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As summer associate season gears up and a new class of first-year associates prepares to enter law firm life in the fall, legal professional development is more important than ever, and it’s time to start thinking about how to set these young lawyers up for success, for their individual practices and as part of the larger firm.
This group is already familiar with the intricacies of the law, but most law schools barely touch on the intricacies of being a lawyer, such as developing communication and feedback skills, the power of networking, the importance of well-being and resilience, and other areas that are critical to working with clients and fellow lawyers and excelling professionally.
While some attempt to paint Gen Z lawyers as less concerned with their careers than previous generations, many of these young associates are self-aware about the gap in their skills and welcome the idea of professional development for lawyers after law school. According to a recent survey by Major, Lindsey & Africa and Leopard Solutions, nearly half of junior associates (45%) said law school did not adequately prepare them for their current role.
It’s no secret that training young associates has always been a challenge – and it’s easy to point out how different things were when today’s partners were fresh out of law school. But it’s more than just generational differences.
After all, many of these associates were still in college or entering law school in the spring of 2020 when the COVID pandemic upended the traditional higher education model, as well as their opportunities to learn “on the job.” And while it’s tempting to focus primarily on developing their legal skills early on, business and communications skills are often what end up making the difference between a long and fulfilling career and burning out after a few years.
So, What Can be Done?
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Recognize that your status quo training may no longer be working. Because of how the legal environment and demands of the workplace have changed, Gen Z lawyers need different training than their predecessors.
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Don’t wait to start working on essential professional skills. By introducing new associates – and even summer associates – to these essential skills right away with comprehensive training, law firms can lay the foundation for a career driven and enhanced by learning.
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Involve new associates in their development. Don’t just tell them where they’re lacking skills or what they need to learn, ask them where they feel they need additional support. This not only shows that you’re genuinely interested in supporting them, it also makes them more engaged and eager to participate in the process.
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Partner with learning experts to chart a path forward that helps you train associates in a way that aligns with their unique needs and the firm’s strategic goals.
How SkillBurst Can Help
At SkillBurst, we can help fill this gap through our Professional Essentials training programs. We offer more than 100 completely customizable, short courses created specifically for law firms, including sessions that are geared towards new lawyers.
Contact us here to learn more about how we can position your young associates for success.
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