No Frills No Fluff™

While the mentor-mentee relationship in the legal profession gets plenty of lip service, the reality is that poor or non-existent mentoring programs significantly affect law firms’ bottom lines, prevent strategic growth, and limit firms’ abilities to recruit and retain star talent. J.Ferm interviewed partners, associates, and staff members at more than 30 law firms to develop an understanding of the management pains unique to the practice of law. A clear pattern emerged. Attorneys are disappointed in the quality and effectiveness of firm mentoring programs. Why is this so important? Our research and additional studies have shown that the number one reason associates leave a firm is the absence of a mentoring program.

Successful in-house mentoring programs share the following characteristics that must become a part of the mentoring structure:

Ensure that an “important” person within the firm is a vocal advocate of the program. In order for the partners and associates to buy into the program, an individual position or committee must be established for the long haul.  Buy-in at the top is a precondition for buy-in down the rank.

See next week’s blog for more strategies.