Developing your talent from within

By Jelle Lammertyn, Partner, D&L Advocaten

Most law firms talk about attracting talent, but not enough attention is given to keeping and developing the people already inside the business.

It is easy to understand why recruitment becomes the focus. The legal market is competitive and experienced lawyers are always in demand.

However, constantly looking outside the firm can mean overlooking capable people who already know your clients, understand your culture and want to take their career to the next level with your firm.

Some of the best future partners are already sitting a few doors down the corridor.

Developing people internally also makes commercial sense. Clients value consistency. They want advisers who know their history, understand how they work and can pick up matters without needing to start from the beginning every time.

When firms lose good people too often, that continuity disappears and can even raise alarm bells to clients if the turnover is particularly high.

Avoid only focusing on training junior lawyers on their technical abilities

A strong and well-rounded lawyer needs more than legal knowledge to be successful.

You can teach someone the law, but judgement, quality communication, client management and confidence take time and experience.

Many younger lawyers are technically excellent but have had little opportunity to develop the softer skills that become increasingly important later in their careers.

These sorts of things can’t really be taught in books or on slide decks. It takes being in the thick of all the action and learning on the job.

When junior lawyers are trusted to attend client meetings, contribute to discussions, manage smaller matters and learn directly from more experienced colleagues, they are gaining the very experience they need to take them to the next step in their career.

Sometimes the best thing a senior lawyer can do is step back slightly and give someone else the opportunity to take ownership.

After all, they will likely be the ones filling your shoes one day, so you may as well put them in the best position to slide straight into them.

Why you should mentor your younger or less experienced colleagues

Most lawyers can point to one person who had a major influence on their career.

Usually, it was not someone who reviewed their work or corrected mistakes. It was someone who gave useful advice based on their own experience and helped them build confidence.

Good mentoring can make a big difference, particularly in the earlier years of practice when many lawyers are still finding their feet professionally.

It also benefits firms. People are more likely to stay where they feel supported and where senior colleagues take an interest in their progress.

Retention is becoming a bigger issue

Many firms across jurisdictions are finding it harder to retain younger lawyers for long periods.

Salary is, of course, part of the conversation, but it is rarely the only reason people leave.

Lack of progression, poor management, lack of support, and feeling disconnected from the firm are major factors in junior lawyers’ decisions to jump ship.

Younger professionals want to see a future for themselves.

Firms that invest time in developing their people usually build stronger loyalty in return.

Learning through international collaboration

For firms involved in international work, like those in our network, there is also huge value in giving lawyers exposure to colleagues and clients in other jurisdictions.

Working across borders helps lawyers build commercial awareness and understand different approaches to legal practice and client service.

It also gives younger lawyers opportunities they may not otherwise receive within their own market.

Even a simple introduction to an overseas colleague or involvement in a cross-border matter can broaden someone’s confidence and experience considerably.

How does Lexlink support professional development?

One of the strengths of the Lexlink network is the way member firms can learn from one another, not only at partner level but across their wider teams.

Relationships built through the network create opportunities for lawyers to collaborate internationally and gain exposure to different ways of working.

That experience is valuable at every stage of a legal career.

Firms often spend a great deal of time searching for talent externally.

Sometimes the better investment is taking a closer look at the people already in front of them and giving them the opportunity to grow.

We’re looking for more firms to join our global network. If this is something you might be interested in, please visit our ‘Become a Member’ page to find out more.