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How to Nurture, Develop, Maintain and Sustain Your Lateral Hires

By Debra Forman
August 29, 2011

Leaving a law firm for the first time is understandably difficult for many long-standing attorneys, also known as “lifers.” Indeed, the “breakup” may generate complex and competing emotions. Those taking leave due to “pull factors,” such as career-focused opportunities, may experience conflicting loyalties and guilty feelings about leaving, not only during the departure phase, but even after establishing themselves at their new firms. Deep ties to originating firms are also evident even for those separating as a result of “push factors” such as compensation, promotion or philosophical disagreements. After the resentment dissipates, some attorneys carry the responsibility of their parting long after their departure. And in cases where attorneys are asked to leave their originating firms, some try to undo or deter their dismissals, in part because of an enduring sense of connection that is hard to break.

Loyalty and Attachment

Why do some “lifers” experience conflicting emotions during and after they have made their decision to leave their originating firms? Two words: loyalty and attachment. Exiting lawyers may regret losing their sense of attachment and, consequently, resist letting go of the feeling of comfort they have achieved at the firms they are leaving. They associate themselves and their successes with their original firms. Their first firm is where they “grew up” as lawyers. Their originating firm has provided them with years of development, legal and law practice foundations, and strong relationships and friendships with their partners and associates. Growing up at these firms, many attorneys socialize with their colleagues outside the office and have strong personal ties that connect them to their partners and their clients. Former mentors and mentees hang out together and continue their nurturing relationships at more collegial levels long after their formal assignments end.

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