No Frills No Fluff™

Here is our last strategy for a successful in-house mentoring program:
Remember that successful mentoring relationships take effort. Both the mentee and mentor must put significant effort into the relationship. Treating scheduled meetings as a priority and coming prepared to discuss certain topics will allow the relationship to prosper.
These are just a few of the things [...]

Another example of something a firm can do to implement an effective in-house mentoring program:
Encourage young attorneys to get out from behind their desks and learn. New experiences for associates should be encouraged and being able to shadow a partner at a trial or deposition should be a part of the program. Obviously, these opportunities [...]

Continuing in our series of strategies for in-house law firm mentoring programs:
Require participants to provide feedback on a regular basis. Constant feedback is necessary from all parties in order to make the system work and allow for adaptations. Feedback can provide opportunities to switch partners before participants become demoralized. If a relationship is not working, [...]

Following from last week’s posting, here is another strategy for a successful in-house mentoring program:
Establish specific guidelines for each mentoring relationship. Most effective structures are formed for three to five year periods and roles, expectations, procedures and responsibilities must be established at the outset. Provide this information to the participants in writing at the beginning [...]

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 [...]