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InnovAction Awards Nominations Open

Innovactionbug Nominations for the 2008 InnovAction Awards are now open until June 2, 2008. 

The InnovAction Awards is a worldwide search for lawyers, law firms, and other deliverers of legal services who are currently engaged in some extraordinarily innovative efforts. The goal is to demonstrate to the legal community what can be created when passionate professionals, with big ideas and strong convictions, are determined to make a difference. Each year, the College of Law Practice Management presents the coveted InnovAction Awards to those unsung heroes and rising stars within the legal profession who dare to think differently and succeed by doing so.

If you know of a law firm that is truly innovative, I encourage you to nominate them for a "Nova".  We need to celebrate and publicize innovation in our profession in order to encourage more firms to try new things.

For more information:

Press Release

Entry Form

InnovAction Web Site

2007 Winners

 

April 05, 2008

"We're Not Going to Take It" - Association of Corporate Counsel

You could almost hear Twisted Sister "singing" "We're not going to take it...anymore" at the Legal Marketing Association's national conference last month when Susan Hackett, General Counsel of the the Association of Corporate Counsel (ACC) and Laura Stein, Chairperson of ACC, along with two other ACC members met with hundreds of law firm marketers to explain their approach to escalating rates of outside counsel. 

In a ninety minute presentation and discussion, Hackett outlined the pressures and realities facing in-house counsel, specifically, increased pressure to contain and predict legal costs and their frustration with double-digit rate increases, off-the-scale associate salaries (and corresponding hourly rates), a perceived unwillingness by law firms to discuss alternative fee arrangements and create lower-cost methods to provide lower-value (commodity) legal services.

To paraphrase, they said, "we're not going to take it anymore".  Hackett and Stein have created an initiative within ACC to explore ways to re-define the relationship in-house GC's have with out-house firms.  This new committee will develop a set of best practices to recommend to ACC members. ACC will sponsor seminars to teach GC's how to reduce outside attorneys costs, manage matters to budget, consolidate (or 'converge') the myriad of law firms some companies use to a small 'core counsel' cadre of firms, and stratify legal work so that only the high-end/high-value work goes to high-cost firms and commodity work is handled on a lower cost basis.   

Details were short at the meeting, but emotions were high.  The panel of in-house counsel differed on exactly what they wanted from their lawyers, but the agreed that lawyers and firms should work harder to understand what their clients wanted and they should create a relationship custom to those requirements.

What will come from this rebellion (and that's the word used in the LMA Conference brochure, btw)?  Hard to say, but I was impressed that four big-wigs from ACC spent a day at the LMA conference, not including travel time, to clearly articulate their frustration with the community of outside counsel and fire the warning blows over the bow of the $1,000/hour battleship created by our largest law firms.

Implications for biglaw?  Figure out - fast - what your clients want, including how to be billed, what work they consider high-value, what behavior they are tolerant of (and not, including associates billing $450/hour or more) and their plans their plans for convergence and changing how they manage outside counsel.  And after you listen, design a new way of serving them. 

For those of you who have conveniently forgot about Twisted Sister, here's a refresher:

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Naked Conversation Interview

Richard Levick interviews Shel Israel, co-author of Naked Conversations, a book about blogging and social media.  Why is social media important?

"When we wrote the book, blogging was social media. But now, if you’re a business, or an institution, or an individual, you can blog, you can create video, you can Twitter, or you can do combinations of them all. You need to identify and utilize the tools that are right for you.

But, what’s important isn’t the tools. What’s important is the ability to have two-way conversations with your customers rather than sit around and devise marketing methods filled with adjectives and legal disclaimers and shovel them into the foreheads of people who just don’t want them."

Read the interview here.

Why is this important to law firms?  Lawyers and their firms need to listen to thier clients, or their clients will find lawyers that listen.  Client interviews and surveys are a good start, but firms need to find multiple channels to receive client feedback and to listen to their preferences. 

BTW, Shel Israel is now moderating a video blog on Fast Company TV called Global Neighborhoods.  Check it out.

While you are reading the article, check out Levick's new book, "Stop the Presses" and their prescient blog, by the same name.  The book is a must-have reference about litigation public relations for the C-suite, lawyers, and marketing folks. 

