Sentences with phrase «in law firm culture»

Each of the factors involved in law firm culture is made up of a number of components, some of which are more complex than others.

It will be too difficult, especially over time, for a law firm to resist the subtle changes in law firm culture needed to satisfy the monetary and other imperatives of non-lawyer owners.

Not exact matches

For instance, Chinese firms have to be aware of roles of trade unions and labour laws that differ from those in China; be respectful to the diversity and equality that are the reality of Canadian culture and society; and be environment friendly that reflects Canadians value.

Uber hired Albarran's law firm to conduct an investigation into its culture in the aftermath of former engineer Susan Fowler's essay on her experience with sexism and sexual harassment at the company.

This valuation of the particular provides Buber with another criterion, that of the «historically possible» which leaves room for the unique: «It is a basic law of methodology not to permit the «firm letter» to be broken down by any general hypothesis based on the comparative history of culture; as long as what is said in that text is historically possible.»

In a culture in which it can almost seem eccentric not to be «of counsel» to a major law firm that represents clients with state business, say, or to have a beef with the practice of steering pork, tax breaks or other public benefit to political donors, this sets significant precedenIn a culture in which it can almost seem eccentric not to be «of counsel» to a major law firm that represents clients with state business, say, or to have a beef with the practice of steering pork, tax breaks or other public benefit to political donors, this sets significant precedenin which it can almost seem eccentric not to be «of counsel» to a major law firm that represents clients with state business, say, or to have a beef with the practice of steering pork, tax breaks or other public benefit to political donors, this sets significant precedent.

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Law schools still aren't the most diverse places in the country, and the culture of exclusion often begins before the lawyers even get to the firm.

Promoting a culture of innovation and technology starting in law school but also importantly carrying through to both practitioners and all other departments in law firms of all sizes as well as the courts will serve lawyers, clients, and society in ways we don't even know yet.

A few years ago, as a result of a bright idea from my colleague Leigh - Ann McGowan, we encouraged our summer students to set up their own blog to record what they were experiencing in their immersion into the law firm culture.

There might not be a large Hispanic culture in your law firm's service area right now but statistically, many of your future clients will be Spanish - speaking individuals.

Modern Law spoke to Mark Valentine, Mayer Brown, about how the firm is continuing to grow in a competitive market and the role that the culture, innovation and brand values play in aiding this.

Nancy Rapoport's Blogspot has information about «all sorts of things — governance in higher education and in law firms, bankruptcy ethics, popular culture and the law, Enron and other corporate fiascos, professional responsibility generally, movies, ballroom and Latin dancing» and anything else that gets the author's attention.

Granted, in today's law firm culture, an «enthusiastic associate» is almost an oxymoron.

There are signs that this concept of a total change in culture and working patterns is becoming more popular, with the Law Society survey reporting that 475 alternative business structures (ABSs) were in operation: 116 more than a year earlier making up 5 % of all firms.

The shifting partner compensation models are testing the bounds of a law firm's culture in the face of the business realities of running a partnership akin to a Fortune 1000 enterprise.

In our most recent blogs, my colleague Carla Landry and I examined how law firms can successfully promote a culture of efficiency.

In order for law firm talent strategy to successfully promote a culture of efficiency, it must include a holistic view of attracting, retaining and developing talent.

In terms of recruitment, law firms interested in promoting a culture of efficiency will need to think differently about the kind of talent they neeIn terms of recruitment, law firms interested in promoting a culture of efficiency will need to think differently about the kind of talent they neein promoting a culture of efficiency will need to think differently about the kind of talent they need.

«In a profession that once banned advertising, law firms are rushing to embrace something truly radical: a sales culture nurtured by non-lawyers like Gregory Fleischmann.»

Vlad Zabrodin's insightful observation at this year's Balkan Legal Forum points out a persistent challenge in the communications practices of many lawyers and in the culture of many otherwise well - managed law firms.

Until law schools expand their traditional teaching methods to include more skills - based and technical programs, which is slowly happening, law firms interested in promoting a culture of efficiency will need to consider less - traditional recruiting sources.

We understand how to navigate a firm's culture, how legal professionals work, and the effective role of technology in the practice of law.

