Partners in law firms of all sizes and specialties are able to articulate the benefits derived as a result of implementing mentor-protege programs as part of a firmwide career development initiative. However, for a variety of reasons, in the majority of firms, mentor-protege programs have not been implemented with success.
To illustrate the point, let’s take the case of a midsized law firm that is in a dilemma over its current associate complement. The associate “oversight functions” are performed by a committee of partners with assistance from the firm’s office administrator.
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