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Diffusing Conflict: Taming the Insensitive Partner
By Jonathan Middleburgh | Dec 7, 2021
This is the case of the insensitive lawyer, or the lawyer who is somewhat lacking in emotional intelligence, and who ruffles feathers or, worse, causes more serious distress to his or her colleagues.
5 Questions About Your Path to Partnership
By David Cruickshank | Nov 16, 2021
One of your high-performing associates is about to enter her fifth year at the firm. She has asked for a meeting to discuss the firm’s path to partnership. Your partners recently had a meeting about “keeping the keepers” so you want to be ready. Here are five questions you may have to answer.
September 17th 2021: Gerry Riskin, Second Virtually Together Conference, OECS (Caribbean) Bar Association
By Edge International | Aug 26, 2021
Under The Theme “Redefine. Reshape. Restructure,” Gerry Riskin will present on: RETOOLING TO SURVIVE IN THE 2020s: Essentials […]
Why Partner Integration Should Be On Your Agenda
By Leon Sacks | Aug 6, 2021
Partner integration signifies that partners are working, both individually and as a group, in a manner that optimizes firm performance and is in consonance with their expectations.
How Can You Reach and Recruit Diverse Lawyers?
By Mike White | Jul 6, 2021
Why can’t firms win more than their fair share of recruiting battles for diverse lawyers, and why is this important? For one thing, culture matters to all lawyers- both diverse and non-diverse lawyers. Lawyers want to work in eclectic, stimulating environments. Non-diverse lawyers are a flight risk if they are denied the affirming experience of working with colleagues who represent true diversity. Moreover of course, corporate law departments for some of the same reasons want to work with a more diverse stable of providers and advisers.
COACHING FOR LAWYERS: TRANSFORMING EMOTION TO ENERGY IN MOTION
By Bithika Anand | Jun 15, 2021
World over, one-to-one coaching is a highly effective method used for achieving better performance. While coaching has been an extremely popular concept across the globe, in India coaching for lawyers has started to gain importance over the last few years. Keeping in mind this recent growth of coaching for lawyers in India, this article aims to discuss how coaching for lawyers can be a catalyst to their growth and evolution through the stages of career transition while also promoting workplace confidence, wellness, resilience, and mental strength.
Results of the 2020/2021 Edge International Global Remote Working Survey Part 1: The Data
By Jonathan Middleburgh | May 18, 2021
I am delighted to publish the results of the Edge International 2020/2021 Global Remote Working Survey. This is the first part of a two-part review of the results. In this part I am sharing the results. In the second part, I – together with Gerry Riskin – will be suggesting some practical conclusions that can be drawn from the results, which should inform how leaders manage remote working post-pandemic.
A Talent Take on Law Firm Rankings
By David Cruickshank | Apr 21, 2021
American Lawyer Top 100 rankings are announced. Headlines like “30% Profit Increase at Firm Despite Pandemic” appear. And “rumored expensive deals” for lateral partners get favorable attention for the acquiring firm. This drumbeat from the legal press about “top firms” is supposedly a proxy for excellence in law firms, law practices and excellent individual talent. But are these the best measures to help a client or a job-hunting professional decide to choose a “top” firm?
Four ways to Ensure Success in Hiring New Partners
By Nick Jarrett-Kerr | Mar 31, 2021
Lateral hiring in professional service firms has an uneven track record. Statistics consistently show that hiring a ready-made partner from another firm often results in disappointment both for the firm hiring them and in terms of the new partner’s own expectations.
Move the Goalposts and Make Prospect Risk Aversion Your Friend
By Mike White | Mar 23, 2021
Whether you’re a strategy consulting firm or a law firm, “difference in kind” persuasion requires big “goalpost moving”- you’re going to need to get prospects to look at their problem and the opportunity fundamentally different from the way they are likely looking at it when they present it to you. If you “move the goalposts” you win; if you allow them to lazily accept the framing they brought with them before talking to consultants you likely won’t win.