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Making small changes to have big impact on gender diversity

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One suggestion to combat this would be for firms to take a more behavioral view of how they manage people and look at the organization levers – the processes, structures and communication methods – they use to manage people. Behavior really determines performance, and firms need to view their lawyers’ behavior through a sort of “reverse triangle”: First, determine what performance they want, then examine their data to see what behaviors they are getting and finally, nudge that behavior toward their goals. But to accomplish this, you have to begin by looking at an organization holistically.