This case study, excerpted from Hotshot's white paper "Training Lawyers for the Age of AI," examines how Brown Rudnick has built comprehensive learning curriculums that evolve with an associate's career trajectory while fostering a culture of continuous development across the firm.

Brown Rudnick demonstrates how firms can create a culture of learning that evolves with an associate’s career trajectory while preparing them for future roles. The firm not only develops learning strategies targeted to practice areas and career stages, but thoughtfully ensures creative and scalable delivery solutions.

A Strategic Approach to Learning Design

"We look at the progression of learning needs of our associates and target curriculums – take for example the trajectory from summers to first years," explains Marianne Bellino, Learning Executive at Brown Rudnick. "In general, we're thinking about continuous learning opportunities for everyone at the firm."

The firm takes a largely practice-area-based approach, developing distinct learning paths for lawyers in areas like litigation, corporate, and restructuring, and thinks strategically about timing and scope. For example, the learning paths for summers are more foundational than what they'll receive when they join the firm as first-year associates.

From Curriculum to Comprehensive Training

Brown Rudnick's approach goes beyond simply identifying learning needs and creating curriculums. "With any experience that we're designing, we're looking at an opportunity for a blended approach which is not only in classroom, but also complemented by on-demand and peer learning," explains Bellino. The firm builds complete learning experiences by thoughtfully matching development resources and methods to curriculum goals.

"We want there to be a marriage between what we're doing on demand and what we're doing in the classroom," explains Bellino. For each practice area, they determine priority learning needs with the firm’s partners and also engage providers like Hotshot to supplement in-class lessons with on-demand sessions.

This flexibility in learning formats is particularly valuable for busy associates. As Bellino notes, "the on-demand resources allow our lawyers to access focused training when they need it, even if they can't attend live sessions." This approach ensures that essential knowledge is available to associates in formats that work with their schedules and learning preferences.

In addition, the benefit of offering on-demand learning as pre-work means that associates arrive at the live programs already grounded in core concepts. Partners can then focus on higher-value teaching – sharing practical insights, firm-specific approaches, and real-world applications. The result is more engaging and efficient live sessions where associates actively apply their knowledge while benefiting from the guidance of more senior lawyers at the firm.

Earlier Introduction of Professional Skills

While some firms delay the introduction of certain professional skills until associates are more senior, Brown Rudnick takes a more comprehensive approach to associate development. They believe that professional skills like project management, delegation, and client relationship management should be developed alongside legal expertise from early in an associate's career.

"When it comes to core skills like managing projects, or delegation, or client management, there is no time like the present to start to learn these and contribute to future success," Bellino explains.

This philosophy extends to business development training as well. "As you progress in your career, the focus shifts from knowing all the fundamentals of being a great lawyer to client retention and new matter metrics. As such, associates need to start learning that skill the minute they step in the door."

Integration with Talent Development The firm recognizes that effective learning must align with broader development goals and firm culture. As Bellino emphasizes, "Whatever you decide to do, it has to be integrated into all facets of your talent process to ensure a culture of learning." This integrated approach ensures that programs support both immediate needs and long-term career development while maintaining flexibility to adapt as skill needs evolve.

Want to discover more insights on how leading law firms are adapting their associate development programs for the age of AI? Download our complete white paper "Training Lawyers for the Age of AI" to explore comprehensive frameworks, best practices, and additional case studies from innovative firms.