Imagine this scenario: Margaret, a seasoned lawyer with 35 years of experience, is assigned to co-lead a litigation case with a younger associate named Alex, who recently passed the bar.
During a strategy meeting, Margaret suggests conducting in-person depositions and client meetings. She values detailed research memos and prefers printed case files for review. On the other hand, Alex proposes using legal tech tools for case evaluation, virtual depositions, and AI-powered research platforms to streamline processes.
How would you suggest this collaboration should proceed:
- As the more experienced lawyer, Margaret should stick with what she knows works and demand that they proceed with her approach.
- Alex should reiterate the efficiency that technology can provide as well as its ability to support increased creativity and time-saving.
- Margaret and Alex should compromise, using elements from both approaches that provide the most benefit to the client.
Choosing between these options could determine how well attorneys navigate a generationally diverse legal workplace, a topic that we will explore during a session at our Future Is Now: Legal Services conference on Thursday, April 24. (Register here. CLE is available.)
Five generations in the legal workplace
According to Katherine Jeffrey, PhD, a generational strategist and CEO, big changes are happening in the workforce, which is more diverse than ever, especially when it comes to age.
Five generations are currently working together: Traditionalists (born between 1925 – 1945), Baby Boomers (born between 1946 – 1964), Generation X (born between 1965 – 1980), Millennials (born between 1981 – 2000), and Generation Z (born between 2001 – 2020).
People from different generations often have dissimilar life experiences, thanks to the cultural events and social norms of their childhood. This can lead to distinctive values, expectations, and priorities, which may come to a head in workplace structures.
Jeffrey says that, in many cases, Traditionalists started our organizations and Boomers helped shape their values. Gen X pushed for a bit more flexibility and Millennials and Gen Z have brought an entirely new mindset to what (and where) workplaces are.
Combining so many generations in the workforce creates opportunities for learning, collaboration, and growth across generations, but it can also lead to potential conflict.
Employees who don’t feel valued and appreciated can be less engaged and experience an absence of shared purpose. Moreover, a lack of openness and respect for preferences across generations can result in costly recruitment and retention issues for law firms.
Moving from ‘tension to teamwork’
Jeffrey will share her expertise on navigating generational differences in workplaces during a session at the Future Is Now: Legal Services Conference.
During a TED-like talk, Jeffrey will discuss topics like:
- Common characteristics that impact how each generation interacts with the world
- How similarities in the ways generations were raised impact what they want in a workplace
- Why we may want to start thinking of generations as distinct cultures
- How communication and other workplace preferences have evolved across generations
- Ways to better understand and connect with each generation to build better relationships and more effective workplaces
In a town hall session, Jeffrey will be joined by Kendra Abercrombie, Legal Recruiting & Professional Development Manager at Willkie Farr & Gallagher, to explore how generational differences play out among colleagues and clients in legal workplaces.
Jeffrey and Abercrombie will walk attendees through how to handle common scenarios at law firms that can create generational friction, like boundary setting and work/life balance expectations.
Four hours of professional responsibility CLE is available for conference attendees, including one hour of diversity and inclusion and one hour of mental health and substance abuse CLE credit.
Registration is open but space is limited.
Recognizing the value of all perspectives
Returning to the opening scenario, tension initially arises as Margaret perceives Alex’s reliance on technology as a lack of thoroughness. At the same time, Alex feels Margaret’s methods are inefficient.
During this session, panelists will highlight practical ways to relieve some of these tensions between the generations. For example, Margaret could discuss insights with Alex on persuasive in-person argument techniques and the importance of building relationships while Alex could demonstrate how technology can reduce time on repetitive tasks and improve access to information.
By learning from each other and recognizing their strengths, Margaret and Alex are more likely to follow option C. In doing so, they not only win the case but also build mutual respect and a strong mentoring (and reverse mentoring) relationship.
We hope you will join us to hear from Katherine, Kendra, and the rest of our top-notch speaker lineup on Thursday, April 24. Registration is open, but time is running out.
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