March 2001 DICTA

Starting New Associates Off On The Right Foot

	Original Publication: DICTA (Publication of the KBA)
	Author: Dave Kristy - Butler, Vines and Babb
	Date Published: March 22, 2001

What can law firms do to make certain that new associates are equipped to meet the challenge of their demanding environment? All too often, new associates fresh out of law school are well educated in the law, but woefully lacking in the knowledge of the business side of the law practice or “how things really get done” procedurally.

Smart firms are now paying more attention to providing effective training and mentoring programs for new associates – focusing on issues beyond law school, such as:

	Can he communicate with various types of clients and firm personnel
	Does she have the business etiquette to blend into the corporate world?
	Is he an effective team player?
	Can she handle a client’s complaints?
	Does he have a good understanding of the “business” of the law firm?
	Can she produce work immediately – and effectively?

A dynamic training and mentoring program for all new associates will ensure that your firm has topnotch attorneys with appropriate legal expertise and the ability to serve your clients in the most professional manner. Such a program is also critical for effectively retaining associates in a world where all to often associates change firms on a whim, particularly if their experience with their current firm is less than ideal. An effective program will present opportunities for senior associates, partners and professional support staff to become involved by teaching and through mentoring. Here are some guidelines to consider for any new associate training program:

Offer a formal orientation and training program for new law school graduates.

Tap into resources such as the ABA, Knoxville Bar Association or Tennessee Bar Association for information and program ideas.

Create a “learning environment” for associates, with support from the partners:

Keep an open door and remain approachable.

Provide constructive and immediate feedback.

Set aside weekly time to work directly with new associates – this is a powerful tool.

Emphasize mentoring – it is a positive and effective way for new associates to learn and become invested in your firm.

Involve support staff members. Never underestimate the contributions that your experienced support staff can provide the new associate:

Experienced assistants will frequently know rules, policy and procedure better than the new lawyer! And they are working with the new lawyer side by side, every day.

Accounting staff can help immeasurably in explaining the concepts of time and billing, fee realization and the business side of the law practice.

Those who assist the new lawyer are in perhaps the most ideal position to impact upon the lawyer’s ultimate success; the new associate should understand this and take advantage of the opportunity to learn.

Is the associate an effective team player? If he or she can learn to work effectively with the firm’s support staff, it’s a good indication.

Having well-trained new associates benefits your firm in many ways – and creates an atmosphere that encourages growth through learning. Law firms that take the steps now to create a learning environment for their associates will ultimately be rewarded in the end with happier and more productive team members.

The Web Master

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