…And what you should do not to transform your law firm into a soap opera.
The fictitious Pearson Hardman law firm is amazing at many levels. One among all is that this firm is by many aspects sticking to the reality. Processes, relations and organizations of law firms in real life are alike what is depicted in the TV show, even though it may seems crazy.
The 5 following articles will focus on 5 main points showing how much law firms are sometimes disconnected from rationality, and that the fictitious Pearson Hardman firm is so close to reality that it reveals weaknesses of some law firms’ organization.
The core of the drama is based upon the fact that one Partner, in the need for resources, is impressed by a talented young man and decides to break the law to hire him.
In the show, recruiting a lawyer is a personal choice for a partner, not involving any other person in the firm, like if everybody was working in silos. And like if, no matter the subject, one team won’t collude with another one.
Believe it or not, in many law firms, it is exactly what’s happening: you are attached to one team, one partner and you never work with others.
At a time where collaboration is everywhere, eased by technology and source of faster profit, law firms which are already mixing their competences and proposing cross-department expertise to answer business issues have a head-start.
Besides, to pass the first row of a job interview at Pearson Hardman, you must come from Harvard.
Even though no known firm relies on only one single law school to hire, law school label is a discriminatory factor that plays too much in the recruiting process. Harvey is constantly repeating that he is looking for “another him”. Even though he is one of the best lawyers, he is missing here that excellence is the result of complementarity.
Whether it is to generate creativity, to mix talents on different fields (business developers and technical experts), to create a coherent pyramid or to develop a real team spirit within a firm, even the best law firms must incorporate diversity within the profiles they hire.
At Day One, as we are dealing with the human capital of the law firms we work with, we observe how important it is to select people that will fit into the global environment and culture/values of the firm. Moreover, firms which are recruiting developers’ profiles and technical experts, firms which are implementing collaborative way of work, are stabilizing their growth and making the most out of their talents.
Next article will be on Knowledge management.