After years of analyzing the personal and professional styles of lawyer managers, three inescapable conclusions have become readily apparent to me: (1) The authority of lawyer management is derived from the willingness of partners to be managed; (2) Partners in most law firms perceive themselves as being owners of the firm, having certain prerogatives and
independence, not as employees to be «managed»; and (3) Law firms have their own personalities and cultures; and management techniques that may be effective in one firm may be marginally or not
successful in another.
After years of analyzing the personal and professional styles of lawyer managers of
successful (and not so
successful) law firms, three inescapable conclusions have become readily apparent to me: (1) The authority of lawyer management is derived from the willingness of partners to be managed; (2) Partners in most law firms perceive themselves as being owners of the firm, having certain prerogatives and
independence, not as employees to be «managed»; and (3) Law firms have their own personalities and cultures; and management techniques that may be effective in one firm may be marginally or not
successful in another.