Sentences with phrase «law firm cultures need»

That said, law firm cultures need to change.

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

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

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.

Based on what you know about their businesses, legal needs, and stated expectations for their law firms, which culture would they select for your firm?

Their perspectives link your culture to the demands / needs of the most important people to any law firm — those who pay for your services.

«The Common Scold» will cover a host of topics, from why law firms must list top administrators on firm Web sites; to why we need to eradicate the word «solution» from legal technology vocabularies; to why it's time to shift from «eat what you kill» to collaborative, corporate - modeled cultures; to why George Steinbrenner should void Kevin Brown's contract and keep Esteban Loaiza after all... more

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

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

As younger attorneys flood the workforce and begin replacing the retiring baby boomer ranks, even the most conservative law firms are realizing the need to reshape corporate culture and embrace millennials» tech - savvy, self - confident and flexible point of view.

While I acknowledge the vital role that culture plays with respect to defining each law firm's working environment, creating expected behaviors, and establishing a «glue» among the lawyers, I am increasingly seeing law firms where their cultures are not evolving with the times and needs of the firm.

Graduates and law firms alike have their work cut out for them: students must decide which firm is best for them to launch their career while the firms must find the graduates who are the best fit for their needs and culture.

In light of the numerous opportunities for such powerful and productive lawyers to join competing law firms, you and your fellow managers need to be especially cognizant of whether your firm culture, its management practices, and the presence or absence of appropriate strategic planning and marketing activities may finally drive lateral candidates to seek more lucrative and professionally rewarding opportunities elsewhere.

The seminar heard that law firms and in - house teams need to develop «open, genuine and transparent» relationships and be prepared to take risks in trying something new and in encouraging a culture of innovation.

Law firms need a culture of security, which means thinking about prevention and detection of cyber attacks.

When librarians apply their specialized knowledge management skills to the specific needs of their firm (its unique processes, culture, and practice groups), law firms and attorneys are more successful, productive, and efficient.

If we truly want lawyers and law firms to be innovative, we need to change the culture.

These people can often see the need for change, but despair of the pace of change in many law firms, pointing out that the culture and consensual nature of partnership often make decisions glacial when they need to be made at the speed of the digital world we now live in.

As law firms evolve, they need to foster a positive organizational culture and encourage associate individual growth and morale.