The Lawyer's Guide to Strategic Practice Management
2nd edition
Viv Williams, John Sterling, Patrick J McKenna, David H Freeman, Chrissie Lightfoot, Andrew Hedley, Adam Billing, Robert Pay, Heidi K Gardner, Danny Ertel, Lisa B Horowitz, Arthur G Greene, Patricia Wheatley Burt, Harry P Trueheart, Patrick J Lamb, Toby Brown, Vincent Cordo, V Mary Abraham, Catherine Alman MacDonagh, JD, John Alber, Clare Adshead-Grant
Published: 2015
Pages: 476
eBook: 9781787427808
This new and updated edition of The Lawyer's Guide to Strategic Practice Management provides law firm leaders with the very latest guidance and market knowledge on how to improve and refine current management strategies in order to thrive and compete in today's legal marketplace.
Law firms are finding it harder to adapt quickly to a legal landscape that is constantly evolving. That's why it's imperative for law firm leaders to recognise and respond to this change in order to stay competitive. While the economy has improved, key challenges from the recession remain. Clients are more demanding, reducing cost is as important as it ever was, and firms realise that operational efficiency is crucial to gaining small but important margins. In this market, those small margins can be game-changers for large and small firm alike.
This new and updated edition of The Lawyer's Guide to Strategic Practice Management equips law firm leaders with the very latest guidance and market knowledge on how to improve and refine current management strategies in order to thrive and compete in today's legal marketplace.
From the latest developments in technology and AI, how to improve your firm's coverage on LinkedIn to increasing motivation to act on cross-selling opportunities, this guide is an amalgamation of guidance from the most talked-about thought leaders in the legal sphere.
The second edition contains 7 new chapters covering strategy; market and client development; people and talent management; finance and pricing and optimisation and technology.
Key features of this updated guide
33 chapters covering six key areas of law firm management
Contains valuable material such as diagnostic questionnaires, how-to guides, case studies and action-planning worksheets
Hear from a range of thought leaders and experts in the law firm management sphere including:
Viv Williams (CEO of 360 Legal Group)
Patrick J. McKenna (strategist and advisor to premier law firms)
Chrissie Lightfoot (CEO of EntrepreneurLawyer Ltd)
Geoff Coughlin (co-founder of Emphasis on Skills Ltd)
Order your copy of this guide to:
Review revenue and profit models, profitability strategies and law firm profit drivers
Examine the various alternatives to the traditional billing hour
Measure and manage the performance of your lawyers
Find market niches and develop individual business development strategies
Learn about the adoption of client listening programmes
Use big data for billing and cost and forecasting analysis
Build the business case for legal project management
Improve client and staff communication, connectivity and collaboration strategies
Inform your management strategy with the very latest market insights and find solutions to your management challenge.
