Women’s Networking Group Holds Spring Event

Kicking off spring with the feeling of hope that accompanies it

By Nina Koziol

Call it cabin fever, or a strong desire to meet face-to-face again with friends and peers. There were many reasons 110 women and a few men attended the late-winter Women’s Networking Group (WNG) event at Chandler’s Chophouse in Schaumburg. They came to catch up, renew relationships, network and to hear landscape pro Stephanie Leveling of the St. Louis-based Integra Group who discussed the importance of mentoring. She shared examples of how mentors helped her over three decades working in the landscape industry.

“I have a feeling that many of the women here today think they may need a mentor,” said Brenda Ward, a member of the WNG committee. “I feel like we also have to step up and be a mentor.” The event introduced ILCA’s new mentoring program, developed by a WNG subcommittee. There are two applications on ILCA’s website—one for mentors and one for mentees. A few days after the event, ILCA received 14 applications and more are expected.

This was Mia Olson’s first WNG event. “I’m just starting my journey,” she said. “I retired from teaching after 30 years and worked for College of DuPage for 10 years and now I’m back as a student. I’ve always liked working outdoors and I like getting dirty. I like to plan and I’m a natural teacher.” Olson graduates next year and attended the event to network.

Aleksandra Bednarz is a recent grad of College of DuPage. “I had some history with floral design but I was going for medical courses. I took horticulture, science, and plants and changed course from there. I’m an artist and I’d like to be a designer but I’m open about opportunities. I like working outside in a garden — I love it.”

Bednarz is part of the generation that will help shape the landscape industry in years to come. “We believe the people in this room can grow the landscape industry,” Ward said. “We’re going to track our mentorship program successes.”

The Shape of Things to Come

“This is the first time we’ve had four generations working at the same time,” Leveling said. “We’re dealing with different upbringings and expectations. By 2025, 75 percent of the workforce will be Millennials.” Citing survey data, Leveling pointed out that 59 percent of Millennials say the opportunity to learn and grow is extremely important and 87 percent said professional development and career growth opportunities are very important.

Forget about how Amazon or Google does it for their employees. “It’s not ping pong tables—that’s insulting to them,” Leveling said. “And, annual reviews are dumb. They prefer real-time feedback and one-third want collaborative work spaces.” When she attended Illinois State University’s horticulture program, she was one of a half-dozen female students. “The statistics for horticulture programs have changed and now we have many women in the green industry who can be role models to younger staff.”

New Hires=New Approach

There are simple ways owners and human resource managers can get new hires off to a good start. “Onboarding activities—having a buddy system—is important. A buddy system really works.” Matching a seasoned associate with a junior one eliminates the “baptism by fire” experience that is a turn-off for

Kicking off spring with the feeling of hope that

Stephanie Leveling new employees and is not efficient or helpful for the company.

Finding a good match to the mentee’s communication style and personality takes some thought. A mentor should be willing to share their knowledge with an aspiring colleague. Strong communication skills are a plus as is a positive attitude about the company and the work. The main role of a mentor is to listen and help shape the mentee’s goals. A mentor should be open and easy to talk with and be able to broaden the mentee’s vision while expanding the possibilities offered by the industry. Mentoring allows for transfer of knowledge and skills. Both the mentor and the mentee give and grow in the process.

Mentees, on the other hand, are up-and-coming staff who are looking for guidance in career advancement. (Let’s face it—no one ever expects to be in the same position for their entire career.) “It’s not necessarily a great thing to have your supervisor as your mentor,” Leveling cautioned. “You want [the match up] to be an organic experience. Mentors should be committed to morals and ethics that are in line with the company’s culture.”

Company Culture

Leveling shared her experiences as a young green industry professional. “Balancing work, home and motherhood—initially it was hard and I’d just stay at (continued on page 26)

(continued from page 25) work late.” But that’s not what Millennials, Gen X and Gen Z employees desire. They want a work-life balance. “I feel like the needs of Millennials, women and moms will be more prominent,” said Ania Rossi, of Aniascape in Bolingbrook. “There’s a collective group that are looking for more progressive companies that recognize these issues. Sometimes, you realize that it might not be the place that meets your values or needs.”

One attendee noted that the pandemic made many people reexamine their current job with the realization that there are more jobs available now—and perhaps one with an organization that better meets their needs. “It’s about flexibility and owners have to recognize this,” Leveling said. “It used to be a bad thing when someone’s resume showed them moving a lot from job to job, but don’t be afraid—there are a lot of opportunities in the green industry.” That’s not a bad thing for employers. If an employee is not happy or it’s just not a good fit, it’s time for them to move on.

New Mentorship Program

“A year ago, a Women’s Networking Group subcommittee created a mentorship program,” said Nicole Nault, Resale Operations Manager for Fox River Decorative Stone in Elgin. Along with Brenda Word, Carrie Hancock and Noel Street, the committee began with a big picture. “Ten years from now, what do we want to see,” Ward asked. “We believe the people in this room can grow the landscape industry and we’re going to track the successes of the mentorship program.”

Mentors and mentees can apply on the ILCA’s website to join the 18-week mentorship program. “Our main goal is to focus on competencies that the mentee wants to strengthen,” Street said. The program will accept up to 25 mentors and mentees this spring and a second round of applications will be offered in October. “If you’re not matched in this first pairing, you can reapply later.” Participants should have a strong desire to develop and grow their careers or to guide the growth of others.

And, the mentorship program is free. “We hope to grow the program over the years,” Hancock said. “It requires a fivehour commitment each month.” With the realization that spring into summer is incredibly busy for the industry, Hancock said, “Sometimes it has to be a call or a virtual meeting.”

WNG continues to host “coffee talks” with up to 20 people at each one. “They’re small gatherings where you can share topics,” said Kristina Jauch, inside sales at Gasaway Company in Romeoville. “It’s like speed-dating with coffee,” she joked. Make a date to participate now. Visit www.ilca.net/wngcoffee-talks to see what is offered and to sign up.

Discover more…

The mission of the ILCA Women’s Networking Group is to promote camaraderie, and to share industry experiences and leadership skills with ILCA members, while enhancing our professional image. If you would like to be a mentor or a mentee, visit https://www.ilca.net/wng-mentorship-program/ 26 The Landscape Contractor April 2022