Attorney Work Life Balance

Engage in initiatives that will allow you to fail and succeed simultaneously.

Future attorneys are seeking the right place to launch their careers; therefore, by promoting your firm's unique culture, you can more effectively attract and retain the best talent for your firm.

Designing Your Week

More than ever before, law firms are recognizing the importance of work-life balance for their employees, offering benefits such as flexible work schedules and working remotely. The acknowledgement itself is important, but unfortunately, it does not guarantee the balance we hope to achieve, especially for younger marketing and business development professionals looking to advance in their careers.

After Years of Complacency About Their Business Model and the Pipeline for Talent, There's a Reason Law Firms Are So Worried About Managing the Millennial Generation

For law firms wringing their hands about how to manage the millennial generation — or asking why they should adapt to this crop of young lawyers in the first place — here's the bad news: If you're still clinging to traditional models for training associates and running the partnership, you've already fallen behind. The millennials are here, they're climbing the ranks, and they've already begun to transform the industry.

A 2016 study found that between 21% and 36% of lawyers fall into the category of "problem drinkers." As for other mental illnesses common to the profession, 28% reported struggling with depression, 19% with anxiety, and 23% with stress. What can be done?

Ideally, the objective of defining the role and responsibilities of Practice Group Leaders should be to establish just enough structure and accountability within their respective practice group to maximize the economic potential of the firm, while institutionalizing the principles of leadership and teamwork.

Making partner isn't cheap, and the cost is more than just the years of hard work and stress that associates put in as they reach for the brass ring.

How to Successfully Hire Lateral Partners

While a law firm asks for specific education, experience, contacts and portables at certain law firms, what if the candidates were to ask for their own list of must-haves? How would a firm measure up?