Table of Contents
Cover | Cover | |
---|---|---|
Title page | i | |
Copyright page | ii | |
Contents | iii | |
Executive summary | xiii | |
Part 1: Law firm strategy | 1 | |
Chapter 1: Defining your strategy | 3 | |
Defining what the firm wants | 4 | |
What should be at the core of the strategy? | 5 | |
Partner retreats | 7 | |
How to ensure clients value the fi rm’s services and how that becomes part of the strategy | 10 | |
The firm’s services | 13 | |
Chapter 2: Introduction to the strategic planning process | 15 | |
Phase one – Situation analysis | 17 | |
Phase two – Direction setting | 17 | |
Phase three – Strategy and objective development | 18 | |
Phase four – Implementation planning | 18 | |
Chapter 3: Seeing the future first – Analyzing strategic trends | 21 | |
Scanning the future | 22 | |
The process of analyzing trends | 24 | |
STEP 1: Identify the relevant trends | 24 | |
STEP 2: Discuss and evaluate each trend | 26 | |
STEP 3: Determine the impact potential of each trend | 28 | |
STEP 4: Develop your action plans | 29 | |
Chapter 4: Why law firms might consider a merger as a strategic option | 31 | |
Why a merger might make sense | 31 | |
A framework for understanding the nature of a merger | 33 | |
Chapter 5: Building a culture of innovation in legal services | 37 | |
The innovation imperative | 37 | |
A culture of innovation | 38 | |
Create the foundation – Building skills and awareness | 40 | |
Provide the right time, space, and funding | 44 | |
Recognize common barriers to innovation | 46 | |
Lead by example and others will follow | 48 | |
Conclusion: Building a culture of innovation | 49 | |
Part 2: Market and client development | 53 | |
Chapter 6: Horizon scanning to identify and capitalize on new growth opportunities | 55 | |
Prioritizing investments | 55 | |
Positioning offerings | 56 | |
Chapter 7: Finding niches and developing your strategy | 59 | |
Defining and differentiating yourself – Who are you and what do you enjoy? | 60 | |
Develop your niche(s) | 63 | |
Stand out to be outstanding | 64 | |
Develop a personal scorecard | 65 | |
Create personal deadlines | 67 | |
Chapter 8: Increase motivation to act on cross-serving | 69 | |
Build the business case | 70 | |
Focus on the “coalition of the willing” | 71 | |
Access the inner entrepreneur | 71 | |
Collaborative planning | 72 | |
Aligned personal planning | 72 | |
Compensation | 73 | |
Chapter 9: Does your firm need a key relationship program? | 75 | |
Key relationship program: A definition | 75 | |
Relationship management approach ≠ selling | 77 | |
Reasons to implement a key relationship program | 78 | |
Evidence for success of the KRP concept | 86 | |
Client relationships: Personal or partnership asset? | 87 | |
Where is your firm? | 88 | |
Chapter 10: Competing via culture – How to give clients a true one-firm global service | 93 | |
How mentoring and collaboration work in law firms | 95 | |
1. Culture and values | 96 | |
2. Business benefits | 99 | |
3. Practical steps | 105 | |
Critical priorities | 108 | |
Chapter 11: Unlocking value through close collaboration with outside counsel | 109 | |
It’s not just about the tool, but how you use it | 110 | |
Exploring new models, together | 115 | |
Part 3: People and talent management | 121 | |
Chapter 12: Getting inclusive about inclusion – A talent management strategy | 123 | |
Talent management in law firms – An overview | 123 | |
Incorporating and advancing inclusiveness through each TM function | 124 | |
Building inclusiveness into the talent development function | 125 | |
Building inclusiveness into the attorney deployment/assignment function | 127 | |
Building inclusiveness into the performance management function | 128 | |
Align and integrate TM and women’s initiative efforts | 131 | |
Conclusion | 131 | |
Chapter 13: Compensation systems – Integrating partner incentives with firm goals | 133 | |
Achieving an integrated approach | 134 | |
A point to keep in mind | 137 | |
When change is necessary | 138 | |
Chapter 14: Measuring and managing the performance of your people | 141 | |
Performance measurement and competitive advantage | 141 | |
Measuring and managing partner performance | 142 | |
Performance viewed from a client perspective | 145 | |
