![\"\"](\"https:\/\/i0.wp.com\/www.attorneyatwork.com\/wp-content\/uploads\/2025\/07\/path-to-partnership-equity-vs-non-equity.jpg?resize=770%2C495&ssl=1\" "\\"\\"")
Table of contents<\/h2>\n\n- Two Paths: Equity Partner vs. Non-Equity Partner<\/a><\/li>\n
- The Journey to Partnership<\/a>\n
\n- What Makes a True Partner? Three Things<\/a><\/li>\n<\/ul>\n<\/li>\n
- The Partnership Metrics That Matter<\/a>\n
\n- 1. Production and Origination<\/a><\/li>\n
- 2. Excellence in Their Craft<\/a><\/li>\n
- 3. The It Factor<\/a><\/li>\n<\/ul>\n<\/li>\n
- Partners Drive the Law Firm<\/a><\/li>\n
- More Profitable Law Firm Tips from Brooke Lively<\/a><\/li>\n<\/ul>\n<\/div>\n
The biggest complaint I hear from law firm clients <\/a>is, \u201cI can\u2019t find good people.\u201d Shortly after that, I hear, \u201cAll my good people want more and more, and I am NOT going to make them a partner. So then they leave.\u201d<\/p>\nYes, they do. What did you expect? Law school and society have pounded into their heads that the ultimate goal for a lawyer is getting the \u201cP\u201d word on their business cards: partner.<\/strong><\/p>\nIf they aren\u2019t working towards becoming a partner, they think they\u2019re in a dead-end job.<\/p>\n
At the same time, many law firm owners promote the wrong lawyers for the wrong reasons. My father started a new firm every 7 to 10 years, and it took me a long, long time to figure out why. Basically, he would hire an associate, and after about five years, he would feel like he needed to make them a partner. Then, he would realize his mistake, dissolve the firm, and do it all over again. That is one extreme. Most of my clients are at the other extreme \u2014 so scared of choosing wrong that they won\u2019t promote anybody. And that is why they lose great talent.<\/p>\n
What many firm owners don\u2019t realize is that \u201cpartner\u201d and \u201cowner\u201d are not the same thing. Making somebody a partner does not mean giving up control of the firm. Having a clear path to partnership, however, means you are much more likely to have lawyers who stick with your firm.<\/p>\n
Two Paths: Equity Partner vs. Non-Equity Partner<\/h2>\n
The path to partnership is a shift from lawyer to leader, from technician to owner. In most firms, there are two types of partners:\u00a0non-equity<\/strong>\u00a0and\u00a0equity<\/strong>. They are not created equal and are not interchangeable. Each serves a purpose.<\/p>\nNon-equity partners<\/strong>\u00a0have the title but not the ownership stake. They mentor, lead and originate work but don\u2019t take on personal liability or share in the firm\u2019s profits or losses. In some firms, a non-equity partnership is a stepping stone toward an equity partnership. In other firms or situations, it\u2019s a tool to reward loyal attorneys who aren\u2019t a great fit for ownership. <\/p>\nEquity partners<\/strong>, on the other hand, own a piece of the business. They shoulder risk, influence firm decisions, and profit when the firm performs. It\u2019s a business marriage. And like any long-term relationship, it works best when expectations are crystal clear from day one.<\/p>\nThe\u00a0path to partnership\u00a0is not just a checklist. It\u2019s how we create consistency, retain talent, and scale a firm that runs on purpose, not politics. This is why it is wise to map the transition, step by step.<\/p>\n
The Journey to Partnership<\/strong><\/h2>\nThe journey to partnership isn\u2019t a one-size-fits-all sprint. It\u2019s a progression\u2014from associate, to senior associate, to non-equity partner, and finally to equity partner.\u00a0Each stage has different expectations.<\/p>\n
\n- Associates<\/strong> focus on billing and growing their technical skills. <\/li>\n
- Senior associates<\/strong> start originating business, delegating effectively, and building client relationships. <\/li>\n
- Non-equity partners<\/strong> begin shaping the firm itself\u2014training others, setting\u00a0strategy, and living the values that define culture.\u00a0<\/li>\n
- Equity partners<\/strong> are the vision carriers. They don\u2019t just drive revenue\u2014they drive the firm forward. They lead, they model, and they own the outcome.\u00a0That ownership mindset is precisely what you should be screening for along the way.<\/li>\n<\/ul>\n
What Makes a True Partner? Three Things<\/h3>\n
Being a great lawyer isn\u2019t enough.\u00a0Through working with hundreds of law firms, we realized a true partner needs three things:\u00a0<\/p>\n
