In the first two months of the year, your firm admitted a new class of partners. You’re confident that they are the “right stuff” for the firm. They are productive, knowledgeable associates who can produce revenue at partner rates right away. But are they ready to be owners? Unless your firm has a robust new partner development program, the answer is “We hope so” at the very best.
Training, development and skill-building are concepts that have largely been under-rated in law firms. The debate often is – whether they are a cost or an investment? The dilemma also stems from the uncertainty concerning the return on investment and how to scientifically measure the value addition from training and development activities. This article aims to discuss the benefits associated with skill-building and how can law firms foster a culture of knowledge-sharing, mentoring and growth.
Some new partners will deceive themselves into dismissing the importance of collateral skills on the grounds that the only issue for a good lawyer is technical expertise.I contend that such expertise is necessary but not sufficient. Those who ignore skills do so at their peril—and risk joining the under-appreciated, who mutter how unfair clients can be.
In BigLaw firms, or in any firm with multiple associates, an assignment of work by a partner or senior associate, is a signifier of many things. To the management committee, it signifies leverage.
Effective meeting organizers will get ahead of tech-challenged users, set timed agendas, start on time and follow proven protocols for efficient meetings with remote work forces.
Visionaries and those at the pinnacle of their professional journeys do not automatically become thought leaders: many other dimensions are involved.
While executive coaching has become popular in many law firms and corporate law departments, one of the reasons often given by senior management and HR for not taking advantage of this approach – or using it only to a limited extent – is the difficulty of measuring return on investment (ROI). In reality, there is […]
Simplicity is the key to outstanding management. Professionals in ownership or senior roles simply don’t have the time, motivation or gas-power for complex, lengthy systems of getting things done.
Online Reputation Management (ORM) has become one of the latest marketing and brand buzz-concepts. This is one every professional should be concerned about and should understand. Much has already been written about ORM, as any search on the internet will show. I have found that much of what is available online does not explain where […]
One of the Most Important Discussions Law Firm Leaders Will Have: Welcoming New Associates or Graduate Lawyers to the Firm
New associates or graduate lawyers follow a long and mostly arduous path through the university and local law society systems before they can join a law firm. They arrive at their first law firm with mixed feelings of excitement, trepidation and uncertainty, but mostly they are yearning to learn the ropes and do well. As […]