It helped to know that I am not alone and that there are other like-minded women leaders out there.
Capital Partner | Linebarger Goggan Blair & Sampson
New York, NY
New York, NY
It helped to know that I am not alone and that there are other like-minded women leaders out there.
The Managing Partner Forum is a go-to resource for not only what’s currently important to law firm leaders, but how law firm leaders are dealing with the issue of the moment and preparing for those of the future.
We have enjoyed working with John Remsen and his talented team. The Managing Partner Forum provides excellent content that truly assists in operating a successful business in today’s challenging environment.
The MPF programs always provide relevant, timely educational content. They are high energy and interactive which makes them fun to attend, too.
Great conference, thank you for the invitation.
The information sharing at the MPIEs is especially valuable.
My partner and I really enjoyed the conference and we look forward to attending again next year.
Connecting with other firm leaders, as it felt more like a ‘retreat’ than a ‘conference.’ Fantastic format allowed for great information and advice sharing.
I go to a lot of conferences, and your event is the one I look forward to and gain the most from each year. The power of this group is incredible. So privileged to be a part of it. Thank you for what you do for our industry.
Connecting with other firm leaders, as it felt more like a ‘retreat’ than a ‘conference.’ Fantastic format allowed for great information and advice sharing.
ATL was a great time, and I really enjoyed the conference, as always.
That was my first experience at the conference, and it was tremendously valuable.
Great job! Keep it going. Thank you for the excellent work you do for the profession.
The collegiality and brainstorming opportunities can’t be beat.
The MPF Conference is always a great event. The MPIEs and Workshops were really good this year.
The program topics are timely and well presented. Every time I attend, I learn something new.
MPF is on top of the issues facing firm leaders, often before we even see them coming in our own firms, and provides timely advice from industry experts to see us through them.
I highly recommend the MPF Leadership Conference. I’ve participated many times, as have several of my partners. We leave with new ideas and fresh perspectives every time.
Hands down the best leadership conference for managing partners I’ve ever attended.
This is my 12th or 13th time attending, and it’s always the best conference I attend every year.
The MPIEs are interesting, informative and very useful!
I look forward to this Conference every year. It really helps me to be a more effective firm leader.
MPF provides tremendous value and excellent resources. Great information. Great speakers. Great networking opportunities.
The full 140-page report – called the “Stay Study” – details the key factors driving associates’ decisions to remain at their law firms. It reflects data collected from 3,367 associates from 57 participating US and Canadian law firms. The “Stay Study” identifies the key reasons that associates elect to remain at their firms, collecting data on 15 factors important to associates (including firm policies, benefits, mentoring, firm culture, DEI support, and work/life balance) and segmenting the findings by seniority, firm size and location, and demographic cohorts. Not surprisingly, here are the top five reasons associates stay at their firms:
Click here to learn more about the complete Stay Study.
NALP (National Association of Law Placement) has more than 3,000 members, including legal career professionals advising law students, lawyers, law offices, and law schools in North America and beyond. The NALP Foundation was formed in 1996 and is dedicated to advancing excellence in leadership, management, professional development, and professionalism.
Our MPF Featured White Paper is the recently published report called 2023 Lateral Partners Satisfaction Survey published by Major, Lindsey & Africa. This report has been published annually since 1996, and here are some the highlights this year:
The report is long but, if nothing else, we encourage you to read the Executive Summary within the first few pages of the report…especially if your firm is on the prowl for lateral partners.
Published by our friends at Thomson Reuters. This 30-page report writes about differences observed between “dynamic” and “static” law firms over the past decade, and it is worth a read by leaders of smaller and midsize law firms. Although directed mostly at AmLaw 200 firms, here are some of the lessons to be learned:
Make sure to take in the last section of this report – “Lessons Learned and Conclusions.”
By focusing on candidates’ past experiences and demonstrated behaviors rather than traditional interview questions, law firms can better assess critical qualities such as initiative, judgment, professionalism, integrity, and work ethic. The article provides a structured interviewing process, identifies the core characteristics of successful associates, and offers an extensive collection of sample questions to help firms make more informed and consistent hiring decisions. By adopting these techniques, firms can improve the quality of their recruiting efforts and identify candidates with the greatest potential for long-term success.
Recognizing that traditional evaluations are often viewed as time-consuming, unfair, and unproductive, Frank outlines a structured approach to preparing for reviews, delivering constructive feedback, and establishing clear expectations for improvement. He emphasizes the importance of specific, behavior-based observations, two-way communication, and ongoing follow-up to help employees develop their skills and achieve their professional goals. By transforming performance reviews from routine annual evaluations into opportunities for coaching and development, firm leaders can strengthen employee engagement, improve accountability, and build a culture of continuous improvement.
Everybody seems to be on the prowl for laterals these days, but how much to compensate them? Dan is a Washington, DC-based headhunter and was on the faculty of our most recent Fall Symposium. He is the former President of the National Association of Legal Search Consultants, and is one of the best in the business. In this article, Dan outlines key metrics, how compensation gets paid, transparency and other important factors to consider.
In this two-page article, Sharon sets forth practical and effective initiatives that your firm can implement today to retain young lawyers and support staff. By communicating with your talent, providing the proper tools and giving opportunities to grow along the way, you are more likely to retain your attorneys so they will become the next generation of partners and leaders at your firm.
If we could only recommend one book to a lawyer in private practice, it would be True Professionalism ($26, Simon & Schuster)! Maister’s lesson is clear: believe passionately in what you do and never compromise your standards and values. Act like a true professional, aim for excellence and the money will follow. The challenge for leaders is to find the strength and courage to do what we know is right. A must read.
This short article (about 1,200 words) sets out what I’ve learned over the years about what law firms must do to attract and retain younger lawyers. Like it or not, today’s younger lawyers tend to want different things from their legal careers than their senior counterparts. Here are four of the things we recommend that law firms do:
Check out the article to read all 13 of them.