ABA LPM Magazine Focuses on Tech and Competitive Intelligence

The recent issue of Law Practice Management Magazine (available online) has some great articles, including 45 Tips for Competitive Intelligence by Ann Lee Gibson, Keeping Up with Marketing -Speak, by Sally Schmidt and a Roundtable on Competitive Intelligence Tools, by a variety of panelists including David Bowerman, Cynthia Cheng Correia, Ann Lee Gibson, Mark Greene, Sabrina Pacifici, Meredith Williams and me. 

Green to Speak at LMA Event

Charles Green, co-author (with David Maister) will speak at LMA's Senior Roundtable in Washington DC in June.  This is from the LMA website:

"We are excited about this year’s program. Charles Green, co-author of The Trusted Advisor and Trust-Based Selling, will kick off our meeting. Richard Friedman will share proven metrics and tactics to measure and track ROI — ripe with examples from outside the legal industry. Matt Homann, popular blogger of thenonbillablehour.typepad.com, will lead discussions on strategic issues facing the legal market, group problem solving, and more. Take advantage of the great networking opportunity provided by this powerful event for you and your peers."

More information here.  Bummed I can't make it.  Sounds like a great program.   

Jim Collins to Speak in Denver, May 14th

Jim Collins, author of Good to Great, will make a rare speaking appearance in Denver on May 14th.   The Community First Foundation is sponsoring his talk.   I hear Collins speak last Fall, where he discussed new research on great companies.  The mystery that puzzled him that day?  Innovation seemed irrelevant to long term success of a great company.  I'll ask him about it in May.   

Go to http://www.communityfirstfoundation.org/goodtogreat.cfm for more information.

Diversity Call to Action Summit

This sounds cool.   Several years ago, General Counsel from several hundred companies drafted and signed the Diversity Call to Action - a statement of principals and tasks to improve diversity in law firms and legal departments.  Not a lot has changed, so Rick Palmore of General Mills has called a meeting in Scottsdale on April 25 - 26 to get law firm Managing Partners and in-house GC's to come up with a plan to make a difference.  According to a law.com article,

"The goal is to have a collaborative discussion between the general counsels and the managing partners about what we can do to move the needle on this issue," said Roderick Palmore, executive vice president, general counsel and chief compliance and risk management officer at General Mills Inc., who wrote Call To Action in 2004.

Call To Action outlines goals for corporations to follow in order to improve diversity in their own offices and in the law firms they hire, focusing on gender, race and sexual orientation. About 90 general counsels have signed Call To Action, including those from The Boeing Co.; Prudential Financial Inc.; Microsoft Corp.; Johnson & Johnson; Tyson Foods Inc.; The Coca-Cola Co.; and Bank of America Corp.

In moving more aggressively toward specific goals, Call To Action is attempting to address a growing problem. Last year, for example, women made up less than 33 percent of lawyers employed in the U.S., according to the Bureau of Labor Statistics. Blacks made up less than 5 percent, Asians 2.6 percent and Hispanics 4.3 percent.

"The statistics speak for themselves," Palmore said. "They say our progress in the profession has been disappointing." Call To Action is the second major nationwide effort at improving diversity in the legal profession. About a decade ago, the American Bar Association worked with Charles Morgan, then-general counsel of BellSouth Corp., to come up with another initiative called, "Diversity in the Workplace: A Statement of Principle," which was signed by hundreds of general counsel executives. "

Interested?  There is still time to sign up.  Here is the

Download Summit_Agenda.doc

and the

Download Call_to_Action_Summit_FAQ.doc

Keynote speakers include former Secretary of State Warren Christopher and former U.S. Supreme Court Justice Sandra Day O'Connor. Contact: Richard Tom, 626-302-4430.

Ballard hires Client Interviewer

Did you see this article in The Legal Intelligencer (also on law.com) about how Ballard Spahr hired a "non-lawyer" to interview clients with the sub-title, "Could this new form of communicating with clients lead to the end of law firm marketing?"

