Earlier today I was the presenter on a webinar for Thompson Reuters/West on “What Millennial Lawyers Want.” It was a 65-minute program and contained a lot of good information on millennial lawyers, how their behaviors and expectations have developed, the responsibility that parent generations and society have in influencing that development, the values that are common to millennial lawyers and Greatest Generation lawyers, and the roles of millennial lawyers and law firm leaders in a shared solution to the Generational Divide.
Admittedly, that is a lot of content, but it was a long program! That is how CLE works — you put in the time, and you get the credit. Unless you are trying to get CLE credit in NY, and then you need a special code — because it is NY, right? — and I made sure I repeated that code twice! Only in NY!
The makeup of the audience is not information that is shared with presenters prior to the program, so I have no way of knowing if any of you were listening. But, if you were, I hope you enjoyed it.
Here is a sampling of program content on the topic of what millennial lawyers can do as their part of the shared solution:
- Be realistic in your expectations and less sensitive to criticism;
- Overcome your need for constant attention;
- Get off social media and concentrate on becoming the best lawyer you can be;
- Become more confident about your choices and decision-making — in other words, don’t take a vote before you take action;
- Get out of your comfort zones and take on challenges and risks to advance your career and your team;
- Understand that you do not have all the answers and LISTEN to the wisdom of lawyers who have been in the trenches for more than your lifetime;
- Dialogue with respect at all times; and
- Have PATIENCE. The profession of law is inherently deliberative and slow moving most of the time. It is no place for expectations of instant gratification.
This list may have you feeling like you are being singled out for bad behavior. Not so! You should see the TO DO list that I presented to law firm leaders to become responsive to the values of Millennial Lawyers and safeguard talent.
If true leaders emerge, it will result in a remodeling of law firm cultures. And it is about time for that!
