from traditionalists to gen y: addressing gggeneration...

From Traditionalists to Gen Y:G GAddressing Generation Gaps in

Today’s Law FirmsPresented by:Mark Cameron Willis Esq.Kutak Rock LLP

Matthew Willis Esq.IKON Legal Solutions Consultant

Speakers

Today’s Generation X Speakers

Mark Cameron Willis, Esq. – mark.willis@kutakrock.comKutak Rock LLP 400 member firm/15 officesDenver ColoradoDenver, ColoradoComplex Commercial Litigation CLE Presenter- Litigation Kutak Rock Associate Development and Marketing Committeep g

Matthew Willis, Esq. – mewillis@ikon.comIKON Office Solutions Inc. 25,000 global employeesIKON Office Solutions Inc. 25,000 global employeesChicago, IllinoisLegal Solutions Consultant-Over 30 Legal Speaking Engagements 2006-2008g p g g gAccess to Justice Committee Chairperson

Agenda

Today’s Emerging Law Firm Generation Characteristics and PerceptionsFi Adj ti t G ti GFirms Adjusting to Generation Gaps

Human ResourcesTechnologyTechnologyMarketing

Today’s Emerging Law Firm

The Emerging AMLAW 100 – Multi-Billion Dollar FirmsThe Emerging AMLAW 100 – Multi-Billion Dollar FirmsMergers & AcquisitionsFirms Operating Like Large Companies- CEO/ CFO/ CMOp g g p

Global Practice Competing for Institutional ClientsChanging In-House Counsel Requirements Communication and Technology ChangesM lti G ti l W k lMulti-Generational Workplace

Today’s Multigenerational Law Firm

Traditionalist Baby Boomer

G ti XGeneration XGeneration Y

The Traditionalists

Generation Breakdown: Traditionalists

64 year old - 5% of Firms TodayCharacteristics and ValuesCharacteristics and Values

Traditional Family Values- One Wage EarnerLoyal to Firm- “Employers for Life” -Big BlueStrong Work Ethic Strong Work Ethic

Legal PracticeNot Technology Savvy- E-Mail Box Phone vs. E-mailTraditional Legal Practice- Value of Relationships

Value to the FirmLoyal ClientsRelationships in Community/Area of PracticeMentoringg

Myths/ Perceptions-Generations Looking at Traditionalists

Baby Boomers

Generation Breakdown: Baby Boomers

Late 40’s-Early 60’s – 80 Million Strong – 70% Law Firm PartnersPartnersCharacteristics and Values

Dual Wage Earners “Work Your Way Up” Mentality y p yAffluent- “Me Generation”

Legal PracticeLoyal ClientsTraditional Legal Practice but Embrace Change Dictated by Clients

Value to the FirmManagementTransition from Traditional Practice Transition from Traditional Practice Value Technology But Not As Savvy as Younger Employees

Perceptions- Other Generations Looking at Baby Boomers“Boomers think they understand Gen Y and Gen X” Halleland ThoughtsBoomers think they understand Gen Y and Gen X Halleland Thoughts

Generation X

Generation Breakdown: Generation X

30 Something's- Early 40s – 40/30 Million StrongCharacteristics and Values

Grew up in 50% Divorce Rate7-8 Career Changes“Free Agency” Quotes re: Gen X Job Seekersg y

Legal PracticeTraditional Legal Training- Research and Writing Question Traditional Firm PoliciesQuestion Traditional Firm PoliciesFirst Generation To Adopt Technology Advances - Westlaw & Lexis

Value to the FirmM M kMoney MakersControl Day to Day Relationship with ClientEmbrace Technology

Perceptions Of Gen X from Other Generations

Generation Y

Generation Breakdown: Generation Y

Late 20s – Diverse – 80-60 Million StrongCharacteristics and ValuesCharacteristics and Values

Return to Family ValuesQuality of Life Technology Upbringing- School, Internet Social NetworksTechnology Upbringing School, Internet Social NetworksShorter Attention Spans

Legal PracticeTechnology as Backbone of PracticegyDiversityFew Strong Client RelationshipsPressure to Bill Hours

V l t FiValue to FirmResourceful and AdaptableTeaching Boomers and TraditionalistsAccess to Information Findlaw etcAccess to Information- Findlaw, etc.

Perceptions of Gen Y from Other Generations

Identifying Generation Gaps: Human Resources

Traditionalists Boomers Gen X Gen Y

Attire Formal – Bow Tie

Business Cas –high end (sport coat)

Business Cas -low end (golf shirt)

Whatever feels comfortable

W k Offi l 7 00 t Offi h Offi h Work Environment

Office only –modified traditional schedule

7:00 a.m. to 7:00 p.m. in the office only

Office, home, desires flexible scheduleStarbucks Ad

Office, home, desires flexible schedulesc edu e Sta buc s d sc edu e

Motivating Factor

Self-worth/legacy

Salary Security Maintain personal life

/ B th d N i M t M t d Mentoring/Training

Been there done that

No news is good news

Mentors good/feedback not necessary

Mentors and constant feedback MN

R t ti K L lt S l S it P l Retention Key Loyalty Salary Security Personal relationships

Identifying Generation Gaps: Technology

Traditionalists Boomers Gen X Gen Y

Client Face to Face Telephone E-mail E-mail/ IM/ TextCommunicationsLegal Documents Dictate Prepared by

associatesCreate on own Create on own/

“help desk”

Legal Research Library Associate Memos On-line On-line

Reviewing E-mail Only at office Primarily at office/mobile

Mobile device/ Laptops

Mobile device/laptopsoffice/mobile

device when not at office

Laptops device/laptops

Use of Cell Ph

Only in emergencies

Turned off at the office

Turned off at the office

On at all timesPhone emergencies office office

Settlement Conf.

Use of Web Internet jokes and reviewing pictures

“The Google” and news-related sites

Research, document retention

Research, document review,

of grandchildren and review, news and marketing

and social networking

Firms Adjusting To Generation Gaps

Bridging The Generation Gaps

HRTechnologyTechnologyMarketing

Bridging Generations

Benefits vs SalaryHuman Resource Changes

Benefits vs. SalaryOffice Life- Google vs. New York Law Firm Regional Firm Relocation“Quality of Life” Committee Move to Stadium ExampleT l tiTelecommuting

FeedbackFeedback that Matches Generation NeedsFirm EvaluationsMentoring Regional Firm Associate Flight Example

Responding to Younger Employee’s Desire for ChallengesResponding to Younger Employee s Desire for Challenges“Meaningful Work”- Government Partnerships/ Halleland VideoPro Bono Opportunities

Bridging Generations

Technology

Education and TrainingTraining Up and DownPromoting New Technology

• Wikis, Web Hosting, Webinars, Virtual Conferences• VideoVideo

Technology CommitteeInvolving End Users in Technology Decision MakingComparing Technology with Corporate Clients

Assessments

Bridging Generations

MarketingDeveloping the Firm “Brand”AdvertisingConsultants/ OutsourcingUse of Technology

Web Design St O t St Fi• Web Design– Stage One to Stage Five• Non Traditional Advertising- Blogs, Etc.

Joint Ventures/ Alliances- Lex Mundi AssociationJoint Ventures/ Alliances Lex Mundi Association

Conclusion

Why Assess and Bridge Generation Gaps?Why Assess and Bridge Generation Gaps?ProfitabilityClient DemandClient DemandRetentionSustainabilitySustainability

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