Gamekeeper turned poacher

One of the most common thing on junior and even mid-ranking partners minds is moving from the person associated with getting the work done into the person that brings it in. Many confide to me that it is really quite a different skillset – technical advisor to salesman. How do they keep their billable hours up (are they still even relevant?) when they are plunged into hours of BD and trips abroad.

Firms that excel in empowering their senior lawyers in this regard usually do the following things - training and mentoring from an early stage, a thorough partner induction programme, giving associates early access to clients by involving them in pitching (throw them in at the deep end!) and socials.

When we get briefed on a “succession planning” role by a firm it usually means the groundwork has not been laid until it is too late. Sometimes partners are reticent to share and pass down relationships. Firms need to think more creatively about incentivising their more senior partners to bequeath their clients. Naturally this will vary by practice area - those practicing Private Wealth will find it harder to do this than Corporate. Ongoing annuity based arrangements are an option which can better encourage these behaviours, along with giving more senior partners ambassadorial oversight.

Another spanner in the works is at what point partners go into management, and what really happens with their clients when they do so- perhaps this can lead neatly into the next blog.

For more information, or to arrange a strictly confidential discussion about the market please contact Jason at Jason.mann@redlawrecruitment.com