A few thoughts:

  • Interviewing clients for fun and profit isn't new, but it is hard to do consistently.  Instituting firm-wide standards and practices to gain feedback on client satisfaction and opportunity identification is contrary to most silo-based law firm cultures. 
  • The managing partner of Ballard claims that they will focus on interviewing the top 300 of the firm's clients in the first year.  Good luck.  Most firms are happy to do quality interviews of a dozen or twenty clients in a year.  Still, they get points for hiring someone to do interviews and orchestrate a client service initiative.
  • The article interviews a consultant from Altman Weil, who I truly believe was misquoted, indicating that if firms listen to their clients through feedback programs such as this AND they have a strong sales functions, then law firm marketing as we know it will not be necessary.   While I agree that firms need to listen to their clients in order to provide a custom experience, and that firms need to develop a refined sales process, we will still need law firm marketers for many reasons, if only to support and direct these efforts.

Client service interviews are becoming big business.  Many firms are quietly conducting top client satisfaction surveys in one form or another.  In fact, a new generation of consultants - outsourced interviewers - are emerging and growing.  You can now hire experienced, professional and insightful interviewer from firms such as Wicker Park Group, Zeughauser Group, as well as multi-disciplinary consultancies such as Altman Weil and Hildebrandt.

Speaking Gigs: Regional Marketing and CI

I'll be speaking at the following events:

Regional Marketing and Business Development Strategies
Webinar sponsored by Hildebrandt
May 28, 2008  Noon EST
Click here for more information

Competitive Intelligence in the Modern Law Firm
Sponsored by Managing Partner Magazine
June 10, 2008 New York City USA
Click here for more information.

Ukila nanasi, tunda lingine basi

Ukila nanasi, tunda lingine basi.

In Swahili, it means, "Once you taste a pineapple, you''ll never go for any other fruit"

Wouldn't it be nice for your clients to say this about your firm?

What would it take for your clients taste pineapple at your firm?

Lessons from Terminal Five

London's Heathrow Airport opened Terminal 5 this week, reminding me of the troubled opening of Denver's International Airport more than ten years ago.  Terminal 5 was slated to solve much of Heathrow's problems, including long security lines.  The terminal was supposed to be the pride of London, the entry point for athletes and visitors worldwide for the 2012 Summer Olympics, and the peak of airport efficiency.  Instead, thousands of pieces of luggage have been lost, the terminal opened unfinished, dirty and with poorly trained staff. 

The website ContinuityCentral has an interesting post on four lessons learned from the T5:

1.  Don't let it ever happen in the first place.

2.  Take responsibility for your actions

3.  Take radical steps to show that you are in control.

4.  Buy goodwill.

What?  You don't plan on opening an airport in the near future?  How about opening a new office, merger with another firm, acquiring a practice from a competitor, or launching a client service program.  Read the article here.

Webinar on Succession Planning

Phyllis Weiss Haserot will be conducting a webinar on succession planning on April 9th at 12:30 PM EDT.  Click here for more information.  Phyllis is a wonderful speaker and insightful adviser.  If you have not been to her website, it is worth browsing through the hundreds of articles on practice development, career counseling, and collaborative culture.

Web 2.0 meets Legal KM at JD Supra

Larry Bodine informed me that JD Supra is now online and firms from the AmLaw 200 to GP Solos are posting content.  What is JD Supra?  According to Bodine's website:

"In order to get listed, the attorney must contribute a brief, motion, article, or some other legal document. These are then indexed by area of law, jurisdiction, type of document, subject area, and contributor. Posting documents is free. A basic listing that includes a logo or photo, name, contact information, practice area description and list, honors and awards, professional associations, and education is also free. Cuyler explains that she expects to produce income by selling enhancements to the basic listing, as well as advertisements on the site. A listing with direct links to an attorney’s email, websites, and blogs, will cost $20 per month or $240/year. No doubt other enhancements, and charges, will come.

Once the site is fully operational (it is scheduled to be online by the time you read this review), it will allow searches for briefs, decisions, papers, and other documents. The search engine is designed for use both by both lawyers and the lay person. You can limit the search by jurisdiction, subject matter area, document type, and search terms. This will enable a lawyer searching for a brief on a subject to find what another lawyer has done in the past, learn from it and, hopefully, improve upon it.

