We had a fruitful conversation yesterday. Thank you again to Emily Haggestrom for leading the conversation. Here is the recording: Intergenerational Workplaces I asked CHATGPT to provide a summary of the discussion which I have added below. I have also attached a copy of our Professional Skills Guide that we share with students prior to their summer break. The Guide is referenced in the recording.
Intergenerational Challenges in Professionalism and Feedback in Law Clerk Programs
Core Issues Identified:
1. Professionalism Gaps Among New Law Clerks
- Common concerns: Dress code violations, lack of punctuality, unclear communication, inadequate email etiquette, and blurred workplace boundaries.
- Some law clerks arrive unprepared for the workplace expectations and seem unaware of implicit norms.
2. Feedback Difficulties
- Feedback (especially critical) is often not well received by newer clerks.
- Emotional responses to constructive feedback are common.
- There is a need to clarify with the attorneys that redlining alone does not constitute meaningful feedback.
3. Generational Disconnect
- Older generations may hold a "tough it out" mentality, while Gen Z values mental health, work-life balance, and individualized recognition.
- Disconnect between how expectations are communicated and how they are received or understood.
4. Shifting Cultural Norms
- Gen Z grew up during the COVID-19 pandemic, Zoom schooling, and the rise of digital and social media-resulting in changes in communication preferences, stress management, and interpersonal skills.
- Greater emphasis on mental health and well-being, leading some firms to interpret this as a desire for more time off or reduced commitment.
Strategies & Recommendations:
A. Clearer, More Frequent Communication
- Set expectations explicitly and repeatedly across multiple formats (email, meetings, handbooks, in-person reminders).
- Make the implicit explicit-avoid assuming clerks know what's expected.
B. Structured Feedback Practices
- Provide both positive and constructive feedback regularly.
- Don't rely solely on redlined documents.
- Frame feedback as a growth opportunity, e.g., "I'm sharing this because I see potential in you."
C. Early & Ongoing Engagement
- Firms should check in with clerks between offer and start date to reduce anxiety and confusion.
- Simple touches (emails, newsletters, care packages) can go a long way.
D. Collaborative Professionalism Training
- Suggestion to run law school programs or panels with employer representatives to set shared professional expectations before clerks begin.
- Leverage both synchronous (live) and asynchronous (recorded) formats.
E. Mindful Mentorship
- Acknowledge that Gen Z professionals might need different approaches to coaching.
- Model inclusive and adaptable communication styles across generational divides.
Highly recommended reading:
Crucial Conversations: Tools for Talking When Stakes Are High by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler:
Crucial Conversations is a practical guide to navigating high-stakes discussions-those moments when opinions vary, emotions run strong, and the outcome matters significantly. The authors argue that the key to successful dialogue in these moments lies in mastering the art of open, honest, and respectful communication.