Ken Falcon is the Co-Managing Partner of Falcon Rappaport & Berkman LLP (FRB), where he has led the firm's expansion from a small Long Island practice with twelve staff to a multidisciplinary firm of more than 120 professionals with offices across the tri-state area, Florida, and California. Under his leadership, FRB has become a destination for ambitious associates, lateral partners, and small firms seeking a collaborative, forward-thinking environment that combines complex legal work with a genuine commitment to work-life balance.
WHAT'S COVERED IN THIS EPISODE ABOUT BUILDING A HEALTHY LAW FIRM CULTURE
Ken Falcon built his firm from a solo practice into a multi-state team by refusing to squeeze maximum profit from his people. His leadership centers on honesty in hiring and twice-yearly reviews that track shifting priorities. By deliberately accepting lower profit margins, he's made real work-life balance possible—the kind of culture that keeps attrition low and inspires attorneys to bring in people they trust.
When Ken was diagnosed with kidney cancer, his partners insisted he take an eight-week sabbatical and divided his work among themselves, a response that revealed the kind of loyalty and trust his leadership had fostered. The experience forced him to rebuild his role around what he actually wanted to do.
In this episode of The Lawyer's Edge, Elise Holtzman talks with Ken about protecting culture during rapid growth. They discuss screening for fit over credentials, why he'd rather make less money than burn out his team, and how a health crisis taught him to restructure his role around what matters.
2:14 – Why Ken built a law firm that values people over profit
4:38 – How clear expectations and open communication sustain culture through growth
7:21 – The hiring conversations that reveal alignment and ambition
10:42 – Twice-yearly reviews and how they keep attorneys engaged and accountable
13:55 – Rethinking profitability: why FRB chose sustainability over maximizing margins
17:18 – What real work-life balance looks like inside a busy, expanding practice
21:06 – How leadership transparency drives retention and trust
24:37 – Balancing client demands with internal culture as the firm scales
28:10 – The link between compensation philosophy and firm stability
31:22 – Advice for law firm leaders who want to build healthier organizations
MENTIONED IN KEN FALCON | HOW INTENTIONAL LEADERSHIP BUILDS STRONGER LAW FIRMS
Falcon Rappaport & Berkman LLP | LinkedIn
Get connected with the coaching team: hello@thelawyersedge.com
SPONSOR FOR THIS EPISODE
Today's episode is brought to you by the Ignite Women's Business Development Accelerator, a 9-month business development program created BY women lawyers for women lawyers. Ignite is a carefully designed business development program containing content, coaching, and a community of like-minded women who are committed to becoming rainmakers AND supporting the retention and advancement of other women in the profession.
If you are interested in either participating in the program or sponsoring a woman in your firm to enroll, learn more about Ignite and sign up for our registration alerts by visiting www.thelawyersedge.com/ignite.
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