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A practice group leader calls the head of the professional development department and says, “My practice group needs a team-building workshop.” It would be easy to gather team-building materials, run off to the nearest fancy resort and conduct a half-day session in an effort to create a cohesive work group. Unfortunately, training as a solution is most likely a perceived need rather than a legitimate one. A legitimate training need is when a person or persons do not know how to perform a task, lack a skill or are missing knowledge. These are remedied by training. More often than not, the issue is not a training matter, but rather an outcome of poor management or lack of proper procedures.
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2018: What Last Year's Trends Can Mean for Big Law
By Scott Flaherty, Chris Johnson, Meghan Tribe, Roy Strom, Miriam Rozen and Lizzy McLellan
With the new year upon us, law firms have just been through the typical year-end crush of collections, budgeting, compensation decisions and more. The authors recently took a look at 2017's hottest trends, and explored what we could expect from them in 2018.
In an Era of Crises and Controversies, How Ready Is Your Law Firm?
By Vivian Hood
Although the current news cycle is a barrage of negative situations, the silver lining is that they offer law firms a wealth of teachable moments about the importance of preparing for and responding to a crisis situation.
Five Ideas Lawyers Can Learn from the Military
By Michael P. [email protected]
A Different Perspective
Here are five ideas that lawyers can learn from the military. They just might work for you and your firm.
Lack of Gender-Diverse Partnership: Is It the Woman or the Firm?
By Daniella Isaacson
Data-Driven Research by ALM Intelligence Suggests Three Reasons Why Gender-Diverse Partnership Fails
It is now common knowledge that female headcount within the ranks of Big Law partnership, both equity and non-equity, has held steady for the past few years at around 20%. The obvious question is, why?
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