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8 Trends for Fortune 500 General Counsel Appointments in 2020

Every year, we see approximately 10% of Fortune 500 companies appoint a new top legal executive. In 2020, 44 lawyers were appointed to the enterprise GC or CLO post compared to 56 in 2019. While this suggests lower turnover in 2020, twelve of the F500 are between GCs, creating a robust and competitive 2021 market for talent.

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Closing the Aspirational Gap: Study Finds Women and Men Aspire to Become GCs at Similar Rates

In December 2020, BarkerGilmore released its 2020 Aspiring General Counsel Report which investigates current legal counsel who aspire to become General Counsel in their careers. Two hundred ninety-one legal counsel from our randomly sampled population responded to the survey during the summer of 2020.

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Top 5 Moves to Become a General Counsel

Legal leaders who aspire to the ultimate legal professional achievement, the General Counsel, spend their careers making tactical decisions to achieve their goal. While there are infinite paths to become a General Counsel, all legal leaders aspiring to the next step in their careers can benefit from similar advice on personal and professional development. Below we share five strategic moves to make as an Aspiring General Counsel.

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Insights: The Remote Legal Department

BarkerGilmore recently held a webinar on how in-house lawyers can, and should, prepare for their performance reviews in the current, primarily remote work environment. Participants were asked to anonymously respond to a series of polling questions, each one designed to ascertain how law departments across the country are functioning and adjusting during the pandemic. What follows is a brief summary of the insights obtained through these polls.

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4 Steps to Creating a GC Succession Plan

While most companies acknowledge that a succession plan is crucial for business and leadership continuity, preparing and maintaining a succession plan is a time-consuming process. When the urgent needs of the business must be addressed, succession planning is often placed on the backburner and quickly forgotten. However, once one is able to take a step back and view succession planning as deliberate, routine leadership and professional development for one’s team members instead of preemptive preparation for retirement years or decades down the road, the process quickly becomes manageable, the benefits more apparent, and the rewards more readily reaped.

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How to Describe Your Company Culture to Attract the Right Candidates

In this three-part series, we will share practical advice and useful tips that can help both the employer and the candidate during the hiring process determine if there is a cultural fit that is beneficial to both sides. Our Senior Advisors Maureen Brundage, Helen Pudlin, and Audrey Rubin shared their thoughts with me for this first article.

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