Empowering Growth: Ami Larson’s Approach To L&D

In an insightful discussion with Caroline Germano, Marketing & Communications Manager at Modern Family Law (MFL), Ami Larson, the Head of Learning and Development, shares her rich background in legal education and her pivotal role in nurturing the professional growth of MFL’s attorneys, paralegals, and Licensed Legal Paraprofessionals (LLPs). This interview dives into the strategies and initiatives that underscore the importance of continuous learning within the firm and highlights how the Learning and Development (L&D) department is instrumental in fostering a culture of excellence and empowerment at MFL.

Building A Foundation In Learning & Development

Caroline: Can you tell us about your background and what inspired you to pursue a career in learning and development?

Ami: I have always enjoyed teaching and coaching. While in law school, I taught BarBri LSAT test prep courses, and since 2003, I have been an adjunct faculty member at the University of Texas School of Law where I continue to teach in the Trial Advocacy Department. I also coached marathon runners with Austin Fit for many years. I began my professional career as an Assistant District Attorney and served as a judge for almost 19 years – first as an Administrative Law Judge and then as an Associate Judge. Once I retired from the bench, I knew I wanted to continue supporting others and helping them succeed in reaching their goals. Working in learning and development allows me a unique opportunity to creatively use my experience to develop customized training and provide support for everyone at the firm.

Caroline: What keeps you motivated and passionate about your role?

Ami: I enjoy getting to work with people across all offices and departments at the firm and being able to address their specific learning and development needs, including meeting one-on-one for skills sessions to improve confidence, creating on-demand training modules, developing reference guides, facilitating guest speakers, or just answering questions. I love finding creative ways to help others make the most of their strengths and overcome their challenges in supportive and engaging ways.

Caroline: What drew you to join Modern Family Law specifically?

Ami: I was impressed by the fact that Modern Family Law is willing to invest in its employees’ success by investing in in-house learning and development. To me, this demonstrates a desire to provide employees with opportunities for continuous growth, which translates to greater job satisfaction and success. I also appreciate the firm’s values and mission to compassionately and competently help people get through one of the most difficult times in their lives.

A Day In The Life Of The Director Of L&D

Caroline:  What does a typical day look like for you as the Director of Learning and Development?

Ami: I don’t have a typical day! My days vary depending on what is happening at the firm and what is needed at any given time. I have regular meetings with my team to ensure that we are all in tune and making progress on our projects and goals. And, as part of the firm’s Executive Team, I also collaborate regularly with the firm’s leadership to effectively develop and improve processes and programs firmwide. I am always available to answer questions and meet with anyone who needs skills practice. When new folks begin at the firm, I oversee their Onboarding training. Whenever I can find time during the day, I work on developing engaging and relevant on-demand training modules and other valuable resources for attorneys and paralegals.

Goals & Vision Alignment

Caroline: What are the primary goals and objectives of the Learning and Development department?

Ami: My primary goal for our L&D Department is to ensure that everyone at the firm has the tools and resources they need to be competent, confident, satisfied and successful in the work that they do at MFL. It’s easy to begin to feel stagnant after being in the same job for a while, but through L&D I strive to encourage everyone at the firm to continuously learn and discover more about themselves and their colleagues and improve in the areas of personal and professional development that interest them most.

Caroline: How do you align the department’s goals with the overall mission and vision of MFL?

Ami: Family law is such a personal and demanding area of law, and it can be incredibly stressful under the best of circumstances. I hope that by facilitating the support and resources necessary for us to effectively practice family law, L&D can help to alleviate some degree of that stress, thereby allowing us to consistently maintain a compassionate approach to our clients, our colleagues, and ourselves.

Challenges & Innovations In L&D

Caroline: What are some of the biggest challenges you face in your role?

Ami: Everyone is so busy and constantly being bombarded with information. That can make it difficult to keep everyone informed of and engaged in the L&D resources available to them. Also, as the firm grows – we now have offices in four states – it can be challenging to find out what the L&D needs and priorities of the various teams are at any given time.

Caroline: How do you determine the topics and content for the L&D programs?

