At Sherman & Howard, we emphasize top-talent recruiting, integration, mentoring and coaching, training and promotion. We approach recruiting with the mindset that whomever is hired, he or she brings the ability, skills and drive to grow and succeed. Once at the firm, we continue to nurture professional development in a number of ways.
- Every new associate is integral to the vibrancy and future of the Firm. To emphasize this value, new associates meet one-on-one with the firm’s Chief Executive Officer and the Member in charge of the Associates Program. The firm’s leadership prioritizes meeting with and getting to know every associate who joins Sherman & Howard.
- Integrated orientation and IT training, including extended onboarding initiatives, is prioritized on day-one to help our attorneys understand and feel comfortable with their resources to make an immediate impact.
- Entry-level and new associates complete a New Associates’ Colloquium program which includes sessions on “Starting off Strong,” best practices for working with a legal assistants, tips from experienced associates, law firm economics, time management, understanding financial reports and more!
- New associates join mentor teams comprised of one partner and one associate to help with integration, introductions and coaching. Associates typically drive the selection of partner mentors to ensure natural matched and productive relationships.
- Sherman & Howard’s Associates Program offers regular in-house training programs, CLEs, practice-specific skills training, business planning, community events and social opportunities, as well as a number of resources for professional development and advancement.
- The Associate Mini-Retreat offers an educational and fun opportunity for associates from all offices to connect, learn together, and socialize. In 2018, the mini-retreat included a strategic communication CLE, practice group luncheons, a networking breakfast and an evening event for all associates, summer associates, incoming associates and their guests.
- The firm’s performance review process is intentional and extensive to ensure that every associate is performing at the expected level and is on track to succeed. Associates meet one-on-one with practice group leaders to discuss progress, knowledge base, skill set, goals and professional and business development planning.