Sentences with phrase «of law firm 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.

For those professionals who are not lawyers, there is a wealth of opportunity in the broader ecosystem to pursue fulfilling work without a lot of the tar of law firm culture slowing things down.

Then there's the little issue of law firm culture.

But so long as lawyers are buying legal services from lawyers, and especially so long as both sets of lawyers emerged from the same type of law firm culture, there's little reason to anticipate imminent change.

Klemchuk LLP hosts Culture Counts, a blog devoted to the discussion of law firm culture and corporate core values with frequent topics about positive work environment, conscious capitalism, entrepreneurial management, positive workplace culture, workplace productivity, and corporate core values.

The millennial personality is the unstoppable force that's colliding with the immovable object of law firm culture.

Not exact matches

Uber also released the recommendations of a months - long investigation led by the law firm of former U.S. Attorney General Eric Holder who was retained by Uber to look into company culture and practices.

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 precedent.

This pattern is more than a simple by - product of fickle millennial dating culture, it's a common trend that's been labelled «Seasonal Dating Disorder Major online dating site has contacted law enforcement and high - profile security firm FireEye to investigate a data breach.

Recipient of the Young Artist Award, the Israeli Ministry of Science, Culture and Sport (2000), the Young Photographer Award, Haifa Museum of Art (2005), a prize on behalf of the Heskia - Hacmun Law Firm (2007) and the creative encouragement award on...

Recipient of the Young Artist Award, the Israeli Ministry of Science, Culture and Sport (2000), the Young Photographer Award, Haifa Museum of Art (2005), a prize on behalf of the Heskia - Hacmun Law Firm (2007) and the creative encouragement award on behalf on the ministry of culture Culture and Sport (2000), the Young Photographer Award, Haifa Museum of Art (2005), a prize on behalf of the Heskia - Hacmun Law Firm (2007) and the creative encouragement award on behalf on the ministry of culture culture (2012).

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.

The law firm culture shift starts today with just a few considered words of acknowledgement for a colleague.

«Sources with knowledge of the move say the decision was Klein's, noting that a law firm's culture and structure can require more adjustment than someone arriving from corporate America may expect,» the report said.

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.

Law firms should take up the challenge and voluntarily disclose their diversity statistics, with the concerted goal of recruiting a diverse partnership (not just articling students) who seek to transform the entire culture of the firm.

Is this deliberate on the part of the vendors to cater to the traditional law firm culture of the billable hour?

Whether your law firm is composed of one lawyer, twenty or two hundred, your law firm has a unique culture and personality.

Some of the examples I heard were that many law firms suffer from an «old boys» club» culture where advancement for women is limited because they are not perceived as rainmakers.

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.

For the unfamiliar, LHLM is a free monthly webinar series with a huge list of past presenters (last year, Steve did one on creating and managing a law firm publishing culture).

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.

Mergers and acquisitions, globalisation and the rise of the virtual law firm can lead to fragmented cultures.

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.

As the result of the recession, a number of law firms have diversified their practices and attracted attorneys who control books of client business as lateral hires from different law firm cultures and practice environments.

Decisions about every aspect of partner compensation from how to award points to who gets to see the final breakdown have an impact on another, more nebulous concept that law firm leaders love to talk about: culture.

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.

At the core of EN's culture is the belief that large, traditional law firms are no longer essential for the practice of top - tier law.

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.

The difference between a financially successful and a marginally successful law firm may very often be traced to how well the combination of its leadership / governance (policy determination and implementation), culture, partner compensation system, and client base brings out the energies and talents of its attorneys.

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.

He goes on to describe the importance of cultural fit too: «We're also looking for law students who are a good fit with our firm culture.

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.

While every law firm's culture is different, long hours, tricky deadlines and high stakes can create a caustic work environment and paralegals sometimes receive more than their fair share of grief.

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

As founder of Law Firm CultureShift ®, David works with firms that are committed to energizing and imbedding a culture of business development.

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.

For example, consider a law firm that is internally «selling» a lifestyle culture to recruits and laterals and has commensurately lower billable hour requirements yet externally pays full market compensation for talent because some or all of the Partners are pursuing large clients known for fast - paced transactions that often require all - niters.

If you include all the stakeholders (partners, paralegals, assistants), it will become part of your law firm's culture, and a piece of empowerment for everyone who works there.

There is a broad range of cultures within law firms and an equally broad array of descriptions of these cultures.

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.

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