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A while back, I read a great piece by Christine Riordin in the HBR on what she says we inaccurately call work-life balance. Apparently, researchers have found that when we are on the job believing that we don’t have enough family or personal time, that itself drains and distracts us.

Some folks, including tech executives with really demanding jobs seem to have it all and do it all. As a young practicing lawyer, who happened also to be a female in a male dominated profession, I gave up trying to have it all because I could not come up with the right formula.

After many years of earnest effort, I ended up going on the ambivalence-creating “mommy track.” I do not intend to make this about male v. female in my profession, but realistically there is a big difference on the demands we experience and the support we need and receive. I tell the young women I mentor in the law that they need to ask for support and guidance when they are feeling overwhelmed or drained. I have suggested they join law firms that have an open commitment to work life issues.

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The National Law Journal reports that an alarming number of law firms have drastically cut recruiting and professional development staff over the past two years. The NLJ quotes an Altman Weil consultant saying that this is one of the first areas of cost cutting.

It’s an interesting development and not surprising. It seems doubtful that hard-pressed bottom-line-driven senior associates and partners will pick up the slack on professional development.

The survey found that firms with 250 or more attorneys suffered the biggest losses in this area and placed more duties on existing staff. Unfortunately, these departments also work on other important efforts with professional staff, including mentoring and diversity, work-life balance and pro bono initiatives. Many of the most critical areas that our profession must address.

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