I often hear from colleagues about a general discontent in working for a standard law practice and its culture. There is often resentment and politics between the different classes of employees – Partners, associates, articling students, law clerks and operation staff. The reason for this discontent is typically due to a perceptive hierarchy that does not reflect practical reality. In order to foster a more positive culture in a law practice, it is the responsibility of the leaders of the firm (ownership group or managing partner) to fracture the perceptive hierarchy and be as transparent has possible as to the firm and its goals.