Understanding Generation Y

With the CPD regime
for solicitors changing to a continuing competency model, what are the opportunities and challenges presented by
this new approach?

The greatest challenge
seems to be senior lawyers’ engagement in their
juniors’ development.

This is not to say that seniors are not encouraging the next generation’s talent; simply that because of their own experience of becoming a solicitor, they may not recognise the power held by different learning techniques.

Often, when discussing a lawyer’s development needs, the typical response will be to send them on a training course, when in fact, mentoring, coaching and or reflective practice would all be far more effective means of developing their competence.

Also, there are generational differences to take into account. Baby boomers (mid-50s to 70s) respect hierarchy and experience; Generation X lawyers (mid-30s to mid-50s) are entrepreneurial and independent. Both may have trouble understanding why they need to spend time debriefing assignments with juniors when they could look at a mark-up of their work.

This approach will not satisfy members of Generation Y (early 20s to mid-30s) who appreciate regular feedback, sharing information, teamwork and communicating face-to-face.

Boomers and Generation X were also educated in a more directive manner than Generation Y, who are used to a more discursive and questioning learning environment. Again, there may be a divergence in the manner in which senior lawyers expect to give feedback – “I’ll tell you what you’ve done wrong,” compared to how junior lawyers will actually best learn – “Tell me the good bits and where I
can improve.”

Senior lawyers sometimes simply do not realise the importance of discussing a piece of work with a junior because they would not have expected this from their supervisors.

On the plus side, the new regime could encourage firms to think more specifically about how knowledge and skills can be shared. Firms should open up the discussion of what competence means and how it should be developed; under the new regime, solicitors will be free to choose the most appropriate means of maintaining and acquiring skills and knowledge.

By understanding the effectiveness of mentoring, modelling, and reflective practice, junior and senior lawyers may find themselves learning more actively, i.e. being more aware of how and when they are building on their skills, and what they need to take them to the next level. This tailored approach to CPD will address individual learning needs far more effectively than sheep
dip training.

This may also lead to lawyers identifying specific learning opportunities and sharing them. For example, if a senior is taking the time to explain a standard form agreement for a specific deal, they could invite others to listen in and benefit from the opportunity. Given that law firms sell their knowledge and experience, this has to be a sound business initiative.

These issues are already relevant, but the introduction of lawyer-centric CPD means that it will be even more important for law firms to consider how best to support their solicitors in developing their skills and maintaining competence. SJ

Paula McMullan is a consultant specialising in trainee solicitor recruitment and management

 

www.mcmullanpartnership.com