The site is designed to allow potential clients to read actual documents written by the lawyer before contacting or retaining the lawyer. Cuyler indicates that the site as originally contemplated would let lawyers benefit from their colleagues’ work and connect with real people. Potential clients could search, determine which lawyer was doing work on questions similar to their case, and then contact the lawyer."

Still confused?  Browse the JD Supra library, or read their blog.

Patrick McKenna Launches Leadership Advisory Board

So, you are a managing partner facing a vexing issue and the usual advisers and articles leave you as confused as before.  What's a MP to do? 

Edge Group Consultant Patrick McKenna teamed up with Managing Partner Magazine to help.  Patrick, along with Baker and Daniel's Chairman Emeritus Brian Burke, has corralled a small group of former law firm managing partners and other leaders including Nixon Peabody's Harry Truehart, Snell and Wilmer's John Bouma, and McGuire Woods' William Strickland. 

Managing Partners can write to Patrick or MP Magazine.  Patrick will convene a panel of experts, and draft a response, which will be sent to the inquiring MP.  The response will be posted on McKenna's website, without identifying the inquiring managing partner.

Why the Leadership Advisory Board?  Patrick responds in his press release:

“Our Leadership Advisory Board was constituted to offer a safe sounding board, especially to provide new leaders with pragmatic advice and experienced support to help them succeed.” commented Patrick McKenna of Edge. “I am so impressed and excited that every one of those whom Brian and I asked to participate in this initiative, responded enthusiastically.” For more information on the LAB, including their first article on "Preparing for the Worst",click here

Explained one of the LAB members, “I believe that there is a dearth of good advice and mentoring available to new managing partners. It is staggering to think that corporate CEO's and other C-level people in the corporate world train their entire careers in order to be prepared when it is their turns to take the helm, but law firms put people at the helm of an enterprise whose revenue numbers have two commas in them with little or no formal training and almost no mentoring.”

Download info_release1.pdf

February 23, 2008

BTI Research Reveals Shift to BD and Client Service Priorities

BTI Research published their annual benchmark survey of law firm marketing activities last month.  You'll have to buy the survey to get all of the details, but here are some trends illustrated by the data:

  •   The AmLaw Second Hundred (firms 101 to 200) is catching up with the AmLaw 100 in marketing spending per attorney. 
  • Dollars dedicated  to salaries climbed 22% on a per FTE basis at the largest law firms.
  • Marketing spending per attorney increased by 20%
  • Marketing staffs are expanding significantly (30%).  Growth primarily in business development and client service areas.
  • CMO tenure declined to an average of 3.6 years.  CMOs are increasingly lured away by more lucrative offers at other firms.
  • While firm leaders say they are open to hiring CMOs with experience outside of the legal world, 61% of top marketers are hired from other law firms.
  • Client Surveys and Client Teams are top priorities for law firm marketers in 2008.  Both practices are now mainstream - with the vast majority of firms engaging in them.

Raindancing Expert Audio Series

This week I met Cole Silver, the brains behind the Raindancing Expert Audio Series.  Cole has interviewed dozens of brilliant authors, consultants and experts in law practice management and marketing.  The 30 minute conversations are available on a subscription basis, for download or streaming audio from his website, findcareersuccess.com.   Interviews include conversations with Harry Beckwith, Gerry Riskin, Larry Bodine, Sally Schmidt, Stephanie West Allen, and many others. 

Worth $27 a month?  I think so.

ABA Top 100 Discriminates Against Non-Lawyers?

Aba20cover The December 2007 cover story on the ABA Journal featured the "Blawg 100" - the top blawgs written by attorneys, ranging from our favorite law practice management blogs to "gossip, rumor and innuendo". 

Some legal 'blawgers', however, noticed that many insightful blawgs were omitted from the list not because of their content, but because they were not authored by attorneys.  Harvard blogger Amy Campbell and Edge Group Founder Patrick McKenna both commented on the obvious omissions.  Kevin O'Keefe summarized a number of blogger's not-so-positive reactions to the list here.

