“Sanford is a brilliant strategist. He’s always five steps ahead of everyone else. Sanford has great foresight and foresees the multiple paths in which situations can play out… He asks great questions, actively listens and is very creative, yet on point, with his advice.”
In 2004, the New York Times wrote about the “increasingly nasty conflict between the Fox Network and NBC over competing boxing reality-television shows.” Specifically, the Fox show, “The Next Great Champ,” was in hot water with the California State Athletic Commission for throwing matches without a licensed promoter. The article quoted then chairman of the commission, Sanford L. Michelman, stating that he “will take stern and swift action if anyone’s doing something illegal.” Sanford continued, “We take it very seriously if a licensed boxing promoter is not present for bouts,” as promoters are responsible for ensuring the health and safety of the boxers. However, Sanford held off any rush to judgment because he did not want to damage the careers of the boxers and wanted to give the show’s producers a chance to defend themselves.
Read more at the New York Times.
In 2012, Lawdragon interviewed Sanford as part of it’s Lawyer Limelight series, which “features discussions with top practitioners, including corporate counsel, law firm stars, leaders in academia, public interest lawyers and more.” Below are a few questions and answers from the piece:
Lawdragon: What were some of the biggest challenges of the early days?
Sanford Michelman: Finding the extra few hours a day. We have been fortunate in that we were able to have very talented lawyers join us early on and support from our clients. We never really faced any significant challenges, other than maintaining the quality of our work.
LD: What advice would you give lawyers interested in doing the same?
SM: Make sure it is something you really want to do. It is a tug of war between being a practicing lawyer and operating a business. It requires tremendous hours, patience, and a long view towards where you want the firm to go. Finally, I would say that with every hire, make sure it is a cultural fit – don’t chase business originators in any way that may sacrifice your culture. Define your culture and make that you do not deviate from it.
Read the entire interview at Lawdragon.