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When 2020, and its accompanying pandemic, ushered in a resurgence in legal digital marketing and social media use, it was expected given the circumstances. But not all firms are managing that content effectively.

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Law firms are paying more for talent than ever before. But like other industries that've been hit by a so-called "Great Resignation," they're also hemorrhaging it like never before, and the result is a diminished return on investment that could reach a "boiling point" in the near future.

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Many firms are shifting to a hybrid work model, where lawyers and staff will divide their time between in-office and outside-the-office work, making management and leadership tasks more challenging.

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As we approach the end of the year, office return dates are still uncertain. While we are very capable of functioning efficiently and effectively in our remote competitive intelligence environments, it can be easy to feel isolated, like you're operating in a vacuum.

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Slowly, ever so slowly, lawyers and staff are making their way back to the office. While we all look forward to returning to normal, the normal we left…

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Part two of a two-part Q&A with David McCann, J.D., senior director of communications at Snell & Wilmer continues our discussion on key topics relevant to legal marketing professionals.

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The talent crunch has triggered alarm bells about law firms' long-term viability, as epic workloads and existential upheaval continue to rain on a generation that's less interested in the traditional benefits of Big Law life.

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Working with a business development coach is an investment in yourself that can bring about career success by having a deliberate strategy in place.