alumni relations

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Law firms are continually looking for innovative ways to grow their business, attract talent and enhance their brand. One underutilized strategy is the development of a robust alumni relations program. Such a program not only keeps former employees connected to the firm but also leverages these relationships for mutual benefit. Implementing or strengthening your firm’s alumni relations program can seem daunting, but by following a structured approach, it can become an invaluable asset. Here’s how:…

In the legal profession, strong networks and relationships are the lifeblood of success. While larger, well-established law firms often boast extensive alumni networks, small and newer firms might overlook the potential of alumni relations. However, even for smaller firms with limited alumni, investing in an alumni relations program can yield substantial benefits for client development, referrals, recruiting and much more. Here’s why and how to create an alumni relations program at your small law firm.

In 2007, I joined the entrepreneurial firm McKee Nelson and had a transformative two-year experience. Initially thriving, the market crash in 2008 led to significant changes. However, the firm handled it with compassion and integrity, making tough but necessary decisions. Eventually merging with other firms, I left for more stability at Sullivan & Cromwell. My time at McKee Nelson was invaluable, as I built lifelong relationships with industry leaders and discovered my professional identity. This experience taught me crucial lessons in relationship building and networking.…

Extending the Olive Branch in Alumni Relations Programs

Alumni relations programs are a crucial aspect of any successful law firm. They serve as a bridge between the firm and its former attorneys, fostering a sense of community, networking opportunities, recruiting and potential client referrals.

However, one of the most significant mistakes I have observed in law firm alumni relations programs is the exclusion of certain groups of people. This exclusionary approach can prove to be detrimental to the firm’s reputation, employee morale and overall growth potential. Here’s how to do it better.…