A discussion with HBG Design’s Emerging Professional Studio (EPS) Leader and recently licensed architect, Ryan Callahan, AIA
Ryan, as the new leader of HBG’s Emerging Professionals Studio (EPS), can you give us some background on the program?
While my involvement in the Emerging Professionals Studio began five years ago, HBG Design’s EPS program was conceived about 15 years ago as a group led “by EPs for EPs”, providing opportunities for leadership experience within the firm at an early career stage.
The EPS originally focused on helping emerging architecture professionals through the AXP architecture licensure process and also provided opportunities for team building. The program has evolved to serve expanded EP career needs, including welcoming HBG’s interior designers into NCIDQ licensure study while also focusing on individual leadership development.
As a practice that integrates architecture and interior design to create hospitality design experiences, it was imperative that the EP Studio evolve to support the way our firm works and collaborates. Architects and interior designers have different licensure requirements and different ways we approach a project based on the nature of our disciplines, but we share similar goals and many commonalities, which are incorporated in the EPS program.
Our EPS today is rooted in the idea that emerging professionals desire structure in working towards licensure, but also want the flexibility to easily modify the pace of their journey as their personal or professional life changes. Mentors play a key role in helping EPs find their path individually and as a group, actively developing support strategies and needed resources for licensure in ways that matter most to each individual in their particular stage of development.
How did you become a leader of EPS?
I had just passed my remaining Architectural Registration Exams (AREs) a few months before Nathan [Peak, HBG’s Practice Leader] asked me to lead the EPS group. I think he asked me specifically because I was newly licensed, but also because I was part of HBG’s pre-Covid EPS program culture. As our workplace returned to the office, we all wanted to find ways to reengage our EPs into a group-learning mindset and provide the kind of supportive group environment that we had before the pandemic, and had been missing for over two+ years. Covid was so disruptive to everything, to the way we do things, even to my own growth. I entered and came out of Covid in a different phase of life. A lot of things changed. For example, I was just newly married entering Covid. When we went into work-from-home mode during this weird, sort of hyperbolic isolation, I came back to the office as the father of two boys. Now, I’m more aware of the level of involvement that people in different stages of life can have after work hours, but I’m also more focused.
And, of course, I could not lead EPS without others. In our Memphis office, Chris Wood is co-leading on the interior design side. And in our San Diego office, architect Nathan Blair and interior designer Alexandra Milkovich are leading the local EPS activities.
How has the EPS changed since you started?
For the first two years of my involvement in EPS, we had about 20-30 EPS members. It seemed like our EPS culture revolved around in-person knowledge exchange forums, recreational sports, and group learning activities. Of course, the pandemic changed everything, and put a damper on group events. We are now recapturing that level of camaraderie and have a great EPS group and supportive firm culture. I am seeing our group involvement increase every month.
The “work-from-home era” did teach us how to become more technologically resourceful and interconnected across distances. With more variety of tools enabling us to work virtually, we were able to put study information at each EP’s fingertips. All HBG’s EPS study information was organized, cataloged by topic, and made accessible through our MS Teams cloud-sharing platform. I’m proud to say we didn’t let the pandemic become a huge obstacle to getting our EPs help. For me, the biggest hurdle was just getting started.
What’s new for the EPS at HBG Design?
Knocking out AXP experience hours quickly is everyone’s goal when they get out of school, because there are a lot of hours required! EPS continues to coordinate supplemental training, quarterly site visits/project tours, exam study sessions, and professional engagement with design industry organizations. And our project staffing tracks EPs who are actively pursuing licensure to connect them with needed AXP hours.
EPS leadership has also been developing onboarding courses to help new hires become fully engrained and fluent in HBG’s design processes. This is the information they didn’t and couldn’t learn in school.
This is a bit like HBG’s version of the NCARB AXP program re-formatted into a series of lessons from seasoned professionals at the firm who each offer over 20 years of industry experience. These seasoned professionals lead regular meetings to share topics on the firm’s building processes ranging from codes to life-safety; space planning to hospitality design to sustainability to construction detailing – all supporting knowledge sharing and the path to licensure through ARE, NCIDQ and LEED testing.
“Knowledge of how something is constructed is very valuable. It doesn’t matter if you are selecting a finish or drawing a wall or designing a building. If you know how it goes together, it goes together better,” says Ryan.
How are EPS participants given a voice?
Everyone in the EPS group is empowered to initiate a discussion, lead an event or portions of a group project, or given freedom to implement a new process they feel passionate about and that will lead to growth of their peers and colleagues.
Weekly ‘Coffee + Collaboration’ mornings offer an all-employee open platform to initiate design discussions based on active project reviews to help inform the general direction of design or seek input on how current projects could be improved. EPs and student interns work together as valued project team members, gaining exposure to design challenges as well as opportunities to exchange ideas. They get a lot of encouragement to add their input in project design critiques in an environment where every voice is respected. This adds to EP’s experience in acquiring increasing levels of hands-on design leadership and really finding their voice.
We also have a number of international AIA members and EPS gives them a road map to licensure in the U.S. after becoming licensed in another country. The EPS is really benefiting from the variety of viewpoints and experiences of our EPS members. They each bring different approaches and well-rounded perspectives to the group.
Is EPS all business?
Career fulfillment is heavily dependent on engagement with co-workers. Now that we are MOSTLY out from under the pandemic, I think it’s important for the EPS to continue promoting relationship building and providing bonding opportunities among co-workers and within the EPS. These group experiences build an authentic sense of camaraderie that builds trust and makes the work experience much more inspiring and positive.
From painting parties to kick-ball and indoor soccer teams; group nights and happy hours at new restaurants to family-centered outings, EPS is actively improving our post-Covid in-person firm culture and making the firm a stronger, more dynamic organization.