Mentorship in Apprenticeships

The White House's ambition of "1 million new active apprentices" represents a significant commitment to work-based learning. We're seeing valuable discussions about new programs and funding structures to reach this multi-year target—but not enough conversation about retention. The data tells a sobering story: nearly 2 in 3 apprentices fail to complete their programs (as of 2021). This makes reaching the 1 million active target considerably more resource-intensive than it appears at first glance. This isn't just a missed opportunity for learners; it's a direct hit to employers' return on investment. Companies invest significant resources in training, only to see that investment walk out the door before capturing value. This dynamic further fuels employer hesitation to host apprentices at scale—exactly the challenge we're trying to overcome. In my experience operating apprenticeship models, the reasons for attrition differ from college dropouts. Apprentices rarely leave because of finances—they leave because they're discouraged or distracted. Work-based learning is challenging: participants must simultaneously work and learn, while employers aren't naturally structured as educational institutions. We can keep apprentices on program by focusing on the following: 🔵 Manager investment: Apprentice managers determine what employees focus on daily. They must carve out learning time, provide projects that apply classroom concepts, and create environments where it's safe to fail and grow. This requires both buy-in and support in understanding how apprenticeship programs work. 🔵 Dedicated support systems: I saw firsthand at Multiverse how transformative it is when apprentices have coaches and mentors. College students have advisors, professors, RAs, and peer groups. Apprentices need similar support structures. 🔵 Explicit durable skills training: In apprenticeships, participants must perform during instruction and navigate workplace culture (unlike college which only requires the former). Effective programs teach these durable skills explicitly, helping apprentices feel comfortable both working and learning. If we're serious about reaching this 1M apprentice goal efficiently, we need to focus as much on keeping apprentices engaged as we do on getting new programs started. (For fellow data nerds, some very back of the napkin figures: If we improved retention to match even modest college rates, we could reach the White House's target with 15,000 fewer new starts each year—more efficient for both government funding and employer resources!) What retention strategies have you found most effective? #Apprenticeships #WorkforceDevelopment #FutureOfWork

Last week one of my LinkedIn posts BLEW UP. Almost half a million impressions, 2500+ likes and comments... But that's not what made it special. What moved me was seeing dozens of attorneys and other professionals in the comments publicly acknowledging the mentors who shaped their careers. In a profession sometimes criticized for ego and competition, it was refreshing to witness so many lawyers express sincere gratitude to those who invested in them. Some were thanking mentors at competing firms. Others were acknowledging retired attorneys who had taken time with them decades ago. The thread became a testament to how important those early relationships are in our profession. As attorneys, we don't talk enough about this. The law is one of the few remaining professions where true apprenticeship still matters profoundly. No law school class can replace the partner who: • Takes time to explain WHY they're revising your draft • Pushes you to research deeper • Lets you observe client interactions • Gives meaningful feedback on your work I know from experience how transformative good mentorship can be. The standards set in those first few years often determine whether someone becomes a truly excellent attorney or just a mediocre one. If you benefited from a mentor, take a moment to acknowledge them publicly. And if you're in a position to mentor others, remember that your investment creates ripples through our profession that extend far beyond what you might imagine. The best compliment we can pay our mentors is to pass along what they taught us. #LegalMentorship #ProfessionalDevelopment

🔨 **Rediscovering the Power of Apprenticeship: A Journey Through Old-School Carpentry** 🔨 Here is an incredible video showcasing an old-school carpentry apprenticeship. The craftsmanship, the hands-on learning, and the deep connection between the mentor and apprentice reminded me of the power of learning a trade the right way—through mentorship and union-backed apprenticeship programs. In today’s fast-paced world, many young people are often steered toward college as the only path to success, but the trades—like carpentry—still offer incredible opportunities for a rewarding career. This video was a powerful reminder that trade skills are not just about building structures; they're about building a *future*. Here are a few reasons why learning a trade through unions and mentorship is more relevant than ever: 1. **Skill Development**: True craftsmanship is learned through doing, not just theory. Working alongside a seasoned mentor helps you master not only the craft but also the invaluable problem-solving and attention to detail that comes with real-world experience. 2. **A Steady Career Path**: Union apprenticeships provide access to comprehensive training, benefits, and a strong sense of community. The stability and job security in skilled trades are undeniable, offering opportunities for advancement and entrepreneurship. 3. **Work-Life Balance**: Tradesmen and women often have the flexibility to set their schedules, whether it's through union jobs or running their own businesses. It's a field that allows for both growth and personal time. 4. **Legacy and Mentorship**: The relationship between a mentor and an apprentice is a core part of these professions, creating not only skilled workers but also a network of support and camaraderie that lasts for generations. Unfortunately, many people don’t even consider the trades as a career option anymore. It’s a forgotten path that offers not just a paycheck, but *pride in workmanship*, a lifelong craft, and a community. As we move further into the future, let’s not forget the value of learning a trade. If you know someone looking for a fulfilling career with long-term potential, encourage them to explore the time-tested benefits of apprenticeship programs in the unions. You might just help someone unlock a path to success that’s as rewarding as it is enduring. #Carpentry #SkilledTrades #Apprenticeship #UnionStrong #Mentorship #TradeSkills #CareerPathways #Craftsmanship #HandsOnLearning