Tossing Tradition Aside—Redesigned Associate Training Programs Replace Lockstep Models at Top Firms

The “silver lining” in the cloud of recent law firm layoffs and associate deferrals is emerging in the form of realigned associate development programs at some large law firms. New skill training and achievement-based programs are replacing the old lockstep model firms traditionally followed with associates.  

When Reed Smith asked clients what skills they would like to see in the associates and attorneys they work with, a new associate training and development program was born.  The decision to redesign associate training at Reed Smith was based on a desire to find better ways to attract, develop and retain top talent, as opposed to a reaction to the economic climate, according to Global Chief People Officer Nicky Dingemans.  Just this week, Reed Smith announced its CareeRS program where associates are no longer classified by year, but are instead categorized as junior, mid-level and senior based on achievement of core competencies. The competency model is described as a navigation system detailing the skills required at each level.  Dingemans explained that the new structure covers four core areas—fundamental legal skills, business acumen, leadership ability, and understanding and effectively managing client needs. “A good lawyer today understands a client’s business,” Dingemans added. “Our clients tell us they are looking for more than legal skills, they prefer associates who are well-rounded business professionals as well.”

The old lockstep program created a sort of entitlement when associates completed another year in the position as opposed to a guarantee that associates were gaining specific skills at each level. Dingemans said the firm’s new program built around achievement of core competencies gives associates better development tools and more clarity around the exact training and skills that must be developed at each phase. The reward structure is aligned with the successful completion of the stages.  “This is the GPS system and the car, providing the driver with assistance as they navigate the steps,” Dingemans explained. “Our associate training now includes competencies similar to certain MBA requirements, designed to create an understanding of business basics and economics.”

The goal of the new associate development structure, according to Reed Smith’s Dingemans, is to reduce associate attrition, develop a more complete associate and increase client satisfaction. Although the down economy was not the driver behind this program, Dingemans acknowledges that the current economic climate provided an added boost. Full details of the program are included in this news release.