Wednesday, April 25, 2012

The One Man Show

You can run a one-man show. I know monkeys that prefer to do everything themselves, from setting up dial-ins, turning documents to negotiating and getting paid. The one man show. The one man show trusts no one; he's Mulder in the X-Files, he's gary busey in...gary busey's life. On the one hand, it's awesome for everyone else on the deal team - they don't have to do jack shit, but it's a double-edged penis, because you luck out with little work, but basically gain no penis-ing experience too, if you're into that only of course.  At the heart of this though is just delegation. I've written a lot about this, but it's important. Really important. I know it. Your boss monkeys know it. Tim Ferris knows it. Delegating is more than just about passing shit off, it's about the sinews that tie together the fabric that is a team -- your team. If you read fastco or techcrunch or entrepeneur you'll see a lot of articles geared towards young managers mobilizing their teams, incentivizing employees, building teamwork, efficiency, etc. Delegation is just a vertical embodiment of teamwork, which is an allocation of work. And you can't allocate work effectively if people in your team suck and you can't trust them to do anything. You can run a one man show always and ensure you won't have to redo anything, but then it's like watching the man show with JUST adam corrolla or jimmy kimmel without the other one to balance them out -- it's just too much dude.

So when you think about delegating, think about your team. Who you want on your team, who you want to keep, and who you want to leave. You can just dump people unfortunately but you can always try asking for what you want. You might get it. Once a team member has become scorned by your outrageous delegating though, it will be difficult to get them on board, they will just avoid you like the plague. So what's paramount is retaining good talent. It happens at all levels. Partners actually meet (!), and actually talk about retaining associates (! - no really i overheard it once), and at least in some firms, they actually do things to make sure people stick around - like give them work that they ask for or try not to overload them or respect their holidays shit like that. blew my mind (although really i still know what is at the 'end' of that monkey cage...it's just more monkey cage). But at other levels - you and your juniors, juniors and paralegals, even fucking you and your assistants who are critically important. When you find a one that is good, don't fuck with them; be nice; otherwise who knows they may just up and go and leave you with some brainless Siri wannabe that can't even understand what a "please print this" request means. If you have trouble remembering how to act, just remember that the relevant maxims basically all reiterate that timeless rule about golden showering...or something like that.

 Who do you want on your team?

Wednesday, April 4, 2012

Big Law: Spring Bonuses 2012

Yes, it's that time of year again.  What the fuck time. What the fuck! Where's my Spring Bonus?? I worked really hard for all of half of last year and all of half of the year before that....ya...been kinda slow.  On the one hand, we have a sense of entitlement to more bananas in order to keep us mentally willing to be chained to our desks.  On the other hand, for the past six months, i've left my blackberry at home on my couch 'charging' about 80% of the time, have somehow gotten so accustomed to not working weekends and nights that i find myself quite offended and guffawed when asked to do so, and i *think* i have a tan. my net bananas each month is still more than some people with actual jobs make gross in a year, so i'm not complaining. unless fucking s&c or some other shop fucking pays bonuses and we don't.