\n- A specific\u00a0production or\u00a0origination\u00a0level (or both)<\/strong>,<\/li>\n
- Excellence in\u00a0their\u00a0craft<\/strong>, and<\/li>\n
- The\u00a0\u201cIt\u00a0Factor.\u201d<\/strong><\/li>\n<\/ol>\n
Production and origination<\/strong>\u00a0mean\u00a0consistently\u00a0hitting\u00a0specific\u00a0billing targets and generating business for the firm. Great partners don\u2019t wait for work;\u00a0they create it.\u00a0Some firms focus on rainmakers, but having a litigator who consistently adds a zero to every verdict can be just as valuable. What\u2019s the right mix for\u00a0your<\/em>\u00a0firm?<\/p>\nExcellence in your craft<\/strong>\u00a0means doing the work at a high level and teaching others to do the same. That includes winning cases, managing volume, filing quickly, and mentoring the next generation.\u00a0It also includes personal reputation and being able to burnish the firm\u2019s reputation, whether through work in the courthouse,\u00a0by teaching CLE or high marks in reviews and referrals.\u00a0Partners are force multipliers.<\/p>\nThen there\u2019s the\u00a0It\u00a0Factor.<\/strong> That\u2019s culture. Leadership. Communication. Influence. Does this person walk the talk? Do they embody the firm\u2019s core values? Are they someone others want to follow?\u00a0If the answer is no, they may be a good lawyer but they\u2019re not a partner.<\/p>\nThe Partnership Metrics That Matter<\/h2>\n
The path to partnership is literally that\u2014a path. It\u2019s up to you to determine what an attorney needs to achieve before moving forward to the next stage. These should be clear, measurable and scorable requirements with metrics you can incorporate into your review process. Then, when it\u2019s decision-making time, you just need to review the scores to see if your lawyers are ready to move up. (Read \u201cEveryone in Your Firm Needs a Production Number.\u201d<\/a>) <\/p>\nHere\u2019s an example of how you might score a potential partner (you\u2019ll want to use your own target numbers):<\/p>\n
1. Production and Origination<\/h3>\n\n- Do they bill at least five times their cost of employment? Yes\u00a0<\/em><\/li>\n
- Are their collections at least 87%? No\u00a0<\/li>\n
- Originating work to support 75% of\u00a0their own\u00a0cost of employment? No\u00a0<\/em><\/li>\n<\/ul>\n
2. Excellence in Their Craft<\/h3>\n\n- Sit first chair in 7 trials? Yes<\/em><\/li>\n
- Get 12 5-Star Google Reviews per year? Yes.<\/em><\/li>\n
- Case load above 80%? Yes\u00a0<\/em><\/li>\n<\/ul>\n
3. The It Factor<\/h3>\n\n- Core Value rating above 80%? Yes<\/em><\/li>\n
- Be a walking billboard for the firm? No<\/em><\/li>\n
- Consistently go the extra mile? No<\/em><\/li>\n<\/ul>\n
It\u2019s obvious from these scores that this attorney is an excellent lawyer. However, they are not meeting the firm\u2019s origination expectations, nor are they a great reflection of the firm in public. In addition to helping you make your promotion decisions, this provides an excellent opportunity to start the conversation about how you will help them improve those skills in the coming year, and why they won\u2019t be getting promoted.<\/p>\n
These three measurements \u2014 production, excellence in their craft, and the it factor \u2014 give the firm a framework for promotion and attorneys a fair, transparent path forward. Everyone knows what it takes to make a partner. No ambiguity, no backroom deals.<\/p>\n
This framework also gives you a better way to decide who\u00a0shouldn\u2019t<\/em>\u00a0be a partner. If someone doesn\u2019t pass the bar we\u2019ve set, we don\u2019t lower it\u2014we mentor them or redirect them. Putting the wrong person in a partner seat costs the firm far more than saying no.<\/p>\nPartners Drive the Law Firm<\/h2>\n
We don\u2019t promote to partnership because someone hits a billable target or sticks around long enough. We promote to partnership because someone acts like an owner:\u00a0They care about the firm, push the culture, train others, and build a business, not just a book. That\u2019s the kind of person we want at the table.<\/p>\n
The path to partnership doesn\u2019t just build careers. It builds leaders. It builds a bench of people who can carry the firm\u2019s vision forward when founders step away. And that is how great law firms scale.\u00a0Not through luck and not through tenure. Through intentional leadership, one partner at a time.<\/p>\n
More Profitable Law Firm Tips from Brooke Lively<\/h2>\n
