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Obstacles to Overcome So Attorneys Can Train Others

By Sharon Meit Abrahams
October 01, 2021

Last month's article, Training the New Crop of Incoming Associates, addressed adult learning theory at a 30,000-foot level. This article delves deeper into what firms can do to support their attorneys who lead training initiatives such as on-boarding new associates, delivering substantive knowledge, designing skill development training or any other aspect of professional development in the legal field. As noted in the previous piece, training lawyers has its own set of issues to overcome.

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Time

The number one impediment to getting attorneys to participate in training is time. In the corporate world, oftentimes employees are given dedicated time to complete training. Even in today's virtual world, these entities support employees in disconnecting from work. The Association for Talent Development's 2020 annual industry analysis notes the average number of employee training hours was 55.4 in 2020. Aside from CLE requirements, most firms have no hours requirements for continuing to develop skills and ability in one's career. In fact, it is common for lawyers to cancel attendance last minute or to bring client work into the learning environment.

The opportunity lost due to the billable hour weighs heavily on individuals asked to participate in or conduct training. One way for a firm to support attorneys in taking time to deliver or attend training is to give billable or investment credit for training time. Add a time category for professional development to account for time spent in training. This demonstrates the firms support and allows attorneys to feel more comfortable participating during their work hours.

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