Using peer group feedback to help managing partners become more effective | 150 | |
Confidential internal questionnaires | 155 | |
Linking performance to reward | 157 | |
Assessing performance | 160 | |
Chapter 15: The future roles of partners and leaders | 163 | |
Firms need to be clear about options | 163 | |
Emphasis in future partner roles | 164 | |
Key traits required of leaders | 165 | |
Appealing future roles for partners and leaders | 168 | |
Using competency frameworks and Balanced Scorecards | 170 | |
Role Profile© – A brief outline | 172 | |
Will future selection processes for leaders exclude elections? | 172 | |
Encouraging talent through to promotion | 173 | |
Using assessment (and development) centers for promotion | 174 | |
Key take home points | 175 | |
Chapter 16: Law firm leadership development – The practice group leader path to law firm leadership | 177 | |
Plan for practice group leadership development | 178 | |
The needed skills | 178 | |
A note about the personal characteristics of lawyers | 180 | |
A note about leadership styles | 181 | |
Developing practice group leaders | 182 | |
The crucial role of the managing partner | 184 | |
Conclusion | 185 | |
Chapter 17: When firm leaders transition | 187 | |
When you are the outgoing leader | 187 | |
When you are the incoming leader | 190 | |
Chapter 18: What Gen Y wants – How law firms can get the best from the new power generation | 195 | |
Recessionistas | 195 | |
Migrators | 196 | |
Digital Natives | 197 | |
Trophy Kids | 198 | |
Change isn’t easy. It also isn’t optional. | 200 | |
Part 4: Finance and pricing | 203 | |
Chapter 19: Establishing appropriate cash and lockup profiles for teams and departments | 205 | |
The Practice Profit Pipeline | 205 | |
The concept of standards | 207 | |
Market situation | 208 | |
The issue of mix | 209 | |
Client mix | 209 | |
Specific exceptions | 210 | |
Targets | 210 | |
Chapter 20: Practical strategies for improving cash flow – Partners and communication | 213 | |
The “free rider” problem | 213 | |
Preparation | 215 | |
The “reason why” | 217 | |
Enlisting support | 218 | |
The wider partnership | 220 | |
Preparing to implement | 224 | |
The role of finance | 226 | |
Managing exceptions | 228 | |
Chapter 21: Alternatives to the billable hour | 231 | |
We need common nomenclature | 231 | |
Fee structures are an incentive to behavior | 234 | |
Fixed fees | 235 | |
Variations and incentives | 239 | |
Contingency fees | 241 | |
Modified hourly arrangements | 243 | |
Risk collars | 244 | |
Chapter 22: Developing the right pricing model based on data | 247 | |
Know exactly what clients want | 247 | |
Should firms create their own AFAs? | 248 | |
A pricing model based on the firm’s tacit data | 253 | |
Part 5: Optimization and technology | 259 | |
Chapter 23: The challenge to optimize | 261 | |
Why optimize? | 262 | |
How to optimize | 264 | |
What does optimization look like? | 267 | |
Strategic versus operational focus | 269 | |
Knowledge sharing and collaboration | 271 | |
Healthy managers and staff | 273 | |
Chapter 24: An introduction to Lean and Six Sigma | 277 | |
What is process improvement? | 277 | |
What is legal project management | 278 | |
Where to start? | 279 | |
What are Lean and Six Sigma? | 280 | |
How do we translate process improvement to a legal context? | 281 | |
Using Lean thinking to eliminate waste | 284 | |
Using Six Sigma to reduce variation | 285 | |
The art and science of legal process improvement | 286 | |
Five principles of process improvement | 287 | |
Maintaining the client’s perspective | 288 | |
Chapter 25: Technology | 291 | |
Cloud | 294 | |
Social/Collaboration | 302 | |
Bring your own Device (BYOD) | 306 | |
ERP systems | 311 | |
Data warehousing | 316 | |
Mobile | 317 | |
Big Data | 319 | |
Being futurologists | 321 | |
Beyond the digital age | 322 | |
Chapter 26: Fusion = innovation – How to align your firm’s IT and business strategies | 325 | |
Typical decision making | 326 | |
Fusing strategies | 327 | |
Source of innovation | 330 | |
Chapter 27: Projecting success – Get more value out of your law firm’s IT investments | 333 | |
Changing approaches | 334 | |
Ensuring success | 335 | |
Better outcomes | 337 | |
Chapter 28: Robot law | 339 | |