For more tips on building a more profitable law firm, read:<\/p>\n
\n- What Should Be on Your Law Firm\u2019s Dashboard<\/a><\/li>\n
- Are Your Law Firm\u2019s Financial Systems Ready to Scale?<\/a><\/li>\n
- Law Firm Profits: 5 Ways You May Be Sabotaging Your Firm\u2019s Growth<\/a><\/li>\n
- The Best Compensation Plans Use the Law of Thirds<\/a><\/li>\n
- Law Firm Overhead: What It Is \u2014 and What It Isn\u2019t<\/a><\/li>\n
- Building a Law Firm That Pays You First<\/a><\/li>\n
- Understanding Law Firm Profits \u2014 And What to Do With Them<\/a><\/li>\n
- How Are Law Firm Owners Paid? Total Compensation vs. Salary<\/a><\/li>\n
- Funding Growth: Are You Starving Your Law Firm?<\/a><\/li>\n<\/ul>\n
Image \u00a9 iStockPhoto.com. <\/p>\n
\n![\"\"](\"https:\/\/i0.wp.com\/www.attorneyatwork.com\/wp-content\/uploads\/2023\/06\/AttorneyatWork-Logo-%C2%AE-2021-1.jpg?resize=372%2C106&ssl=1\" "\\"\\"")
<\/a><\/figure>\n\nSign up for Attorney at Work\u2019s daily practice tips newsletter here<\/a> and subscribe to our podcast<\/a>, Attorney at Work Today.<\/strong><\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"Brooke Lively says that with clear, measurable requirements, you can choose new partners wisely and with less fear. Here are three things that make a good partner. The post The Path to Partnership:\u00a0Embracing the \u2018P\u2019 Word Is the Key to Law Firm Growth appeared first on Articles, Tips and Tech for Law Firms and Lawyers. […]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[17],"tags":[],"class_list":["post-127957","post","type-post","status-publish","format-standard","hentry","category-legal_matters"],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts\/127957","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/comments?post=127957"}],"version-history":[{"count":0,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts\/127957\/revisions"}],"wp:attachment":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/media?parent=127957"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/categories?post=127957"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/tags?post=127957"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
- \n
- What Makes a True Partner? Three Things<\/a><\/li>\n<\/ul>\n<\/li>\n
- The Partnership Metrics That Matter<\/a>\n
- \n
- 1. Production and Origination<\/a><\/li>\n
- 2. Excellence in Their Craft<\/a><\/li>\n
- 3. The It Factor<\/a><\/li>\n<\/ul>\n<\/li>\n
- Partners Drive the Law Firm<\/a><\/li>\n
- More Profitable Law Firm Tips from Brooke Lively<\/a><\/li>\n<\/ul>\n<\/div>\n
The biggest complaint I hear from law firm clients <\/a>is, \u201cI can\u2019t find good people.\u201d Shortly after that, I hear, \u201cAll my good people want more and more, and I am NOT going to make them a partner. So then they leave.\u201d<\/p>\n
Yes, they do. What did you expect? Law school and society have pounded into their heads that the ultimate goal for a lawyer is getting the \u201cP\u201d word on their business cards: partner.<\/strong><\/p>\n
If they aren\u2019t working towards becoming a partner, they think they\u2019re in a dead-end job.<\/p>\n
At the same time, many law firm owners promote the wrong lawyers for the wrong reasons. My father started a new firm every 7 to 10 years, and it took me a long, long time to figure out why. Basically, he would hire an associate, and after about five years, he would feel like he needed to make them a partner. Then, he would realize his mistake, dissolve the firm, and do it all over again. That is one extreme. Most of my clients are at the other extreme \u2014 so scared of choosing wrong that they won\u2019t promote anybody. And that is why they lose great talent.<\/p>\n
What many firm owners don\u2019t realize is that \u201cpartner\u201d and \u201cowner\u201d are not the same thing. Making somebody a partner does not mean giving up control of the firm. Having a clear path to partnership, however, means you are much more likely to have lawyers who stick with your firm.<\/p>\n
Two Paths: Equity Partner vs. Non-Equity Partner<\/h2>\n
The path to partnership is a shift from lawyer to leader, from technician to owner. In most firms, there are two types of partners:\u00a0non-equity<\/strong>\u00a0and\u00a0equity<\/strong>. They are not created equal and are not interchangeable. Each serves a purpose.<\/p>\n
