Over the past few weeks, I’ve talked to a lot of lawyers about their onboarding experiences as the employer and the employee. Fascinating conversations.

Here’s what caught my attention: how often we assign or assume a reason for something.

While I don’t want to get into the skirt thing, that’s a prime example. Can you say that someone else will be distracted because you are wearing or not wearing a skirt. I don’t think so. Can you assume that a new hire who wears dress shoes is serious about her job. I don’t think so.

A person can look the part but not be it right?

We assume that the people we hire know how to interact in an office because they wanted an office job. Don’t assume.

Onboard your new hire so they know how to interact in you and your team. The new hire knows what you mean when you say to act with integrity or to take initiative.

Your law firm will have exactly the kind of culture you give it: default or intentional. It’s your choice.


Dina Lynch Eisenberg, JD, is the CEO of OutsourceEasier.com, an outsourcing training/consulting firm for successful lawyers and entrepreneurs based in Oakland, CA.

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