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HOME ALONE – Working from home is working fine for many law firms—from a technical standpoint at least—but how to you keep remote lawyers from becoming alienated lawyers? As the pandemic wears on, firms are increasingly wrestling with how to train, coach and develop their talent in an effective and equitable manner, Patrick Smith reports. This is becoming especially complicated as segments of their workforce return to the office, while others remain remote for a variety of reasons. How do firms avoid falling into the trap of giving more work to the people who are physically present simply because it’s more convenient? According to Mark Beese, president of Leadership for Lawyers, a consulting firm focused on training for leadership skills and business development in the legal industry, it’s up to those in leadership positions to be deliberate about equitably allocating work. “The role of a leader is to create a culture and an environment where everyone is being developed,” Beese said. “That is the definition of inclusion. If you are neglecting that leadership role, you might lose those people.”
