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Constructing Core Competencies: Using Competency Models to Manage Firm Talent |
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Creating a culture that is not afraid to take chances, to take risks other firms might shun, and to innovate, requires leadership that is focused, shows tenacity against naysayers, and possesses a certain amount of courage.
- Robert Ruyak, Managing Partner, Howrey LLP. |
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A competency model is an invaluable tool for law firms seeking a way to improve their career development programs and retain key associates. This book, written by the the director of professional development at Howrey LLP and the firm's chairman and CEO, lays the groundwork for creating a competency model, which can be used to optimize associate development and build a firm-wide high-performance culture. Competencies provide consistent guidance to associates regarding firm expectations, as well as continuity for development processes across the spectrum - in hiring, training, performance evaluations, and promotions. The book goes beyond issue spotting and offers practical advice on gaining support, defining competencies, and integrating them into a firm's culture.
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The books' authors have firsthand knowledge regarding the power of a competency model as one of the first firms to use the competency model as a foundation for attorney recruiting, training, and development. Recently, their firm, Howrey LLP, was recognized for its achievements in career and performance training with the 2006 National Association for Law Placement (NALP) Award for Excellence for its virtual firm-wide university, Howrey U. Designed to help associates develop critical competencies, the online university consists of four buildings on "campus," with its most extensive set of resources located in the "Law Center." The Law Center resources are largely designed and organized around the Howrey Attorney Competency Model - 16 competencies that Howrey has determined to be critical to attorneys' success. In the Law Center, attorneys can learn about the competencies, take online seminars and learn about in-person training, and read developmental advice from "competency czars," partners who are noted experts in each particular competency.
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