Over at Idealawg, Stephanie West Allen plays host to a robust debate over whether Generation Y lawyers — or «millennials,» lawyers under 30 — who seek work / life balance to the exclusion of focusing on client needs are unrealistic slackers or serious
professionals with different priorities than previous generations.
The key is to remember that staff members aren't just funny - looking lawyers, or lawyers who are a little
different — they're
professionals in their own right,
with different career paths,
different interests, and
different priorities than their lawyer employers.
• Deeply familiar
with planning, developing, implementing and evaluating
professional development systems based on competencies and
priorities • Hands - on experience in determining existing opportunities and protocols and procedures, and conducting both informal and formal opportunity assessment for
different professional development tracks • Proficient in establishing development categories, such as performance and knowledge enhancements and personal development • Qualified to develop orientation plans for all staff members by ensuring that they are aware of basic requirements such as ethics and communication • Skilled in making recommendations to strengthen delivery methods by efficiently identifying training delivery protocols • Track record of effectively facilitating preparation of correspondence, newsletters and marketing materials • First - hand experience in keeping
professional development programs and workshops dynamic and rigorous by constantly employing needs assessment methods • Deeply familiar
with maintaining accurate records of
professional development activities, including description, type and number of people involved • Proven ability to provide
professional development instructional design to management • Adept at mentoring and coaching new instructors and trainers, and building and maintaining community partnerships