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From Traditionalists to Gen Y:G GAddressing Generation Gaps in
Today’s Law FirmsPresented by:Mark Cameron Willis Esq.Kutak Rock LLP
Matthew Willis Esq.IKON Legal Solutions Consultant
Speakers
Today’s Generation X Speakers
Mark Cameron Willis, Esq. – [email protected] Rock LLP 400 member firm/15 officesDenver ColoradoDenver, ColoradoComplex Commercial Litigation CLE Presenter- Litigation Kutak Rock Associate Development and Marketing Committeep g
Matthew Willis, Esq. – [email protected] Office Solutions Inc. 25,000 global employeesIKON Office Solutions Inc. 25,000 global employeesChicago, IllinoisLegal Solutions Consultant-Over 30 Legal Speaking Engagements 2006-2008g p g g gAccess to Justice Committee Chairperson
Agenda
Today’s Emerging Law Firm Generation Characteristics and PerceptionsFi Adj ti t G ti GFirms Adjusting to Generation Gaps
Human ResourcesTechnologyTechnologyMarketing
Today’s Emerging Law Firm
The Emerging AMLAW 100 – Multi-Billion Dollar FirmsThe Emerging AMLAW 100 – Multi-Billion Dollar FirmsMergers & AcquisitionsFirms Operating Like Large Companies- CEO/ CFO/ CMOp g g p
Global Practice Competing for Institutional ClientsChanging In-House Counsel Requirements Communication and Technology ChangesM lti G ti l W k lMulti-Generational Workplace
Today’s Multigenerational Law Firm
Traditionalist Baby Boomer
G ti XGeneration XGeneration Y
The Traditionalists
Generation Breakdown: Traditionalists
64 year old - 5% of Firms TodayCharacteristics and ValuesCharacteristics and Values
Traditional Family Values- One Wage EarnerLoyal to Firm- “Employers for Life” -Big BlueStrong Work Ethic Strong Work Ethic
Legal PracticeNot Technology Savvy- E-Mail Box Phone vs. E-mailTraditional Legal Practice- Value of Relationships
Value to the FirmLoyal ClientsRelationships in Community/Area of PracticeMentoringg
Myths/ Perceptions-Generations Looking at Traditionalists
Baby Boomers
Generation Breakdown: Baby Boomers
Late 40’s-Early 60’s – 80 Million Strong – 70% Law Firm PartnersPartnersCharacteristics and Values
Dual Wage Earners “Work Your Way Up” Mentality y p yAffluent- “Me Generation”
Legal PracticeLoyal ClientsTraditional Legal Practice but Embrace Change Dictated by Clients
Value to the FirmManagementTransition from Traditional Practice Transition from Traditional Practice Value Technology But Not As Savvy as Younger Employees
Perceptions- Other Generations Looking at Baby Boomers“Boomers think they understand Gen Y and Gen X” Halleland ThoughtsBoomers think they understand Gen Y and Gen X Halleland Thoughts
Generation X
Generation Breakdown: Generation X
30 Something's- Early 40s – 40/30 Million StrongCharacteristics and Values
Grew up in 50% Divorce Rate7-8 Career Changes“Free Agency” Quotes re: Gen X Job Seekersg y
Legal PracticeTraditional Legal Training- Research and Writing Question Traditional Firm PoliciesQuestion Traditional Firm PoliciesFirst Generation To Adopt Technology Advances - Westlaw & Lexis
Value to the FirmM M kMoney MakersControl Day to Day Relationship with ClientEmbrace Technology
Perceptions Of Gen X from Other Generations
Generation Y
Generation Breakdown: Generation Y
Late 20s – Diverse – 80-60 Million StrongCharacteristics and ValuesCharacteristics and Values
Return to Family ValuesQuality of Life Technology Upbringing- School, Internet Social NetworksTechnology Upbringing School, Internet Social NetworksShorter Attention Spans
Legal PracticeTechnology as Backbone of PracticegyDiversityFew Strong Client RelationshipsPressure to Bill Hours
V l t FiValue to FirmResourceful and AdaptableTeaching Boomers and TraditionalistsAccess to Information Findlaw etcAccess to Information- Findlaw, etc.
Perceptions of Gen Y from Other Generations
Identifying Generation Gaps: Human Resources
Traditionalists Boomers Gen X Gen Y
Attire Formal – Bow Tie
Business Cas –high end (sport coat)
Business Cas -low end (golf shirt)
Whatever feels comfortable
W k Offi l 7 00 t Offi h Offi h Work Environment
Office only –modified traditional schedule
7:00 a.m. to 7:00 p.m. in the office only
Office, home, desires flexible scheduleStarbucks Ad
Office, home, desires flexible schedulesc edu e Sta buc s d sc edu e
Motivating Factor
Self-worth/legacy
Salary Security Maintain personal life
/ B th d N i M t M t d Mentoring/Training
Been there done that
No news is good news
Mentors good/feedback not necessary
Mentors and constant feedback MN
R t ti K L lt S l S it P l Retention Key Loyalty Salary Security Personal relationships
Identifying Generation Gaps: Technology
Traditionalists Boomers Gen X Gen Y
Client Face to Face Telephone E-mail E-mail/ IM/ TextCommunicationsLegal Documents Dictate Prepared by
associatesCreate on own Create on own/
“help desk”
Legal Research Library Associate Memos On-line On-line
Reviewing E-mail Only at office Primarily at office/mobile
Mobile device/ Laptops
Mobile device/laptopsoffice/mobile
device when not at office
Laptops device/laptops
Use of Cell Ph
Only in emergencies
Turned off at the office
Turned off at the office
On at all timesPhone emergencies office office
Settlement Conf.
Use of Web Internet jokes and reviewing pictures
“The Google” and news-related sites
Research, document retention
Research, document review,
of grandchildren and review, news and marketing
and social networking
Firms Adjusting To Generation Gaps
Bridging The Generation Gaps
HRTechnologyTechnologyMarketing
Bridging Generations
Benefits vs SalaryHuman Resource Changes
Benefits vs. SalaryOffice Life- Google vs. New York Law Firm Regional Firm Relocation“Quality of Life” Committee Move to Stadium ExampleT l tiTelecommuting
FeedbackFeedback that Matches Generation NeedsFirm EvaluationsMentoring Regional Firm Associate Flight Example
Responding to Younger Employee’s Desire for ChallengesResponding to Younger Employee s Desire for Challenges“Meaningful Work”- Government Partnerships/ Halleland VideoPro Bono Opportunities
Bridging Generations
Technology
Education and TrainingTraining Up and DownPromoting New Technology
• Wikis, Web Hosting, Webinars, Virtual Conferences• VideoVideo
Technology CommitteeInvolving End Users in Technology Decision MakingComparing Technology with Corporate Clients
Assessments
Bridging Generations
MarketingDeveloping the Firm “Brand”AdvertisingConsultants/ OutsourcingUse of Technology
Web Design St O t St Fi• Web Design– Stage One to Stage Five• Non Traditional Advertising- Blogs, Etc.
Joint Ventures/ Alliances- Lex Mundi AssociationJoint Ventures/ Alliances Lex Mundi Association
Conclusion
Why Assess and Bridge Generation Gaps?Why Assess and Bridge Generation Gaps?ProfitabilityClient DemandClient DemandRetentionSustainabilitySustainability
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