Nurture the technical and human skills

With 320 lawyer roles currently advertised in WA on Seek today, law firms are continuing to face a war for talent. To stand out, they need to shift from just fulfilling CPD requirements to focusing on comprehensive employee development strategies that nurture both technical and human skills.

Gallup's research reveals that 70% of employee engagement is driven by the quality of management - a factor often overlooked. But when we talk about 'managers,' it is not limited to partners or senior roles. Anyone with delegation responsibility - whether a junior lawyer supervising a paralegal or a senior associate leading a project - is a manager. The ability to delegate effectively and communicate expectations clearly is crucial to fostering team engagement and productivity.

I recently conducted delegation training for a law firm, engaging participants at all levels. The session scored an average of 9 out of 10, indicating strong engagement. But the true value lies not in the training alone - it is in what happens next. Delegation is not just about task distribution; it is about empowering lawyers, building leadership capacity and creating a more collaborative environment.

While many law firms often excel at technical training due to CPD compliance, they lag in following through on human skills. After a workshop, how many firms have structured follow-ups to reinforce what has been learned? Most training lacks a strategic implementation plan, making it a missed opportunity for real cultural change. To maximise ROI on training:

➡️ Integrate into personal development plans (PDPs): Every lawyer should have a tailored PDP that prioritises both technical and human skills. Managers must check in regularly to discuss progress and address roadblocks.
➡️ Prioritise manager development: If managers drive employee engagement, investing in leadership skills - such as delegation, coaching and feedback - will have impact on team performance and morale.
➡️ Measure impact and set KPIs: Define success metrics for human skills just as you would for billable targets. For example, track delegation effectiveness by measuring the reduction in hours spent on non-billable tasks and increased team output. What insights can you gather from this data to identify areas for improvement?

When firms invest in leadership and human skills training as an ongoing commitment, not a one-off event, they cultivate a supportive culture. Lawyers feel valued, more engaged and less likely to leave for the next job opportunity.

In a talent market as tight as WA's, the firms that will thrive are those that build better lawyers - and better people. Law firms need to embrace a holistic approach to employee development, one that combines CPD compliance with strategies for building emotional intelligence, effective management and trust to start.

The war on talent