The biggest chokepoint in firms these days is the inability to align most lawyers- particularly younger lawyers- around behaviors that keep their firm most healthy.
Delivering a signature career experience is not about slogans and breezy conclusions. Rather, it is expressed through the plumbing or inputs the firm deploys to help firm lawyers experience extraordinary career long success.
In this article I am focusing on a different aspect of conflict among senior lawyers – and one that I am sure will be familiar to many. 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.
Clients are facing increasingly complex demands posed by the rapid advance of technologies, the economic and regulatory environment, the geographic spread and dynamic change within their markets and disruptive events, such as the current pandemic. Worse, many firms are less collaborative than they think they are.
COVID-19 forced law firms almost overnight to adjust to their personnel working from home, regardless of how senior management felt about flexible working pre-pandemic. This survey explores a range of psychosocial and other factors relevant to prolonged working from home.
Reducing your firm’s commitment to expensive shared office space is a generational opportunity to increase dramatically the pool of firm distributable profits.
In the course of our work with law firms, we have occasion to do many kinds of surveys. Here are two simple examples: In the context of strategy assignments, we may survey partners as to their aspirations and their views about their marketplace(s). In the context of conducting a cultural assessment, we may survey all […]
Cultural differences define and influence every aspect of law firms’ operations, reputations and financial success. Describing a law firm’s culture is difficult, even for people who know the organization intimately. When asked to describe a culture, people typically resort to words like “collegial” or “democratic.” While terms like this may convey a general sense of […]
Law firm “culture” isn’t that hard to define. Culture is what people at the law firm actually do every day — or, less sunnily, what people get away with doing. I’ve worked in organizations that struck committees to study and define the organizational culture, but that failed to appreciate that the most accurate definition of […]
“Superstar employees are the obsession of the corporate world,” a recent article in the Harvard Business Review (HBR) begins. “They’re highly sought after, given the most attention and the best opportunities, generously rewarded, and expressly reassured after setbacks.” Does this remind you of any members of your law firm’s equity partner class? Especially those recruited laterally […]