P2P

39 I L T A N E T . O R G FEATURES structure of the firm. In addition, they'll gain exposure to the types of law your firm practices and, more importantly, the challenges each practice group faces. This approach also teaches the hierarchy of law firms, which is often very different from corporate workplaces. It helps recruits understand how lawyers are organized by practice area, rank, and seniority. Explain what your titles like partner, shareholder, associate, counsel, junior, senior, first chair, and paralegal mean in practical terms. Who should they go to for general questions? Who will they need approval from? Who argues cases in court? Establishing these roles will help them build relationships and navigate the law firm effectively. Integration With Legal Teams Once familiar with your practice, structure, and confidentiality requirements, you can begin leveraging the unique perspectives and talents new voices bring to your firm. To do this, consider adding reverse mentoring to your onboarding process. This approach pairs newer employee mentors with senior colleagues. Firms like Freshfields, Clifford Chance, and Allen & Overy have used reverse mentoring programs. When used as a tool to amplify and engage new voices, reverse mentoring can also help break down barriers to technology implementation and encourage adoption. Pair new team members with seasoned professionals and encourage them to meet regularly to discuss challenges in their daily work, emerging technologies, and process gaps. Ask new team members to share their perspectives, offer tips, and explore new ideas. How did they handle similar circumstances in their work outside of legal? What worked and how could it be adapted to the firm? These conversations will inevitably spark curiosity and creativity in both participants, while offering new hires the opportunity to tap into the expertise of tenured team members, deepening their understanding of the law firm and legal industry. This exchange of knowledge fosters a collaborative learning environment. Additionally, these discussions help build confidence in junior team members and enable them to demonstrate value beyond their immediate roles as senior mentees enhance their technology skills. This reciprocal relationship can increase job satisfaction and retention for new hires, making them feel valued and integral to the firm's growth. Reverse mentoring also fosters a culture of inclusivity and continuous learning. It breaks down traditional hierarchical barriers, promoting open communication and mutual respect. Keeping New Voices Engaged Ultimately, introducing new voices to the legal industry can deliver value and give your firm an advantage. You can ensure a smooth transition from the corporate world to the legal industry by tailoring your onboarding process to meet their needs. Protect your firm by proactively teaching best practices for managing sensitive information and maintaining confidentiality. Help new hires navigate the firm and understand the firm's work with job shadowing. And build mutually beneficial relationships between colleagues through reverse mentorship. By combining these approaches, law firms can effectively integrate new voices, leverage their technological knowledge, and create a more inclusive and innovative workplace. ILTA Liza Pestillos‑Ocat is a Senior Vice President and Head of Global Client Success at Opus 2, a leading legal software and services provider that serves the Top 50 international firms and 88 percent of the AmLaw 100. Using her 20-plus years of experience in the legal tech community, Liza collaborates with law firms to navigate onboarding, promote adoption, and maximize the value Opus 2's clients receive so they, in turn, can pass it along to their clients.

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