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Our firm is currently advising several
law firms about improvements to their career management policies and procedures.
In some legal markets this has become a very important strategic issue - not just
one of internal human resources management. In order to make the improvements that
are necessary to remain competitive in the market for legal talent, some law firms
are discovering that a modern approach to lawyer career management might require
some significant changes.
My partner, Lisa Walker Johnson,
points out five important - and sometimes very difficult - questions that law firm
partners should ask when considering changes to their career management policies.
They concern whether the firm is really ready to change:
Unless you are willing to manage the
risks inherent in this type of change within your firm, all of the career management
plans and manuals in the world probably will not deliver the results that you need.
So, before asking what changes you need
to your lawyer career management plan in the future, invest some time in an honest
discussion about what changes you are willing to make now in the ways in which your
partners have related to, guided, and managed your associates in the past.
For more information about how Walker
Clark can help you and your partners manage the challenge of change in managing
lawyer careers, click here.
Read more on the Walker Clark
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