May 5, 2010 – A traditional law student entering the job market this year was born around 1986, the year space shuttle Challenger and crew perished 73 seconds after launch. Those lawyers hitting retirement age were born around 1945, the year marking an end to World War II. In between are two other generations influenced by different social, cultural, and technological events – events that impact views on work, life and success. In today’s law firm, where team-building and cost-efficiency are important aspects in retaining and building a client base, managing generational differences is crucial.
Additionally, the rapid pace of technology could make generational differences even more acute with the so-called “iGeneration” just around the corner. Young lawyers that join the ranks of team-based practices can benefit from learning how different generations work and the expectations and core values in place. On the other hand, more veteran lawyers can benefit from learning how younger lawyers operate in today’s world.
“Understanding how different generations approach work is part of putting together a good team,” said Sherry Coley, secretary of the Young Lawyers Division and associate at Godfrey and Kahn S.C., Green Bay. Coley falls in the middle of experienced lawyers and recent graduates. “To do my best,” Coley said, “I need to recognize that lawyers approach work differently and generational differences play a role. I need to adjust how I work to be effective with co-workers of different generations.”
In terms of law firm management and growth, identifying generational differences can also help. “Having a basic understanding of these differences can change the dynamics of working relationships, create greater respect between colleagues, and help firms retain and attract quality associates,” said Sarah Gibson, who will present “Managing and Leveraging Generational Differences” at the State Bar’s Annual Convention tomorrow.
Gibson will talk about the defining characteristics and differences among the WWII generation (b. 1932-45), the Baby Boomers (b. 1946-64), Generation X (b. 1965-1980), and the Millennials (b. 1981-2000). Gibson notes that 49 percent of human resource professionals surveyed see generational differences as a barrier to effective collaboration between employees.
Gibson will discuss how law firms can maintain core values while still addressing the needs of a changing generation and present some intriguing statistics relating to retention of younger generation workers, specific differences that define each group, and other analytical tools necessary to learn how better understanding can lead to greater firm success.
The benefit of this understanding can manifest itself when team-building is an important mechanism for law firm viability. First, managing generational differences can be important in trying to mold and develop a new lawyer. Younger lawyers must understand their role and gain experience through mentoring by older generation lawyers. Understanding generational differences can help younger lawyers incorporate traditional ideas into modern-day practice.
“The guidance senior lawyers can give younger lawyers is invaluable,” said Thomas G. Ragatz, treasurer of the Senior Lawyers Division and retired partner of Foley and Lardner LLP, Madison. “Law school does not teach or prepare for serving clients.”
On the other hand, what can veteran lawyers learn from younger ones? According to Brian C. Anderson of Wisconsin Lawyers Mutual Insurance Co., “New associates can bring big benefits to a firm, as they bring a new perspective to the work, may have new ideas in the area of technology or client development, and may help a firm move in a new direction that captures an untapped client base.” Anderson will deliver “Risk Management and Generational Differences” at the Annual Convention.
Those interested in learning more about this issue can catch Gibson’s presentation tomorrow (May 6) at 2:30 p.m. A panel discussion about “Generational Differences in the Legal Field” is at 3:45 p.m., and Anderson’s presentation will follow at 4:30 p.m.
Follow the Annual Convention through the State Bar’s Facebook and Twitter pages. If you’re tweeting during the convention, use the hashtag #SBWconv10.