The result is that Culhane Meadows» culture is easily distinguished from that of traditional law firms and results in more fulfilled lawyers and satisfied clients.

In that post, I explained how law firms can compensate sales professionals and how sales professionals can be integrated effectively into virtually any law firm culture.

I started by suggesting that today's dominant law firm culture has been shaped by the marketplace realities of the last half - century, which in turn was heavily influenced by demographics.

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.

A change in mentality and culture among lawyers and big law firms will need to happen to drive this change.

Since becoming one of only a handful of female senior partners in the UK top 20 law firms, I have been keen to overcome the «straitjacket» of the traditional working culture that still characterises much of City life.

Law firms pay to participate in order to find graduates who are both qualified and, more importantly, fit the law firm's cultuLaw firms pay to participate in order to find graduates who are both qualified and, more importantly, fit the law firm's cultulaw firm's culture.

The 12 - week program is intended to help participants gain knowledge and expertise in a variety of topics, including technology and product development, running an agile product development organization, building a strong company culture, selling to legal departments and law firms, leveraging legal data, and best practices in customer success, marketing and fundraising.

I would suggest that the answer lies in changing the ways in which lawyers perceive their primary job function — and that of law firms — and that startup culture can provide incredible guidance in this regard.

In other words, startup culture provides law firms with a wonderful example of what it means to pivot and be responsive to customers» needs.

In a recent speech I gave in Toronto at an Ark Group presentation on Knowledge Management in Law Firms I spoke on how a firm's culture affects knowledge managemenIn a recent speech I gave in Toronto at an Ark Group presentation on Knowledge Management in Law Firms I spoke on how a firm's culture affects knowledge managemenin Toronto at an Ark Group presentation on Knowledge Management in Law Firms I spoke on how a firm's culture affects knowledge managemenin Law Firms I spoke on how a firm's culture affects knowledge management.

Latin America: With clients in virtually every Latin American country, the firm has an in - depth understanding of the nuances of the region's business practices, laws and cultures.

Importantly, I will explain how to integrate core Millennial values into your law firm's culture in a way that allows everyone (from Boomer and Gen X partners to Millennial associates) to work together efficiently and harmoniously.

Much has been written about the importance of «culture» in companies and in law firms.

Methodologies such as lean six sigma and business process design have been utilized for decades in other industries such as manufacturing or consumer goods, but professional services, and particularly the legal industry, have faced unique challenges when it comes to utilizing these approaches in any meaningful way: culture, compensation and at its core, the law firm business model itself are often obstacles to success.

As a law firm leader, you are responsible for improving performance and focusing energy in order to create a client - centric culture.

In law firm partnerships, culture is as widely discussed as the concept of «meaningful work» and «prestige.»

According to a survey of the youngest cohort of lawyers conducted by Above the Law and Major, Lindsey & Africa, young associates regard firm culture and work - life balance as the most important variables in the decision of whether to accept a potential employer's offer, while «compensation» and «prestige» were less important.

The ethical culture in a law firm thus provides the larger context in which individual action and the firm's ethical infrastructure operate.

And unless you're immersed in the culture of a law firm, which clients assuredly are not, law firm cultures all look the same too.

Temperament tests can help lawyers and firms identify which law students and attorneys fit with a particular corporate culture, whether they're practicing in the right specialty or are matched with suitable mentors and clients.

Posts cover large law firms with London headquarters or outposts, including with a First Most List, a Chambers Most List and three law school most lists (GDL, LPC and BPTC); quirky U.K. legislation; lawyers in U.K. popular culture; and other topics meaningful or interesting to those in the U.K. studying law or just starting out in practice.

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Ultimately, it remains to be seen which side will prevail in this culture clash of law firms over clients: Westernized Eastern European law firms or Western European law firms with a physical presence in Eastern Europe.

One must accept that idea that partners in law firms are not, at the very least, subconsciously influenced by their socialization in a culture that is subversively racist and sexist.

The 3 Geeks are using these posts to explore the idea of culture in law firms.

The article doesn't offer much explanation for the survey's results, especially in light of criticism even in the United Kingdom of hard - driving law firm culture.