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New Partner Training Is a Key Component of Law Firm Success
The annual partner nomination season is fast approaching, prompting law firms to delve into rigorous discussions about suitable candidates. Though the selection criteria may differ across firms, there are universally accepted competencies that influence the decision-making process.
In a recent survey by the Young Partners Accelerator, respondents were asked to rank five core competencies in order of their significance. Predictably, possessing profound legal knowledge and skills secured the top spot with 50% of the vote. Business development skills trailed behind at 22%. Meanwhile, case and matter management received 17% of the votes. Understanding the business of law secured 9%, and leadership skills anchored the list with 2%.
However, an intriguing disparity emerged from the same survey: despite these clear competency expectations, a mere 7% of respondents indicated that their firms offered any structured partner training, either before or after the promotion. Larry Campagna, Managing Shareholder at Chamberlain, Hrdlicka, White, Williams & Aughtry, P.C., lamented the common sentiment: "Too many firms elect partners and expect them to learn by osmosis." He highlighted that his firm prioritizes "professional training opportunities." Notably, a majority believed that structured training would increase productivity, profitability, and retention. Frank Sheppard, managing partner, Rumberger Kirk emphasized, "Training needs to begin when they are young lawyers, and that learning never has an end date."
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