Our Mentoring Program is dedicated to the professional training, development and assimilation of new Associates during their first two years with Dickinson Wright. Through our Mentoring Program we accomplish a number of important objectives that benefit both our new Associates and DW as a whole:

• Development of the legal and professional skills of our new Associates
• Successful integration of new Associates into the social aspects of DW
• Long-term Associate well-being and professional satisfaction
• Maximum Associate retention and advancement of DW's strategic goals

The Nuts And Bolts Of The Mentoring Program

New Associates (or Mentees) are assigned two mentors — a Senior Mentor and a Junior Mentor. Senior Mentors are experienced partner-level attorneys, usually in the new Associate's practice area. Junior Mentors are other Associates who have been with DW for a while and can help introduce new Associates to the social aspects of Dickinson Wright. Each new Associate will have a Senior Mentor during his or her first two years with DW and a Junior Mentor during his or her first year. All Senior Mentors and Junior Mentors are willing and enthusiastic volunteers committed to the professional development and assimilation of our new Associates. The Mentoring Program is interactive, with Mentees and Mentors sharing responsibility for a successful mentoring relationship. Dickinson Wright's Associates Committee oversees the Mentoring Program.

What Is Expected Of New Associates?

Dickinson Wright asks new Associates to enthusiastically accept shared responsibility for their mentoring and professional development. In order to optimize the benefits of the DW Mentoring Program, Mentees must be proactive in building and utilizing the relationships with their Mentors. We also expect Mentees to:

• Clearly communicate to their Mentors their goals for professional development
• Be receptive to the guidance, feedback, wisdom and insight offered by their Mentors
• Proactively identify and take full advantage of opportunities to enhance their professional development and social assimilation
• Regularly ask for advice, practice tips and feedback from their Mentors and other experienced DW lawyers

By using their own initiative and being enthusiastic and receptive participants, Associates at DW help assure their own meaningful and successful experience with our Mentoring Program.

The Role of The Senior Mentor

Most importantly, Senior Mentors help Mentees achieve the professional development goals the Mentees establish for themselves. Within this role, each Senior Mentor is to be available as a teacher, coach, counselor, confidante, advisor, communicator and role model for his or her Mentee. The responsibilities of Senior Mentors include regularly working with their Mentees, periodically reviewing the types and quality of work assigned to their Mentees, monitoring the workload and performance of their Mentees, and providing guidance and advice in various areas including time management, client relations, business development and the policies and objectives of their Mentees' practice departments and Dickinson Wright as a whole. Each Senior Mentor is expected to meet regularly with his or her Mentee over lunch or coffee to discuss and evaluate the Mentee's progress, to establish or redefine goals, and to assess the success of their mentoring relationship.

The Role of the Junior Mentor

Junior Mentors help with the social assimilation and integration of new Associates into everyday work-life at Dickinson Wright. Junior Mentors greet new Associates on their first day, conduct tours of the office, and introduce new Associates to their Primary Mentors, other lawyers and staff. Throughout the new Associate's first months with DW, his or her Junior Mentors will maintain regular and close contact to help the new Associate become familiar and comfortable with the office environment and the social life of DW outside the office. Our monthly for-Associates-only dinners at local hot spots is just one example of a regular social event designed to encourage social interaction and camaraderie among our Associates.

Other Stuff About Dickinson Wright’s Mentoring Program

Each Fall after the new class of Associates has arrived, the DW Associates Committee hosts a fun and lively orientation session for the Mentoring Program. Throughout the year, the Associates Committee informally monitors the level of mentoring activity for each Mentee and the health of each Mentor/Mentee relationship. While the Associates Committee makes every effort to successfully match new Associates with Senior Mentors and Junior Mentors, these relationships may not always work. We, therefore, encourage an open and frank dialogue with the Associates Committee to help identify pairings that are not working. Any participant in the Mentoring Program may request a reassignment at any time. Finally, each year a special committee of Associates is formed to select those Senior Mentors deserving of extra recognition for their outstanding contribution to the Mentoring Program. Associates announce the recipients of this prestigious MOMA (Most Outstanding Mentor Award) at the annual Dickinson Wright Firm Dinner.