LCLD

09/23/2026

What turns a professional relationship into a lasting one?

The American Bar Association recently asked new lawyers to reflect on what genuine connection means to them, and their answers offer some thoughtful perspectives on building relationships that last: https://bit.ly/4iFNXqH.

LCLD Nation, what’s one quality that makes a professional connection genuine for you?

08/13/2026

What’s the number one driver of firm choice for associates? Culture.

According to Chambers’ State of the US Legal Talent Market 2026 report, culture was cited 5x more than flexible working and 2x more than compensation.

So what does a strong culture actually look and feel like? The data points to three defining features of firms who deliver a culture that exceeds expectations:

1. Support and belonging
2. Accessible mentorship and a teaching culture
3. Leaders who walk the talk

For the firms that fail to deliver on the culture they promise, flight risk can rise to as high as 60%. Culture isn’t just a recruiting tool. It’s a retention and leadership strategy. Read the full report: https://bit.ly/45rhjRL

06/03/2026

“The mentoring that changes a career usually isn’t scheduled. It’s a decision”

Yusuf Zakir, chief talent and inclusion officer at DWT, lays out a roadmap for senior leaders to practice intentional, informal mentoring through everyday choices.

We've built systems that distribute formal mentoring equally, but have let informal mentoring distribute itself inequitably, Yusuf Zakir writes.

05/28/2026

To every new mom trying to figure out what comes next professionally, this perspective may resonate.

Deciding whether to stay in the workforce or to take time off to care for one’s own family is a deeply personal decision. In a recent Bloomberg Law column, Ellen Yang, general counsel and partner at DTO Law, offers a simple but powerful piece of advice for working mothers on the fence: stay connected to your professional network.

She writes that leaning into her professional network helped her:

→ remember that other incredible professional women have navigated this before
→ build a support network for career and personal advice
→ stay up to date on legal issues and current events
→ maintain her identity as a professional woman rather than just a sleep-deprived mom

An important reminder that community can help carry us through periods of uncertainty and transition.

Opinion: Whether to stay in the workforce after pregnancy is a very personal decision. Developing a support network, staying up to date with current legal issues, and keeping in touch with other professional women can help navigate this choice.

04/22/2026

Nearly 1 in 5 people in the US identify as neurodivergent. Which means if you’re not actively designing your culture for neuroinclusion, you’re failing a significant portion of your workforce.

Neurodivergent professionals bring a wealth of essential skills like systems thinking, pattern recognition, and complex problem-solving. And yet, most workplaces still operate on rigid, unspoken norms that reward conformity over contribution.

The result? Talented people spend their energy masking at work, burn out, and ultimately leave.

Forbes outlines 3 practical strategies for leaders serious about building a neuroinclusive culture:

→ Shift from a deficiency mindset to a strengths-based one
→ Prioritize psychological safety
→ Adopt universal design

Boost your team’s potential with 3 strategies for neuroinclusion. Move from deficit to strength, build safety, and design for all.

04/01/2026

Anyone—an executive, a peer, or a direct report—can engage in effective .

MIT Sloan Management Review offers the following recommendations for those interested in advancing meaningful organizational change:

👉 Prioritize actions that target structures.
👉 Make allyship context-specific, not generic.
👉 Consider public versus private praise.
👉 Offer access, not just affirmation.
👉 Follow up on past actions.

Recent research finds that the most effective allyship addresses the root causes of inequality, not just its symptoms.

03/25/2026

Cultivating a “culture of mattering” isn't a nice-to-have—it's a leadership skill.

All members of the LCLD community are invited to join us on April 6 for Built to Belong: The Power of Mattering at Work!

Leadership expert and author Zach Mercurio and LCLD President Robert Grey will explore how effective leadership is increasingly rooted in helping people feel valued and seen.

You’ll learn:
🔸 Why “mattering” is not a soft skill, but a critical leadership capability
🔸 How leadership expectations are shifting in the modern workplace
🔸 Practical ways leaders can foster belonging, engagement, and trust

Register here: https://bit.ly/4uMDHjW

03/19/2026

“What’s in it for me?”

This Women's History Month, let’s explore how conversations around gender equality can move beyond women's initiatives and toward a model of gender partnership that engages men. An exercise male leaders can try is the WIIFM Reflection—What's In It For Me? Does a more inclusive workplace allow for more flexible parenthood? Does it reduce the stoic pressure of leadership?

By identifying one personal benefit of a more inclusive culture, leaders can transform allyship from a obligation into an opportunity.

Jennifer McCollum, President and CEO of Catalyst, expands on three strategies to transforming passive allyship into active, mutual accountability.

New Catalyst research validates men need to be more engaged in women's advancement and Women's History Month. CEO Jennifer McCollum shares new ideas from Men at Work.

03/17/2026

“In today’s volatile corporate environment, the most successful leaders have realized a fundamental truth: You cannot effectively lead change if you aren't leading inclusively.”

Inclusive leaders hold space for others, and lead them to the other side, even when they are fearful about the change themselves.

03/02/2026

As our 2026 Fellows and Pathfinders prepare for next week’s Spring Meeting, we’re sharing a few networking tips to help you make the most of it.

If networking feels forced or awkward, you’re not alone. But remember, everyone is there for the same reason: to grow as inclusive leaders and build meaningful connections. This article from Bloomberg Law offers a few pointers:

💭 Be curious—Talk about hobbies, passions, and your lives in general. Don’t shy away from social or non-work-related topics.
💡Be memorable — Be observant and engaged. Noticing small details can leave a lasting impression.
👥 Buddy up — A friend can help ease conversations conversations, and even highlight your strengths for you.
👂 Practice listening — As Theodore Roosevelt said, “No one cares how much you know until they know how much you care.”
📱 Connect online — Personalize your LinkedIn outreach to make it more meaningful.
🗓️ Play the long game — Strong relationships take time, consistency, and intention.

To maximize their career potential, lawyers should seek opportunities to network. This article offers tips for building and improving networking skills.