Walker Clark Worldview
commentary and insights for law firm leaders
Are you ready for unexpected opportunities?
Sometimes the greatest risk is the risk of unexpected success.
According to recent coverage, some of the largest U.S. law firms have become less likely to contest Trump administration actions in his second term, reportedly due to new executive pressures and retributive policies targeting law firms perceived as adversaries. As a result, cases that would traditionally be absorbed by these firms are cascading down to smaller practices—many of which face limits in staff, technology, and financial resources to handle this new caseload.
Taking on a sudden, unpredictable surge in caseload can jeopardize a small firm’s service quality, staffing capacity, and client relationships.
Is one year enough?
Should your law firm move to a “rolling” two-year business plan?
Integrating Business Planning, Compensation, and Career Advancement
The competition for legal talent has never been fiercer.
One strategy stands out for its clarity, simplicity, and effectiveness, especially for small and midsize law firms: integrating business planning, performance-based compensation, and career advancement into a unified career management path for senior associates and partners.
This post explores the structure and benefits of such an integrated system, how each component can be tailored to your firm’s unique needs, and why it is a transformative force for law firm performance and long-term lawyer retention.
“Trump-Proofing” Your Law Firm
As we at Walker Clark have been meeting since January 2025 with clients and professional friends worldwide to discuss their priorities and concerns for the next 12 to 24 months, many of them – across the world and the political spectrum – have used the same phrase to describe their anxiety about the uncertainties that lie ahead: “How can we Trump-proof our firm?”