Resolving conflict between partners and overhauling partner remuneration
I have previously written several articles in the Edge Communiqué[1] regarding the resolution of partner conflict. In writing this article I want to start a discussion about a different aspect of partner conflict than I have previously written about, and that is the extent to which entrenched conflict between partners can impede a reconfiguration of […]
Recruitment & Retention: Deliver a “Signature” Career Experience!
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.
Your Firm Could be a “Go Firm”. Make it a “Stay Firm”
The talent market for associates is red-hot. We’re seeing record departures and stories of signing bonuses for second-year associates and clerks. Instead of gearing up your recruiting to fill departures, you may want to examine the ways that associates will make your firm a “Stay Firm”, not a “Go Firm”.
How Can You Reach and Recruit Diverse Lawyers?
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.
Results of the 2020/2021 Edge International Global Remote Working Survey Part 1: The Data
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
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
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.
Remote Working Checklist for Managing Partners
Topics from actual counseling sessions with managing partners that will help you prioritize the the key elements of Remote Working
The Focus Challenge – Part 3: Your Family
Obviously, giving zero percent attention to the family is neither healthy nor sustainable, but I suspect it happens more often than we’d like to believe.
Leadership and Risk-Taking
Election season has begun in the United States, far too early compared to most countries. The competition for leadership makes me think of leadership contests in law firms. Imagine that the term of your managing partner has expired and two candidates are standing for the post. Though campaigning is unseemly and brief, the contrasting positions […]