I've been a member of the ABA for seven years, and a contributor to the ABA's Law Practice Management Magazine for the past five years.   I hope that next year they consider expanding their review to at least paying members of their association. 

Does anyone else find this odd? 

November 17, 2007

More Law Firms Launch Leadership Programs

Reporter Gina Passarella of The Legal Intelligencer reports on the law firm of Stradley Ronon Stevens & Young's new Leadership Development Program in her article, Leadership Programs Born From Lack of Born Leaders .   What do you think?  What is the best way to provide leadership training for lawyers?

Cordell Parvin Launches BD Blog

Cparvin2_small_2Cordell Parvin, a former construction lawyer for the Texas firm Jenkins & Gilchrist, has started a second career as a business development trainer and coach.  His blog, www.lawconsultingblog.com, tells stories of his clients' success and gives a number of business development tips. 

Leadership Development for Lawyers

Several legal marketers have been discussing leadership development on its list serve.  Here is my response to one member's question about starting a leadership development program in their firm:

Thank you for launching a discussion topic that is close to my heart.  I've been working with law and architectural firms for almost 20 years.  These professionals are smart, energetic, creative, insightful and mostly great people.  They come up with great ideas and aggressive plans.  Why, then, do so many practice groups, regional offices, and task forces struggle with getting things done?  Was is just that they are compensated and rewarded for billing hours?  Can it be that firms are really just lawyer-hotels with portable practices?  Why is that a few groups and offices grew smartly and rapidly, but other wobbled along, struggling to replace the associates or partners that have left?  Why does the conversation almost always go silent this time of year when firm leaders ask, "So, who should we choose as the next leader for XYZ practice group?"
My conclusion is that it comes down to leadership.  About 5% of lawyers in firm management have developed adequate leadership skills.  Their skills are often recognized and they serve in some sort of practice group, office or firm management role.  Unfortunately, we need more than 5% to grow the many practice, industry and client teams prevalent in large firms.   --more --

Continue reading "Leadership Development for Lawyers" »

November 03, 2007

Lawyer 2 Lawyer podcast

L2l A few weeks ago I discussed lawyer ranking websites, along with Lawdragon.com founder Katrina Dewey and legal ethicist Ben Cowgill.  The conversation was moderated by host Robert Ambrogi, co-author of Legal Blogwatch.   You can listen to the show at Lawyer2Lawyer, or download the MP3 here

August 25, 2007

New Book on Business Development for Lawyers

Sallybook Veteran law firm marketer and consultant Sally Schmidt has come out with a new book on business development for lawyers.  Years ago Sally wrote the definitive book on lawyer marketing.  I'll review the book on this blog in the future.  In the meantime:

Read the Google Book Preview.   Buy the book on Amazon.  Visit Sally's website.

Client Service Perception Gap

When I ask a law firm leader what makes their firm distinctive from others, most say, "We're really good at client service.  We are known by the high level of personal service we provide." 

Clients, however, disagree.  According to a new BTI survey, only 25% of clients give top grades to their outside counsel for client service.

Feedback is a gift.  Read the article here

Here's the BTI press release on the survey:

Client Satisfaction with Law Firms Plummets
Just 30.7% of clients recommend their primary law firm
Drives client spending to new law firms
53.7% of clients oust their primary law firm

Boston, March 3, 2006: The BTI Consulting Group’s fifth annual survey of corporate counsel reveals an unprecedented drop in client satisfaction with law firms. Just 30.7% of large and Fortune 1000 companies recommend their primary law firms. These deep dips in client satisfaction, reports BTI, promise to drive dollars into the hands a new set of law firms, unsettling the status quo.

“Large clients are making broad-sweeping changes in how they hire and work with their law firms,” comments Michael B. Rynowecer, BTI’s President, “These changes will translate into opportunity for a select group of well-positioned law firms.”

BTI’s study analyzes how law firms can position themselves to benefit from these critical changes in a brand new report, How Clients Hire, Fire and Spend: Landing the World’s Best Clients. BTI found an astonishing 53.7% of clients ousted their primary law firms in the past 18 months. More than 50% of clients also reported they plan to try at least one new law firm for substantive matters in 2006.

