Training catalogue updated and rolled out

Ole Horsfeldt has been an attorney for 33 years and a partner for 23. At Gorrissen Federspiel, he is also an in-house coach for all 2nd year attorneys and older. He is also a strong proponent of lifelong learning. Therefore, it was natural for him to get involved in updating Gorrissen Federspiel’s training catalogue, which was initiated in 2022 in collaboration with Head of HR, Sara Jursic, who has the day-to-day responsibility for employee development. Ensuring access to continuous training is a strategic focus.

“Our employees entrust us with their careers. They invest many hours in the firm. What we do in return is to take responsibility for developing and educating the individual,” says Ole Horsfeldt and elaborates that a solid and accessible training catalogue is also an important factor when Gorrissen Federspiel recruits from among the most talented law students.

“By further developing the professional skills of our employees – in breadth and depth and in the legal, personal and business areas – we ensure that each individual employee stands strong. This applies both in the advisory role with us and in the employee’s later career outside Gorrissen Federspiel. Our employees are attractive candidates if they one day move on to become, for example, General Counsels in our clients’ undertakings. This contributes positively to cooperation and mutual understanding when we meet them in their new role,” he continues.

A broad training catalogue for all

In identifying needs and expectations, clients tell us that they expect highly qualified, business-orientated lawyers who can provide a consistently high level of advice in a commercial context. Internally, the attor - neys and assistant attorneys have expressed that they expect to have the opportunity and – not least – the time to continue their training on an ongoing basis. The same applies to specialists in staff functions, who have so far not had access to structured training.

“We need to provide a system that enables everyone to pursue structured training through internal and external courses and programmes. Our core service is legal advice, but the advice is supported by our staff and administrative functions to deliver at the high, international level that clients expect,” says Ole Horsfeldt.

In developing the training catalogue, Ole Horsfeldt and Sara Jursic held a series of meetings with representatives from all employee groups.

“We encountered tremendous enthusiasm from the participants. They were full of ideas. Obviously with different needs, which we have assessed and included to a considerable extent. One example is Gorrissen Federspiel Campus, which is a week-long boot camp for all new assistant attorneys,” says Ole Horsfeldt.

Culture-changing project to strengthen continuous training

The new and comprehensive training catalogue is in place. The big challenge will be to create a change in culture that prioritises giving employees time for further training, while at the same time taking care of client work and allowing for a good worklife balance.

“Allowing space and time for individual development is a cultural rather than an educational project. It’s a paradox we share with our competitors and a difficult balance to strike. But it’s essential to protect our core competences, namely our deep professional insight framed by an understanding of our clients’ commercial reality,” Ole Horsfeldt concludes.