Law
firm culture tends to stifle innovation.
Not exact matches
Firms that know what they're after and foster a
culture that focuses on their core competency,
tend to succeed.
Law
firms may not always have a
culture that supports the achievement of every lawyer and staff member — rather we
tend to see a «sink or swim»
culture in many
firms.
Says Furnari, «compared to the Wild West of the NYC sublet office space market, where you are at the mercy of some other
firm's policies, or the
culture - clash that you
tend to find in multi-professional executive suites, we offer a professionally managed office option that is custom tailored to the way self - employed, small
firm attorneys work.
Disciplined
firms tend to have an efficient workforce, fully implemented systems, quality support data and a high production
culture.
It is also important to know what kind of law
firm culture existing, including traditions, social behaviors of the members of the
firm, whether the
firm tends to be more conservative or innovative, and the basic demographics of the law
firm that might create more than one law
firm identity within the larger
firm culture.
Firms really need to understand that the priorities of your associates have far more to do with doing meaningful work, having purpose, being engaged and working in a supportive and collaborative
culture than they do with remuneration, bonuses and all of the other stuff the profession
tends to measure itself by.