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In contrast, almost all of the top 200 global partners in Herbert Smith Freehills (HSF) are involved in legal service production in some way. This includes advising clients, supervising the legal work done by juniors and pursuing new opportunities.
A BHP vs HSF comparison points to one of the key differences between law firm partnerships and corporations; almost all senior people in law firms have a producer-manager-leader (PML) role.
As producers they win and deliver legal work; as managers they organise and control people, processes, resources and facilities; and as leaders they help set direction, align constituencies, innovate and inspire others to perform at a higher level.
There is strong evidence that most law firm partners bias production over their management and leadership roles. The reasons for this are both structural and personal.
Proof of legal excellence and client followership are the most common ways people get promoted. Production-related outcomes are the things that are celebrated and rewarded – acquiring new clients, winning high profile cases, beating budgets, winning awards and ranking higher in directories.
Ask partners what they enjoy the most in the job, the most common response is helping clients solve really important complex problems. The thing they enjoy least is dealing with entitled millennials.
As the business of legal becomes more complex and competitive, so does the importance of effective leadership and management.
As firms grow there are more cats to herd.
As legal technology evolves there are bigger strategic bets to place.
As client expectations and sophistication rises, so firms have to deliver more for less and still make a buck.
As younger lawyers leave the profession in droves, firms have to do much better at engaging top talent.
One obvious solution to deal with this production-bias is to employ full-time specialised managers and leaders and let the lawyers just do law. This thinking is seriously flawed.
Rather than blindly follow what corporations do, law firms should wholeheartedly embrace the PML model and just work harder at addressing the problems listed above.
PML results in law firms being run as a network of highly empowered self-managed teams. There’s no middle management pushing papers and inventing new reports. There’s no CBD head office tower filled with bureaucrats. There’s no intricate incentive system to extract more discretionary effort from senior executives.
In the main, premium law firms are highly profitable perpetual engines of productivity. As an organisational form, traditional partnerships create wealth, share wealth and reduce risk very effectively.
Boris Groysberg of the Harvard Business School mentioned during his recent Australian tour that many large corporations are in fact trying to move towards the PML model. They see the obvious benefits of reducing overheads, fostering empowerment and having executives much closer to customers.
The key lesson is for law firms to reframe their whole talent system around the PML model. This means hiring more rounded legal graduates. It means providing non-legal training, especially in people skills, at all career stages. It means fast-tracking those with obvious leadership potential to senior roles more quickly. It means adding new elements to the symbols and measures of success.
It also means support for incumbent partners to better manage the trade-offs and tensions across their current portfolio of responsibilities.
The frequently cited claim that the partnership model is an anachronism is misguided. Having an empowered organisation with almost everyone on the tools in some way would make BHP’s Andrew Mackenzie think he’s discovered another Pilbara.
Joel Barolsky is MD of Barolsky Advisors and a Senior Fellow of the University of Melbourne.
Credit to Author: Joel Barolsky of Barolsky Advisors, Professional Services Strategy Consultant
Original Source Material: https://www.linkedin.com/pulse/law-firm-partnerships-could-give-bhp-productivity-lesson-barolsky/