Call 855-808-4530 or email [email protected] to receive your discount on a new subscription.
Features
A new survey of law firm leaders reveals that partners at a majority of the firms don't have enough work, and that demand for legal services is lagging behind pre-recession levels. Yet, despite this gloomy assessment, law firm leaders report that their partners are resistant to change.
Features
As firms strive to maximize operational efficiencies and increase the effectiveness of recruiting and retention across the talent spectrum, many are evaluating how to best align their talent function to the firm's values and business objectives, essentially with the common goal of delivering excellent client service and enhancing employee career satisfaction.
Features
In today's economy retreats may still be happening, but many have been tailored down and changed to business meeting formats rather than just R & R. To get the most out of the time and expense investment, proper planning is key.
Features
As partners and firm leaders from the baby boomer generation have begun to reach retirement age, legal consultants say succession planning has become a subject of increasing concern at small law firms, and is a topic they encourage those firms to prioritize.
Features
As law firms look to protect themselves from cash walking out the door in a low-demand market, they are increasingly looking at methods to discourage lateral departures and, perhaps more importantly, are enforcing those methods more frequently.
Features
Market Intelligence, Competitive Intelligence, Business Intelligence ' does it matter what we call it? Fundamentally, getting to value and insight comes down to adhering to one simple rule: The information must be actionable.
Features
Should law firm leaders be firing more lawyers? That seems to be the takeaway of a report released by the legal consultancy Altman Weil. Herein is a summary of the findings.
Features
Reed Smith has announced a new associate pay structure, raising the starting salary to $180,000 in some markets, $160,000 in Philadelphia and $145,000 in Pittsburgh.
Features
In the last 10 years, I have coached hundreds of attorneys as an internal career coach at Holland & Knight. Some of those associates left law entirely and are now writing novels, playing professional baseball, and flying airplanes. Others have gone in-house or to work for the government. Many of the associates have become non-equity partners, and some are equity partners. Here are some things I have learned about the ones who aim for partnership in a large firm.
Features
The "one-percenters" that we are hearing so much about in this year's primary election campaigns also have an analogous place in current law firm economics. The rich are getting richer, and most others are struggling to hold their own.