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18 I n the last decade, the legal landscape has undergone significant shifts, particularly in the generational makeup of the workforce. The deluge of technology solutions—from document management platforms to AI tools—is rapidly transforming how law firms and legal entities operate. This evolution creates both challenges and opportunities for legal sector professionals. As a result, law firms are reimagining their approaches to remain competitive and adaptable. This shift has increasingly emphasized change management, a delicate balancing act of effectively managing necessary changes while maintaining organizational stability. While law firms navigate these transitions, young legal professionals find themselves in a unique position to contribute fresh perspectives, drive meaningful progress, and foster collaboration across generations. Here are three key strategies for young professionals to keep in mind: BUILD YOUR FOUNDATION BY ASKING QUESTIONS From Baby Boomers to Gen Z, each generation brings distinct perspectives on change. Regardless of your role in the change process, understanding how a change impacts your firm is a valuable asset. It can be helpful to start by asking some foundational questions. First, try to answer these questions yourself, then confirm them with leadership or key stakeholders: • What is the business reason for the change? What is the timeline or project charter? • Who are the decision-makers? • Who will be affected by this change? • What does successful implementation look like? What success metrics will we use? • Are there any user groups within the firm that will embrace or resist this change? Why? BRIDGING GENERATIONS Change Management Strategies for Young Professionals in Law Firms FEATURES BY MICHELLE ZAMAN

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