BTI conducted more than 200 independent, individual interviews with corporate counsel at Fortune 1000 companies and large organizations each year for the past five years."

It would be interesting to see how many lawyers ranked their firms as having excellent client service.

Attorney Retention a Priority for Mid Sized Firms

According to this National Law Journal article, mid-sized firms are hiring professional development directors to provide training and support to attorneys.  Excerpt:

"We don't want to just pay them a lot of money," he said.

Although most of the megafirms in recent years have invested in hiring associate-development teams to help coordinate programs and address work-life issues, development director positions are new for many midsize regional firms. Law firm leaders and career professionals say that the jobs are becoming increasingly important as business for most law firms of all sizes remains strong and the pool of law school graduates stays stagnant.

Attrition problems, though on a smaller scale than those at giant firms, have prompted midsize law firms to hire development directors. But these firms also are bringing in career professionals because of another pressure from the market.

"Midsized firms don't want to lose associates who want the training they feel like they'd be getting" at bigger firms, said Marina Sirras, president of Marina Sirras & Associates, a legal recruiter in New York. One of the factors associates use to gauge the strength of a firm is whether it has someone dedicated to helping them climb the ladder to partner."

The article concludes with the aspirations of a major southwest law firm:

"Phoenix-based Lewis and Roca is seeking its first professional-development director. The person whom the 200-attorney firm hires will work mainly with associates and nonequity partners, said managing partner Kenneth Van Winkle.

The decision to create the job was part of the firm's move two years ago to convert to a two-tier partnership structure, which included nonequity partners. The agreement among firm leaders to reconfigure the partnership structure included some "horse trading," Van Winkle said, in which he made the commitment that the firm would hire a development director to assist associates and nonequity partners in becoming full partners.

Lewis and Roca had in place a development strategy, he said, but without someone to handle it full time, it was not getting implemented. Partners would volunteer to do the job, but they would set aside the tasks in favor of client business.

"It's all sitting there waiting," he said. "We've provided the bones; we want someone who can put meat on the bones."

Whoever fills the job will be busy. Responsibilities include handling matters of mentoring, retention, training, career planning and counseling, succession planning, diversity initiatives and many more. The person will answer to Van Winkle, which he said is critical to the credibility and accountability of the position. "

Can retention initiatives such as these succeed without strong leadership at the top AND at the practice group/regional office level?  What do you think?  Read the article here.

Integrating Business Development Staff into a Marketing Team

Marketing staffs are growing in major law firms.  Only a few years ago the ratio of lawyers to marketing staff ranged from 35:1 to 50:1.  Today it is closer to 24:1.  Firms are not hiring more PR or advertising folks.  They are investing in business development professionals who help lawyers be more effective in attracting clients, building networks, establishing relationships, and professional sales.  I wrote a brief article on structuring a marketing/business development team on Larry Bodine's LawMarketingPortal.   I'd appreciate your comments on article.

Leadership Development in Law Firms Widely Divergent

Law Firm Inc Magazine published an article on the state  of leadership development training in law firms last month.  In "Reluctant Leaders", (free registration required), reporter Arthur Jones interviews several law firm managers and trainers on the nature of and acceptance of leadership development among law firms.  Programs range from a day and a half to two weeks.  Firms, Jones reports, still haven't figured out how to compensate leaders outside of the billable hour/production model.  Skilled lawyer-leaders are in high demand within law firms, as well as in law departments. 

Motivation to be a leader is critical:

"Hildebrandt consultant Larry Richard, who is a Ph.D. psychologist and a J.D. [see "The Full Program," below], focuses on lawyer/leader development for Dechert, a 17-office international law firm. He works on "skills to make lawyers more effective managing partners and practice group heads," he says. Richard says the first thing he looks for are lawyers who really want to lead. "Research tells us that people who genuinely want to be leaders make the best leaders," he says.

Next, says Richard, the would-be top managers must learn the "leader behaviors" that make them effective. And that means "attending a leadership boot camp, a didactic program that teaches partners the fundamentals of what makes leaders effective in a law firm," Richard says. "The key quality is motivation."

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