Organization Strategies

The value

The business case for diversity, equity and inclusion (“DE&I”) is clear: teams with diverse experiences perform better, clients and juries expect to see diverse teams, top attorneys favor firms with strong DE&I cultures and DE&I promotes a more engaged, positive workplace. Realizing DE&I values, however, often involves organization-wide change.

The process

Our team of expert consultants works with firm leadership — and potentially stakeholders at all levels — to assess your current landscape and develop a unique DE&I framework rooted in your culture and responsive to the needs of leadership, attorneys and professional staff. 

The impact

• DE&I programs and practices woven through every aspect of firm life 
• Expert, external advice that aids resolution of entrenched difficulties 
• Improved recruitment, retention, performance and client satisfaction

The value

Hybrid environments and greater flexibility with remote work is here to stay. To remain competitive, firms integrate robust hybrid opportunities into the fabric of their work processes. Strong remote programs can also vastly increase a firm’s talent pool, promote DE&I and foster better work-life balance and attorney wellbeing.

The process

Guided by firm leadership and working with stakeholders, our senior consultants evaluate current practices, identifying those that are performing well and pinpointing high-value opportunities for improvement. We then craft a framework customized to the firm’s needs and aspirations, including processes, technology, and culture shift.

The impact

• A truly intentional set of hybrid practices tailor-made for the firm’s goals
• Suite of tools and shared meaning that fosters everyone’s full engagement
• Amplification of DE&I, talent development and professional growth efforts

The value

Ensuring the right leadership team components are in place — especially in today’s rapidly evolving industry — is of surpassing strategic importance. Yet law firms, offices, and practice groups can grow by accretion, rather than by design. With intentional design choices, leaders position themselves to exceed existing goals while reacting nimbly to shifting conditions. 

The process

In consultation with firm leaders, our experienced team assesses the leadership team structure of a firm, practice group, department or office, then recommends opportunities for optimization. If new roles are needed, we can assist with drafting job descriptions, recruiting, hiring and sourcing interim consultants.

The impact

• United, effective leadership navigating efficiently toward the firm’s aims
• External perspective on long-standing systems and potential refinements
• Refreshed, reinvigorated firm culture and improved firmwide morale 

The value

Always a challenge, Compensation rubrics have grown ever-more complex over time, with market forces exerting pressure to shift away from lock-step compensation structures. With expert advice and a thoughtful approach, we help firms define a framework that meets today’s — and tomorrow’s — needs. 

The process

Using best-practices research, stakeholder interviews and decades of experience with law firm compensation systems, our capable team develops a bespoke compensation framework in collaboration with firm leadership. We also help with implementation, including written communication, presentations at staff meetings, refinements and more.

The impact

• Clear plan for moving from current conditions to the desired future state
• A framework that accurately reflects each individual’s role and contributions
• Reduced anxiety, worry and conflict about future compensation decisions