Earlier this month, the NALP Professional Development Institute in Washington, DC brought together professionals across the legal industry who are committed to supporting talent in a rapidly evolving workplace. In a session co-presented by Julia Mercier, Jody Rosen Knower, Chief Professional Development Officer at Sidley Austin LLP, and Kara Dodson, Director of Learning and Development at Hogan Lovells, the group explored how multigenerational teams can collaborate more effectively amid shifting expectations around communication, leadership, and day-to-day work.
The presenters emphasized that while generational differences can contribute to workplace tension, they are only one factor among many. What often drives friction are the unspoken assumptions people bring to their interactions: interpretations of tone, expectations around responsiveness, differing relationships to hierarchy, and varying comfort levels with raising questions. By reframing these dynamics as predictable elements of human collaboration, the session encouraged participants to approach them with more clarity and less reactivity.
Cognitive empathy emerged as a practical tool for navigating these nuances. The speakers discussed how anyone, regardless of role, can pause before responding, consider the pressures or motivations shaping a colleague’s behavior, and choose actions that reduce friction rather than reinforce it. They also highlighted the value of clear communication habits—clarifying, summarizing, and checking assumptions—alongside coaching micro-skills that help make expectations explicit and strengthen everyday interactions.
Participants left the discussion with a renewed appreciation for how small shifts in communication can meaningfully improve collaboration. The session reinforced that empathy, perspective-taking, and candid inquiry are not optional skills in modern law firms. They are essential to building resilient teams that can navigate complexity while supporting professionals across generations.