence, and Career Growth

One of the best things I did when I first started in the event industry was join a professional organization. I didn’t know it then, but it’s been a pivotal constant in my life over the last 13 years. The Society of Government Meeting Professionals (SGMP) has provided me not only with quality education but also with a network of people who have helped me along the way.

Despite job changes, I’ve always remained in government. While some faces have come and gone, those who have stayed have become my biggest resources—and my friends.

At this point in my career, I’ve transitioned into more teaching, sharing, and mentoring, both within my professional organization and in my workplace. I’ve held many positions within SGMP at both the local and national levels, but what has become most important to me is mentorship. Someone recently asked why I’m so committed to keeping our local chapter thriving, and mentorship was my first answer.

Why Mentorship Matters

Event management is a fast-paced, high-pressure field where no two days look the same. Much of what makes a great planner—adaptability, creative problem-solving, and emotional intelligence—is learned through experience, not textbooks. That’s where mentorship becomes invaluable.

A mentor offers more than just advice; they provide perspective. They can help new professionals navigate vendor challenges, set realistic client expectations, and balance creativity with logistics. For mentors, the experience often reignites passion for the industry and sharpens leadership skills.

A quality mentor has patience, good listening skills, and the right balance of advice and guidance.

What Mentorship Looks Like

Gone are the days when mentorship meant a single long-term, one-on-one relationship. Attention spans are shorter, technology evolves quickly, and professionals are busier than ever. Mentorship today comes in many forms:

Micro-mentorship: Short, focused conversations that tackle a specific question or challenge.
Peer mentorship: Colleagues at similar career levels who learn from each other’s experiences.
Reverse mentorship: Newer professionals share insights on technology, trends, or engagement strategies with senior planners.
Group mentorship: Panel or roundtable formats where several mentors connect with multiple mentees.

These flexible models make it easier for busy event professionals to give and receive guidance without feeling overwhelmed.

You might be surprised how a series of micro-mentorship moments can develop into a solid, lasting relationship. Follow-up is the key to building long-term connections—and social media makes it easier than ever to stay in touch.

How to Build a Culture of Mentorship

Mentorship should be intentional.

Create structured programs. Pair mentors and mentees through associations or based on experience, interests, or specialties.
Encourage mentorship moments. Even a quick chat at a conference or after an event debrief can spark meaningful learning.
Recognize mentors. Celebrate those who invest their time in growing the next generation.
Leverage technology. Online communities and virtual meetups make connection easy.

A seasoned event planner shouldn’t only focus on what they can share, but also what they can learn. As someone who prides herself on staying current with technology, I’ll admit—TikTok isn’t one of the platforms I use, and we can’t all be experts in AI! I rely on others to teach me about the latest tools and trends too.

What Makes a Great Mentor (and Mentee)

The best mentors are approachable, honest, and generous with their experiences—the good, the bad, and the lessons learned. They don’t need to have all the answers; listening often matters more than instructing.

Great mentees show initiative. They ask thoughtful questions, respect their mentor’s time, and follow through on advice. Mentorship is a two-way street—both sides should leave the relationship feeling enriched and inspired.

The Long-Term Impact

When mentorship becomes part of an organization’s culture, the results extend far beyond individual success. Teams communicate better, morale improves, and turnover decreases. The next generation of event professionals steps forward with more confidence and creativity—ready to push the industry forward.

Mentorship doesn’t just build careers. It builds community—and in the events world, that’s something worth celebrating.

If you’re looking for a small, supportive community of event planners, SGMP might be a great fit. As a smaller organization, it fosters close connections and a genuine willingness to help, teach, and mentor those just starting out. And who says you can’t teach an old dog new tricks?