It is no secret that law firms invest tremendous resources to recruit the best and the brightest talent from the country’s top law schools. And during the past few decades, some law firms have upped their investment to build extensive talent development frameworks to train and mentor the lawyers they worked so hard to recruit. But as companies outside the legal realm rapidly expand their flexibility offerings, how much longer will law firms wait before fully adopting and embracing the same types of flexibility programs for their lawyers?
We’ve all heard the story. Law firms are, by their very nature, client and service-driven. After all, doctors can’t leave their patients bleeding to death in the emergency room while they enjoy a “flex day,” so why should lawyers be any different? Clients, rightfully so, have an expectation that their needs will be met regardless of what time of day it is, or what day of the year it is. Can these client needs be seamlessly met by law firms that have adopted a comprehensive flexibility model?
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