Non-equity partners<\/strong>\u00a0have the title but not the ownership stake. They mentor, lead and originate work but don\u2019t take on personal liability or share in the firm\u2019s profits or losses. In some firms, a non-equity partnership is a stepping stone toward an equity partnership. In other firms or situations, it\u2019s a tool to reward loyal attorneys who aren\u2019t a great fit for ownership. <\/p>\n
Equity partners<\/strong>, on the other hand, own a piece of the business. They shoulder risk, influence firm decisions, and profit when the firm performs. It\u2019s a business marriage. And like any long-term relationship, it works best when expectations are crystal clear from day one.<\/p>\n
The\u00a0path to partnership\u00a0is not just a checklist. It\u2019s how we create consistency, retain talent, and scale a firm that runs on purpose, not politics. This is why it is wise to map the transition, step by step.<\/p>\n
The Journey to Partnership<\/strong><\/h2>\n
The journey to partnership isn\u2019t a one-size-fits-all sprint. It\u2019s a progression\u2014from associate, to senior associate, to non-equity partner, and finally to equity partner.\u00a0Each stage has different expectations.<\/p>\n
- \n
- Associates<\/strong> focus on billing and growing their technical skills. <\/li>\n
- Senior associates<\/strong> start originating business, delegating effectively, and building client relationships. <\/li>\n
- Non-equity partners<\/strong> begin shaping the firm itself\u2014training others, setting\u00a0strategy, and living the values that define culture.\u00a0<\/li>\n
- Equity partners<\/strong> are the vision carriers. They don\u2019t just drive revenue\u2014they drive the firm forward. They lead, they model, and they own the outcome.\u00a0That ownership mindset is precisely what you should be screening for along the way.<\/li>\n<\/ul>\n
What Makes a True Partner? Three Things<\/h3>\n
Being a great lawyer isn\u2019t enough.\u00a0Through working with hundreds of law firms, we realized a true partner needs three things:\u00a0<\/p>\n
- \n
- A specific\u00a0production or\u00a0origination\u00a0level (or both)<\/strong>,<\/li>\n
- Excellence in\u00a0their\u00a0craft<\/strong>, and<\/li>\n
- The\u00a0\u201cIt\u00a0Factor.\u201d<\/strong><\/li>\n<\/ol>\n
Production and origination<\/strong>\u00a0mean\u00a0consistently\u00a0hitting\u00a0specific\u00a0billing targets and generating business for the firm. Great partners don\u2019t wait for work;\u00a0they create it.\u00a0Some firms focus on rainmakers, but having a litigator who consistently adds a zero to every verdict can be just as valuable. What\u2019s the right mix for\u00a0your<\/em>\u00a0firm?<\/p>\n
Excellence in your craft<\/strong>\u00a0means doing the work at a high level and teaching others to do the same. That includes winning cases, managing volume, filing quickly, and mentoring the next generation.\u00a0It also includes personal reputation and being able to burnish the firm\u2019s reputation, whether through work in the courthouse,\u00a0by teaching CLE or high marks in reviews and referrals.\u00a0Partners are force multipliers.<\/p>\n
Then there\u2019s the\u00a0It\u00a0Factor.<\/strong> That\u2019s culture. Leadership. Communication. Influence. Does this person walk the talk? Do they embody the firm\u2019s core values? Are they someone others want to follow?\u00a0If the answer is no, they may be a good lawyer but they\u2019re not a partner.<\/p>\n
The Partnership Metrics That Matter<\/h2>\n
The path to partnership is literally that\u2014a path. It\u2019s up to you to determine what an attorney needs to achieve before moving forward to the next stage. These should be clear, measurable and scorable requirements with metrics you can incorporate into your review process. Then, when it\u2019s decision-making time, you just need to review the scores to see if your lawyers are ready to move up. (Read \u201cEveryone in Your Firm Needs a Production Number.\u201d<\/a>) <\/p>\n
Here\u2019s an example of how you might score a potential partner (you\u2019ll want to use your own target numbers):<\/p>\n
1. Production and Origination<\/h3>\n
- \n
- Do they bill at least five times their cost of employment? Yes\u00a0<\/em><\/li>\n
- Are their collections at least 87%? No\u00a0<\/li>\n
- Originating work to support 75% of\u00a0their own\u00a0cost of employment? No\u00a0<\/em><\/li>\n<\/ul>\n
2. Excellence in Their Craft<\/h3>\n
- \n
- Sit first chair in 7 trials? Yes<\/em><\/li>\n
- Get 12 5-Star Google Reviews per year? Yes.<\/em><\/li>\n
- Case load above 80%? Yes\u00a0<\/em><\/li>\n<\/ul>\n
