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Understanding Your Firm's Culture
Managing partners usually have no trouble identifying the cultural changes needed to support their strategic initiatives: “We need more ' collaboration on key client relationships ' or business development from all partners ' or accountability.” But accomplishing these changes is seldom easy in the face of the deeply embedded habits and assumptions that constitute a culture.
In Part One of this article, published in November, we introduced a framework for understanding law-firm cultures. In this second part, after a reminder about that framework, we describe a systematic approach to successfully managing cultural change as a firm pursues its strategic goals.
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