Ledbetter Law Firm

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In five to ten years I wish to be the Managing Partner of a small law firm. In my paper, I will use a law firm from my home town, ‘Ledbetter Law Firm’, as an example of what the structure of such a business is like, as well as the culture and leadership positions required. Also, after doing research into what a Managing Partner does, I have discovered some of the leadership approaches needed, as well as leadership challenges and ethical dilemmas that I will likely face. Lastly, I will discuss a couple leadership theories in which I will relate to the Managing Partner position in which I aspire to have in the future, as well as the capabilities I wish to develop in order to ready myself for the leadership role in the future. The structure of …show more content…
The ‘Ledbetter Law Firm’ is a Single-Tier Partnership – no non-equity partners. This means that there are partners – part owners of the firm, or salary workers – employees. The salary workers bring in funds through clients, while partner then take those funds and distribute them among the partners and employees. The ‘Ledbetter Law Firm’, for example, comprises of a founder (managing partner), council members (partners) and associate attorneys (employees). The hierarchy consists of a top-down approach, where the partners, specifically the managing partner, disseminate decisions to associates, and the associates act on those decisions. However, because of the firm’s size being small, the partners also participate in cases and actively contribute to the firm. To gain such a position, I will either need to found my own law firm, or work as an associate attorney after law school and work my way up to a managing partner position. Furthermore, if am to become a managing partner, knowing the culture of the business is …show more content…
I am in a public administration program, but I realize that working at a law firm means that profit is the goal for employers. After reviewing Northouse’s chapter on culture, some of the cultural dimensions discussed go with how a law firm operates and what the firm expects from its attorneys. Firstly, the dimension of power distance, which refers to the agreed upon work culture, that power is shared unequally. Thus, power distance deals with how power is divided, creating echelons based on prestige, position and status. Within a law firm there is a clear stratum of control, where partners make the decisions, managing partners monitor and govern the implementation of the choice, while the division managers supervise the associate attorneys, who are carrying out the pronouncement. When I am working towards my goal the power distance culture in a firm will need to be learned. I am not an enthusiast of following blindly and not having a say in decision. However, I respect that to gain a management position, I must follow orders and concede, within reason, to what the partners want
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