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DON'T DO THAT! It is amazing how out of touch some attorneys are when attending a pitch, lunch or presentation session with potential clients. Some of the comments I've heard about meetings: * "They spent most of the time talking to themselves, not us." * "What a complete lack of respect, let alone interest - one was using a Blackberry, one answered two phone calls during our meeting, and one was a potted plant." * "There were 2…
Fad words, in professional services marketing, have a tendency to wear out and disappear after awhile, which seems to testify to their shallowness. They are then replaced by other fad words, which themselves ultimately wear out.
We often tout customer/client service in our newsletters, particularly Marketing the Law Firm and Law Firm Partnership & Benefits Report, but in many other titles as well. Now and again I worry that we are over-pushing the concept; that maybe we should step back, because we all know that customer service is the backbone of every law firm, right? Apparently not.
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In a rare win for a plaintiff alleging employment discrimination, the 11th U.S. Circuit Court of Appeals has held that a woman can bring a harassment claim for language not referring specifically to her.
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If hiring the ideal candidates to support professional practice is presenting your firm with a daunting challenge, we suggest you consider using one of the available screening programs to test potential candidates for character elements that predict success within your organization.
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There is no doubt that current economic conditions are more challenging and unpredictable than ever. Those organizations that can muster the courage and the fortitude for incremental change can make huge strides in enhancing their agility and competitive advantage, particularly in times when the going gets tough for everyone.
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Recently, we had the opportunity to spend time with two executives, Jeff Hohner, Treasurer for Kirkland & Ellis, LLP and Rick Nietsch, Treasurer of White & Case LLP. These two men are at the forefront of managing the increasingly complex and global fiscal requirements of today's leading law firms.
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To evaluate its policies and procedures for associate recruiting, career development, and profitability, a firm must take stock of its current recruiting and associate career development program, assess its future needs, and set in motion a unified plan that involves all components of the organization.
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Part One of this article discussed the importance of personal ownership of the lateral integration process and the importance of a formal business plan for lateral moves. This second installment addresses the more specific elements of the business plan and other 'how's' and 'how not's' in the lateral integration process.
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In <i>LaRue v. Dewolff, Boberg & Associates, Inc.,</i> the U.S. Supreme Court has officially recognized that the times have changed for retirement plans.