AI in law | 340 | |
ROSS – The world’s first AI lawyer | 341 | |
AI tipping point | 342 | |
Need for regulation | 343 | |
Preparation is key | 344 | |
Chapter 29: The future of law in the age of robot lawyers and blockchain technology | 347 | |
Blockchain law | 347 | |
Response strategies | 348 | |
Part 6: Legal skills and business development | 351 | |
Chapter 30: Pitch team and planning | 353 | |
Deciding on the pitch team | 353 | |
The pitch planning meeting | 355 | |
How to formulate your pitch strategy | 357 | |
Ask the prospect | 358 | |
The art of questioning | 361 | |
The art of questioning – What not to do | 362 | |
Fees | 363 | |
Summary | 365 | |
Chapter 31: Practical advice on building a social firm | 367 | |
Developing a strategic plan | 367 | |
Building consensus in the firm | 371 | |
Rounding out the social team | 373 | |
Creating a social media governance policy within your firm | 375 | |
Integrating social into your business processes | 378 | |
Education and training: Building social advocacy into your firm culture | 380 | |
Developing champions and social evangelists | 382 | |
Reverse mentoring senior leaders | 383 | |
Measure and adapt: The never-ending cycle | 384 | |
Chapter 32: How to optimize your LinkedIn profile to get found by your ideal client | 389 | |
If it’s important to your clients, it should stand out | 389 | |
Use keywords | 392 | |
LinkedIn Profile Template | 394 | |
Your profile – Step-by-step | 401 | |
Integrating your LinkedIn profile with other social media Twitter | 409 | |
Using LinkedIn’s publishing platform | 411 | |
Chapter 33: Managing your interview – Essential communication skills | 417 | |
The challenge! Any witness, anytime, anywhere | 417 | |
A broad range of communication skills | 418 | |
Building rapport and trust | 419 | |
How to listen well | 421 | |
Non-verbal communication skills (NVC) | 423 | |
Verbal communication skills | 425 | |
Questioning skills – With a real focus on the use of “open” questions and how these can be applied at each stage of the interview | 427 | |
What do you want to say? How the interventions can help you to say the right thing at the right time | 432 | |
Assertive influencing – Helping your witness open up and talk to you, whatever their circumstances | 437 | |
Your interview style and approach – The concept of being “supportively neutral” | 442 | |
Six types of assertiveness, plus four additional techniques | 443 | |
Handling emotion in your interview | 456 |
VIV WILLIAMS
Viv Williams is chief executive officer of 360 Legal Group, and is a consultant to law firms on management, practice development, and marketing. Viv is also non-executive chairman of software specialists Ochresoft Technologies Ltd. During a career spanning 20 years in marketing, and as managing director of two floated Plc companies, Viv has been able to provide practical management insight for all businesses, including professional services firms. Combining this with his time working at Hammonds and Charter & Law Group, assisting solicitors and accountants to improve their management systems and marketing and increase profitability, Viv cultivated the necessary experience to become managing partner at the 2020 Lawyers Group (now 360 Legal Group) in 2003, offering law firms marketing, management, and strategy skills, as well as innovative ideas to transform their law practices into successful businesses. Viv has written numerous articles for the legal press and writes a monthly blog for the Law Society Gazette, as well as being the key note speaker at numerous conferences and seminars. Viv firmly believes that now is the time for law firms to grasp the challenges and opportunities presented by the Legal Services Act and alternative business structures, as well as by the pressure of the continuing credit crisis. 360 Legal Group provides solutions to those law firms which are prepared to rise to the current challenges and become the modern firms of the future. It provides change management support and advises law firms which are looking to buy, sell, or merge their practices. For more information, visit the 360 Legal Group, or contact Viv via email.
JOHN STERLING
Co-founder and Partner, Smock Sterling Strategic Management Consultants.