3. The It Factor<\/h3>\n
- \n
- Core Value rating above 80%? Yes<\/em><\/li>\n
- Be a walking billboard for the firm? No<\/em><\/li>\n
- Consistently go the extra mile? No<\/em><\/li>\n<\/ul>\n
It\u2019s obvious from these scores that this attorney is an excellent lawyer. However, they are not meeting the firm\u2019s origination expectations, nor are they a great reflection of the firm in public. In addition to helping you make your promotion decisions, this provides an excellent opportunity to start the conversation about how you will help them improve those skills in the coming year, and why they won\u2019t be getting promoted.<\/p>\n
These three measurements \u2014 production, excellence in their craft, and the it factor \u2014 give the firm a framework for promotion and attorneys a fair, transparent path forward. Everyone knows what it takes to make a partner. No ambiguity, no backroom deals.<\/p>\n
This framework also gives you a better way to decide who\u00a0shouldn\u2019t<\/em>\u00a0be a partner. If someone doesn\u2019t pass the bar we\u2019ve set, we don\u2019t lower it\u2014we mentor them or redirect them. Putting the wrong person in a partner seat costs the firm far more than saying no.<\/p>\n
Partners Drive the Law Firm<\/h2>\n
We don\u2019t promote to partnership because someone hits a billable target or sticks around long enough. We promote to partnership because someone acts like an owner:\u00a0They care about the firm, push the culture, train others, and build a business, not just a book. That\u2019s the kind of person we want at the table.<\/p>\n
The path to partnership doesn\u2019t just build careers. It builds leaders. It builds a bench of people who can carry the firm\u2019s vision forward when founders step away. And that is how great law firms scale.\u00a0Not through luck and not through tenure. Through intentional leadership, one partner at a time.<\/p>\n
More Profitable Law Firm Tips from Brooke Lively<\/h2>\n
For more tips on building a more profitable law firm, read:<\/p>\n
- \n
- What Should Be on Your Law Firm\u2019s Dashboard<\/a><\/li>\n
- Are Your Law Firm\u2019s Financial Systems Ready to Scale?<\/a><\/li>\n
- Law Firm Profits: 5 Ways You May Be Sabotaging Your Firm\u2019s Growth<\/a><\/li>\n
- The Best Compensation Plans Use the Law of Thirds<\/a><\/li>\n
- Law Firm Overhead: What It Is \u2014 and What It Isn\u2019t<\/a><\/li>\n
- Building a Law Firm That Pays You First<\/a><\/li>\n
- Understanding Law Firm Profits \u2014 And What to Do With Them<\/a><\/li>\n
- How Are Law Firm Owners Paid? Total Compensation vs. Salary<\/a><\/li>\n
- Funding Growth: Are You Starving Your Law Firm?<\/a><\/li>\n<\/ul>\n
Image \u00a9 iStockPhoto.com. <\/p>\n
\n<\/a><\/figure>\n\nSign up for Attorney at Work\u2019s daily practice tips newsletter here<\/a> and subscribe to our podcast<\/a>, Attorney at Work Today.<\/strong><\/p>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"
Brooke Lively says that with clear, measurable requirements, you can choose new partners wisely and with less fear. Here are three things that make a good partner. The post The Path to Partnership:\u00a0Embracing the \u2018P\u2019 Word Is the Key to Law Firm Growth appeared first on Articles, Tips and Tech for Law Firms and Lawyers. […]<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[17],"tags":[],"class_list":["post-127957","post","type-post","status-publish","format-standard","hentry","category-legal_matters"],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts\/127957","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/comments?post=127957"}],"version-history":[{"count":0,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/posts\/127957\/revisions"}],"wp:attachment":[{"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/media?parent=127957"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/categories?post=127957"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/xira.com\/p\/wp-json\/wp\/v2\/tags?post=127957"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
- Are Your Law Firm\u2019s Financial Systems Ready to Scale?<\/a><\/li>\n
- Be a walking billboard for the firm? No<\/em><\/li>\n
- Get 12 5-Star Google Reviews per year? Yes.<\/em><\/li>\n
- Excellence in\u00a0their\u00a0craft<\/strong>, and<\/li>\n
- Senior associates<\/strong> start originating business, delegating effectively, and building client relationships. <\/li>\n
- 2. Excellence in Their Craft<\/a><\/li>\n
- The Partnership Metrics That Matter<\/a>\n