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Calling Young Lawyers

There are numerous opportunities for young lawyers to be employed. While large law firms in urban areas may be attractive for some, others prefer to be part of a governmental agency or corporate in-house legal department. Many “hang their own shingle” desiring to go solo. Another option, perhaps the least explored, is opportunities within small law firms.

Managing Law Firm Staff

One of the most common weaknesses in small law firms is the inadequate management of its staff members. Whether paralegals, associates, legal assistants or receptionist, all employees have certain expectations of their employer. Providing them with essential is often overlooked by busy lawyers.

Mentoring Associates

These two words are well known in large law firms, yet frequently unheard of in small firms. Large firms have a practice of mentoring incoming associates, often through formal in-house programs. The firms recognize it is important to have a plan in place to develop new lawyers towards becoming a future partner.

Why Paralegals? An Up-to-Date Brief History

Paralegals originated in the 1970s from needs that developed in law firms. Lawyers traditionally did all the work and clients paid a premium for it. With their rising hourly rates, lawyers needed assistance to contain the costs to clients. Colleges first began offering paralegal training courses, with degree programs coming along later in the 1980s. It was believed that well trained paralegals would provide a positive impact on client services, as well as increase the profitability for lawyers.

Paralegals' Highest and Best Use

Paralegals have important roles in law firms. Many lawyers will say they have one or more paralegals who are their right arm. Lawyers rely on these professionals for their knowledge, skill, expertise and a variety of key attributes, such as organization, multi-tasking and effective communication.

Succession Planning as a Conundrum

Succession Planning for lawyers should not be viewed as daunting. Planning for the future is a process that can provide continuing control, earned rewards and other advantages.

Communicating Firm Goals

Advice we provide to our clients often involves the practice of setting goals. Creating revenues goals, for instance, involves both firm goals and individual goals.


Remember the childhood game where one child is picked to be the leader and the others follow behind mimicking the leader’s actions? If only it worked that way in a law firm.

Focus on One Area of Improvement

Law firm owners have more to do than time will allow. Between client development, doing the legal work and running the firm there is not enough time to do everything. Often the area that is last on the priority list has to do with managing the firm better.

Hiring For Succession

Hiring can be a gamble, no matter the field or the position. For small law firm founders, hiring a lawyer is no different. Giving consideration for a successor is more challenging.