TZL 1591 (web)

PROFILE

Zweig Group’s Shirley Che announcing winners of the Rising Stars award last year at the 2024 ElevateAEC Awards Gala.

What young leaders want Zweig Group’s 2025 Rising Stars share what inspires purpose, loyalty, and change in the AEC workplace.

By SARA PARKMAN Senior Editor

Z weig Group’s 2025 Rising Stars are shaping the future of the AEC industry. We asked this year’s class to share their perspectives on workplace values, industry change, and what keeps them engaged. Their insights offer a window into what motivates the next generation of leaders – and what firm leaders need to know to retain them. A CONVERSATION WITH THE 2025 RISING STARS. The Zweig Letter: What’s something firm leaders might misunderstand about your generation’s values in the workplace? Zach Varwig, Principal, Faith Group LLC: Millennials are the largest generation in the workforce, and will be for at least the next 20 years. While there have been endless articles panning millennials’ work ethic, expectations, and capabilities, most of these are edge cases. Millennials are the core of our industry, and many are already in VP or leadership roles. Our generation is shaping the industry for the better. Jenny Ferman, Assistant Project Manager II, Superior Construction: Our generation is often seen as impatient, but what we’re really looking for is purpose. We’re motivated when we understand how our work contributes to something bigger – and when that connection is missing, it’s harder to stay engaged. TZL: What change would you like to see in AEC over the next decade? Stephen Parker, Mental+Behavioral Health Planner, Stantec: I hope the connection between mental well-being and purposeful practice will be better understood. Fee squeeze is directly related to the long hours and mental health issues emerging professionals face. Mentorship of aspiring architects is as important as educating our firm leaders on the effort required of staff. Once we value our

minds as much as our designs, we can defy stigma and drive the development of purposeful practices. Rachel Gresham, Senior Director of Professional Practice Programs, AIA – Washington, D.C.: I’d love to see the AEC industry let go of the myth that passion alone is enough to sustain a career or a business. Let’s agree to stop treating burnout as a status symbol and instead normalize asserting our own value to clients and the public. I want to see an industry where we understand our value and charge accordingly, resulting in a profession where following a passion doesn’t come with self-sacrificing martyrdom. Alyanna Subayno, Intern Architect, Neumann Monson Architects: I hope to see progress in closing the “missing middle” gap in our industry. As an emerging professional, I’ve found it challenging to find mentors just a few years ahead of me. These near-peer mentors are incredibly valuable; they offer relatable guidance without the disconnect that can come with a larger generational divide. Victoria Lorbeer, Liaison Engineer/Project Manager, Redtree: I would like to see more women represented across all levels of AEC, especially in leadership. A more inclusive industry fosters stronger, more innovative teams and leads to better decision-making. The shortage of visible female role models can make it difficult to envision a long-term future in the field, and balancing demanding professional environments with caregiving responsibilities can feel isolating without a shared support network. TZL: What advice would you give to other young professionals looking to make a meaningful impact early in their careers? Rucker Simon, Principal, Walter P Moore: Reflect on your values and

THE ZWEIG LETTER JUNE 23, 2025, ISSUE 1591

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