Suzanne Lowe of The Expertise Marketplace Blog belongs to a group of which Superhero Trainer Adam Marx is a member. In her blog post today, "Become a real live Superhero!", Suzanne opines that "[Adam’s] points have tremendous relevance for the leadership of professional services marketing".
But my mind went to another topic –
Pop Quiz – What do these five law firms have in common?
Dierker & Associates, P.C. of Troy, MI Epstein, Turner & Song of Los Angeles, CA Gannon & Garcia, L.L.P. of San Antonio, TX Powers & Frost, L.L.P. of Houston, TX Rojas Law Firm LLP of Miami, FL
Hint #1: They are the newest
Freelance writer Sarah Doherty follows yesterday’s article “Flexible work schedules save money, research shows” about which I posted: (You Can’t Afford to Keep Losing Your Women Lawyers)with another offering: Room at the top – Big law firms are making an effort to promote women into more visible and prominent positions Here’s how the
Catalyst studies show an associate’s departure costs a [Canadian] firm about $315,000 in recruiting, training, salaries, overhead, severance, outplacement and other costs – not including hiring a replacement. The stress of juggling work and family usually falls more heavily on female lawyers… So what can law firms do to be more flexible in the face
The addicts referred to are identified in the title of a Reuter’s story today: Workaholics struggle to say ‘No’ to work Does this sound familiar:
WA [Workaholics Anonymous] identifies workaholics as people who often are perfectionists and worriers, derive their self esteem from work, keep overly busy, neglect their health, postpone vacations and overschedule their
Many have written about the New York Times article, Why Do So Few Women Reach the Top of Big Law Firms?, but of it all I think you may want to see the Letter to the Editor by Bruce MacEwen of Adam Smith Esq. fame, refernced in his post: When The New York Times
Law.com published Firms Show Modest Growth in New Partners today without a mention of diversity – not even gender. In light of the recent New York Times article Why Do So Few Women Reach the Top of Big Law Firms I would have liked to see some information beyond mere numbers of new partners –
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This five page article, Why Do So Few Women Reach the Top of Big Law Firms?, by TIMOTHY L. O’BRIEN in today’s New York Times is an excellent piece with some myth-busting comments like:
Although women certainly leave firms to become more actively involved
Are you incredulous? Do you think I am making this up? Richard Dearden, media manager of Irwin Mitchell (Top 10 UK firm) sent an internal email which included this:
We’ve trawled the intranet and pulled together our most photogenic people for potential models. We don’t have the schedule agreed yet, but if you are around
The introduction of Female Mentoring at Freshfields (London-based global firm) is to be congratulated and condemned at the same time – perhaps King Solomom would have a different take on this but here is mine. I applaud: – the motives (diversity – attracting and keeping more women in a firm that lacks the degree of
