An article appeared in the WSJ on why 50.3% of all managers and professionals are female but women still comprise fewer than 2% of Fortune 1000 CEOs and just 7.9% of Fortune 500 top earners.
Carol Hymowitz of the WSJ reports that Catalyst (a women’s leadership organization) analyzed more than 40 studies of men and women leaders, and found no real difference in leadership styles. Despite this reality, many women perceive themselves to be weaker leaders than men.
A blogger reminds us (check 10/15/05 post) that face time is an important part of developing your client relationships .
CT law firm salaries continue to lag far behind Boston and New York. But CT firms are following the upward trend already seen in California.
The Career Journal of the Wall Street Journal publishes an array of free career resources. A recent article suggests that the shotgun approach may not be the most effective way to look for a job. I’ve been telling this to recent law school graduates for years. It’s just another application of the concept that “less is more”. In other words, if you say you are open to “anything”, then you do not provide people in your network with a memorable way to think of you (or help you.)
In Pursuit of Attorney Work-Life Balance: Best Practices in Management provides new data on the strategies utilized by employers to support attorney work-life balance and on the nature of the conflicts attorneys experience between their work responsibilities and personal/family priorities.
Here is a marketing checklist for large firm associates. It is nice the way Larry Bodine has broken the list down by class year (i.e. he does a nice job of illustrating why it makes sense to start thinking about marketing early in your career.)
Large law firms continue to increase their use of temp attorneys on large, document intensive cases. An article in the National Law Journal shows that the numbers at some firms are growing signifcantly. I clearly see the benefit to firms. Temp staffing allows for much more flexible hiring and eliminates the problem of having to carry extra staff when there is nothing for them to do.
But temp assignments may not offer much of a career opportunity for the lawyers doing the work. Certainly, I would never fault anyone for taking on a temp assignment in order to generate some needed income. On the other hand, I think it more the exception than the rule that doing this kind of temp work (i.e. large document review in litigation or corporate transactions) will lead to something bigger.
Anyone looking for a stepping stone to a better legal job would do better to identify temp opportunities through networking. There is more leg work involved, but the opportunities are likely to be higher quality.
Job security really doesn’t exist for most of us. The best we can do is prepare ourselves for the next potential move. Even if you are a partner at a law firm, things can change quickly (Testa Hurwitz is a recent example in Boston.) A career counselor offers some good tips for protecting yourself. You have to do a little translating to make this relevant to a legal career but the basic concepts are still there.
Ward Bower offers some interesting observations about the impact of gloablization on the legal industry. He sees increased competition for the best legal talent and observes that over 100 U.S. law firms now have an office in London.