Ami: A big advantage to having in-house L&D is that we can tailor our content to the specific needs of our teams. I try to prioritize topics that have been requested. Additionally, I look for and seek to fill any gaps in our current training to make sure everyone has all the tools they need to excel. My focus is primarily on legal topics relevant to the firm’s attorneys, paralegals, and LLPs, but I also like to provide resources and training on broader personal and professional development topics that everyone at the firm can benefit from, such as deep listening, effective communication, and negotiation skills.

Key Achievements & Milestones

Caroline: Can you share some of the significant achievements or milestones you’ve accomplished since taking on this role?

Ami: Because we are continuing to grow as a firm, we must be able to efficiently and effectively train our existing teams and new hires. I have developed and implemented a scalable training system that I continue to improve and build. It has been very successful and received great feedback so far. I also started a firmwide L&D book club that has proven to be a fun way to get to know more about ourselves and our colleagues while learning about various topics and strategies for being better and more effective in both our personal and professional lives.

Ongoing And New Initiatives In L&D

Caroline: What are some of the key programs and initiatives that the Learning and Development department currently offers?

Ami: L&D currently implements, coordinates, and oversees the Onboarding training for all new hires at the firm. Through our unique onboarding program, we offer comprehensive tutorials about our systems and processes, opportunities to practice critical skills, and we provide access to the tools and support needed to be successful at MFL. In addition to Onboarding, we also regularly bring in guest speakers to present relevant and interesting topics to the entire firm. We host a monthly MFL Travelogue series during which everyone at the firm can vicariously travel with a team member as they share their photos and stories from an MFL-sponsored trip. So far, we have been to Egypt, Hawaii, Paris, and London. An ongoing L&D initiative entails the continuous building and updating of a comprehensive and easily accessible library of resources encompassing relevant topics from basic to advanced.

Caroline: Are there any new programs or initiatives that you’re excited about and can share with us?

Ami: MFL has embraced the new licensed legal paraprofessional (LLP) program in Colorado, through which we now offer CO clients a new level of service within the firm. Our L&D Department developed and implemented an LLP training program and worked closely with our LLPs to make sure they had everything they needed to competently and confidently practice in their new role upon being licensed.

We have also developed an exciting new Post-Bar Clerk Mentorship program, which our L&D Department oversees and coordinates. Through this structured program, we work closely with new law school graduates while their Bar exam results are pending. We provide them with mentorship and the practical substantive and skills training that is not taught in law school. With this foundation, once our clerks are sworn in and licensed, they are well-equipped to handle their own cases successfully as Associate Attorneys at MFL. So far, we have had one clerk go through the program, and it is such a joy to see her knocking it out of the park as an Associate Attorney now. We have a big class of new clerks starting in the fall, and I am looking forward to working with them.

Leveraging Technology For Enhancing Learning

Caroline: What role does technology play in the learning and development programs at our firm? Are there any innovative approaches or tools that you’ve introduced to enhance learning and development?

Ami: MFL is very tech-forward and we utilize technology to enable us to provide better and more efficient services to our clients and our teams. L&D uses Learning Management Software (LMS) as a centralized hub in which all of our L&D training resources are organized and stored to allow anyone to easily access what they need at any time. Through our LMS, we also collect and analyze data to gauge the effectiveness of our current training and we continually seek to improve our resources and find new tools for fostering engagement with L&D.

Impactful Experiences & Feedback

Caroline:  Can you share a memorable experience or story from your time in this role that has had a lasting impact on you?

Ami: No one story or experience stands out, but every time I hear positive feedback about our Onboarding training, or someone says that a one-on-one session with L&D was really helpful, it makes me so happy to know that we are supporting and helping others at the firm to succeed.

Conclusion

Through her dedication and innovative approach, Ami Larson has significantly shaped the Learning and Development landscape at Modern Family Law, ensuring that every team member not only meets but exceeds their professional potential. Her commitment to the success and satisfaction of MFL’s staff is a testament to the firm’s values of compassion and competence. As MFL continues to grow and evolve, the influence of its robust L&D program under Ami’s guidance will undoubtedly be a critical component of its ongoing success and the betterment of its team.