Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
Mentorship has the power to shape a supportive and sustainable future for the flex industry. But we’re still on the journey toward fully embracing it.
The numbers speak for themselves: 83% of Gen Z employees say a workplace mentor is crucial to their career, yet sadly only 37% say they have one. That gap is a huge opportunity for growth in our industry and not just for the younger professionals within it.
The future of the industry
The flexible workspace industry is moving fast. From tech upgrades and hybrid work trends to sustainability goals. To stay ahead, we need more innovation than ever before.
New talent brings fresh energy and ideas. Gen Zs are well positioned to make community-driven spaces, discover new ways to work truly flexible, and as digital natives — adapt to emerging technology.
Of course, experienced leaders know how to build strong client relationships, scale operations, and navigate market changes. When they share that knowledge, it doesn’t just help individuals; it strengthens the entire ecosystem.
When we invest in the two-way benefits of these relationships, we create a culture that’s collaborative, adaptable, and ready for what’s next. That’s how we future-proof this industry.
So how do you find a mentor?
Finding a mentor can feel intimidating. As younger professionals, it’s easy to second-guess ourselves.
- How do I ask?
- What do I even want from this relationship?
- What does good mentorship look like?
These questions are normal.
Here’s what I’ve learned: there’s no one-size-fits-all formula for mentorship. It starts with clarity. Ask yourself:
- What do I want to achieve through mentorship?
- What skills or perspectives do I want to develop?
Once you know that, it’s about taking ownership of your future. Reach out. Put yourself out there. The opportunities won’t always come to you, you have to go after them. And remember, not only do your opinions matter, but the mentorship relationship goes both ways and you have value to add.
Who should you approach?
This can feel especially challenging when you don’t see yourself represented in senior roles or lack a clear reference point to someone in the industry that you can look to or aspire to. The industry still has work to do here. But it’s important not to let that stop you.
Sometimes the best mentors are outside your assumed circle, or even outside the industry. Look for people with transferable skills, strengths or wisdom that can help you grow, even if they’re not exactly where you want to be. You don’t always need a direct reference point. It will really help if you’re able to think outside the box.
What can senior leaders and the industry do to help?
One of the biggest barriers is that mentorship is talked about in theory, but rarely in detail. Few people share what their mentorship journey actually looked like. We need to normalise it by telling those stories, whether that be on panels, in articles, or across social media platforms. Demystifying the process so younger professionals know what to expect is so important. And perhaps even more importantly, knowing how to maintain these relationships.
Senior leaders also need to challenge stereotypes about Gen Z work ethic. A quieter or more reserved approach doesn’t mean a lack of ambition. Often, confidence grows when younger professionals feel encouraged and supported. Empower them to ask for mentorship and help shape what that relationship looks like.
And remember, line managers and mentors aren’t always the same. Managers focus on your current role; mentors help you think bigger. They can overlap, but it shouldn’t be assumed that they will. Professional growth needs to go beyond KPIs.
In it together
Creating more mentorship opportunities is a collective responsibility. It requires the entire flexible workspace ecosystem to work together: operators, suppliers, industry bodies, and even clients.
When we collaborate, we build structured programs, shared platforms, and inclusive networks that make mentorship accessible and sustainable. The Flexible Space Association’s Flex Generation is a great example of what can be achieved when we all come together.
This isn’t about one person helping another; it’s about creating a culture where knowledge reaches everyone. That’s how we secure the future of flexible workspace.
