He then went on to comment:

• my 1st yr in the #cre biz my desk was in brokers office, phone calls on speaker, I sat in his meetings. Real hands on training

and

• yes - it gave me the opportunity to shorten my learning curve drastically by giving me hands on training on current deals!

Similarly, NAIOP NYC touted their program, sending over the tweet:

• @GlobeStcom Mentorship is certainly one of the great aspects of our Developing Leaders program: www.naiop.org/DL/

Colliers also wanted to highlight their structure, and commented:

• Colliers_U "...some semblance of a training program"? New hire, new broker, & certified expert curricula here. via @GlobeStcom ow.ly/dWIwE

And similarly, @CassidyTurleyMA explained

• we have a formal summer training program for jr brokers. It helps both jr. and sr. members learn from each other.

Despite what respondents say, it seems key that both older and younger members of the commercial real estate community continue to learn from one another – and Cassidy Turley hit that point spot on. While older members of the industry have the right blend of experience, younger executives know how to communicate in this different, digital environment and engage on new levels. The frustration expressed by survey respondents perhaps comes from t he fact that this dialogue isn’t taking place, and that their questions aren’t being sufficiently answered.

For instance, the goal is to bring people to this industry and keep them on, rather than scare them off by forcing them into long hours with little guidance. Or this worst case scenario as described by @ <a title="

Howard Applebaum

Corprebrkr

• Newbies are used & abused" by large firms. Many are "DAY 1"-Dead After 1 Year!

But let’s keep the conversation going: what have you experienced? Who has been significant in your mentorship and professional growth? What don’t you like about your office’s mentoring program?

Comment and weigh in below, hit us up @GlobeStcom on Twitter or respond to us on Facebook.