There is no firm in business today that isn't inundated regularly by requests for contributions, whether they are for charitable, community or political causes. For the community-minded firm, the requests can be overwhelming, as is the feeling that you do indeed want to help the organization requesting your help. But how can you serve your community ' and frequently, your firm ' without hurting your own firm's budget and community relations? You can say yes'
When it comes to work product production, internal and external communication, or workplace safety, the question becomes: "Is there adequate input when these policies are developed, and who are the enforcers?" As important, is the question, "Do established best practices hamper client relations or staff professional development?"
Interviews with senior associates and individuals in their first or second year of partnership (particularly equity partnership) reveal that they frequently face a number of surprises ' even shocks ' when they enter their new, long-desired status. Here's what to do about it.
Who's doing what; who's going where.
An interview with Sharon Meit Abrahams, Director of Professional Development, McDermott Will & Emery LLP (Miami).
The deadline for submissions to the coveted MLF 50 ' The Top 50 Law Firms in Marketing and Communications ' has been extended to Monday, Sept. 29, 2008. Click here to see the submission criteria.
Last month, the author said that heightened awareness is necessary after the Supreme Court ruling in CBOCS West, Inc. v. Humphries increased the stakes. The discussion concludes herein with a look at the mechanics of an investigation.
When a firm finds itself in the midst of a management crisis, the place to begin to search for the source of the problem is at the top of the management hierarchy. This may not be a popular notion or an easy task. The purpose is not to find fault. The point is that an organization does not simply evolve. It must be built in an orderly manner. The values that are important to a firm have to be defined and centrally organized. The responsibility for these goals must be keyed to an organizational factor, whether this is a committee or an individual.
DIVERSITY DOES NOT MEAN "PREFERENCES": In my last post, I described a very surprising reaction from a well respected AGC about diversity meaning preference. Again, I do not believe he is racially or gendered biased. But he appears not to be receptive to the message that diversity and business development consultants deliver about the need to foster a nurturing environment that will increase female and minority retention rates. He believed that diversity initiatives involve preferences.…