PATRICK J MCKENNA
Patrick J. McKenna is an internationally recognized author, lecturer, strategist, and seasoned advisor to the leaders of premier professional service firms, and he has also had the honour of working with at least one of the largest firms in over a dozen different countries. Patrick is the author of numerous books, most notably his international business bestseller, First Among Equals (currently in its sixth printing and translated into nine languages). His consulting expertise was acknowledged in 2008, when he was identified through independent research compiled and published by Lawdragon as "one of the most trusted names in legal consulting", and his three decades of experience led to his being the subject of a Harvard Law School Case Study entitled 'Innovations In Legal Consulting' (2011). One example of that innovation was his launching the first instructional program designed to specifically address the issues that new firm leaders of larger firms face in their first 100 days - which has thus far graduated over 70 new leaders many from AmLaw 100 and 200-sized law firms, as well as from notable accounting and consulting firms. He is the only expert in professional service firms admitted to the Association of Corporate Executive Coaches, the #1 US group for senior level CEO coaches; and was acknowledged in 2014 by The American Lawyer magazine as 'a long time succession consultant and coach to new firm leaders'.
DAVID H FREEMAN
David H Freeman, JD, a former lawyer and now CEO of the David Freeman Consulting Group, has helped thousands of managing partners, group and department leaders, partners, counsel, and associates become better leaders and rainmakers in hundreds of law firms world-wide. For nearly two decades, he has worked with over one-third of the AmLaw 200, and in 2013, for the second consecutive year, he was recognized as the best law firm business development and coaching service provider in a National Law Journal survey. He is an internationally acclaimed speaker who presents at law firm retreats, law firm networks, international, national, and regional conferences, LMA and ALA chapter meetings, bar association meetings, and law schools. David's main areas of practice include leadership training and coaching; business development training and coaching; accelerated cross-selling; client service training and planning; retreat design, facilitation, and speaking; and business development culture assessments. He was Co-Chair of the Legal Marketing Association's 2010 Annual Conference, he has written a unique book for law firm leaders called Weekly Reminders for Revenue-Focused Leaders, and he is a co-author of Law Firm Marketing Leaders: Tips from a Collection of Experts. He also wrote an on-going leadership column for American Lawyer Media's newsletter, Marketing the Law Firm, and he has authored many other articles on the revenue-related aspects of management, leadership, service, strategy, and business development for most of the major legal publications. David also produces practical video tips focused on leadership and business development, he has developed a DVD-based personal rainmaking system for lawyers called CMOplaybook(R), and he created a business development culture assessment tool for law firms called Culture Xray(R). David can be reached via email at the consulting group.
CHRISSIE LIGHTFOOT
I'm Chrissie Lightfoot, a 'prominent international legal figure', an entrepreneur turned solicitor and back again as CEO of EntrepreneurLawyer Ltd, a global consulting business specialising in relationship 'SocialHuman' sales and based in the UK. It is an absolute delight and honour to be your host and to have this opportunity again to entertain you. bit of background I am a solicitor (non-practising), consultant, regular international keynote speaker, legal futurist, legal and business commentator, a writer, and 'an inspirational woman entrepreneur'. In 2013 I was nominated and honoured as 'Legal Professional of the Year 2013', and a 'Top 100 International Executive' - as published in the International Top 100 Business Magazine. I love advising you - individual lawyers, entrepreneurs, and your companies - globally on the future of legal services, products and provision, smart legal buying, personal branding, social media, social networking, marketing, business development, innovation, technology, artificial intelligence, and robotics in the law. As a legal and business commentator I am quoted periodically in The Times (London), and the newspaper reported that I was 'one of the Top Ten Best Legal Tweeters'. So, you're in safe hands.
ROBERT PAY
ROBERT PAY started his career in London where he first worked in advertising as an account manager for a number of multinational clients. He then moved to Deloitte Haskins & Sells as marketing manager for the banking and securities practice both for the UK and the international firm; it was here that he first got involved in key relationship management for US, UK, and Japanese banks. He was then recruited by Clifford Chance to establish its first marketing function and set up a key relationship program, the first in a major law firm. Robert then served at the London Stock Exchange as head of marketing where he partnered with investment banks to develop a successful campaign to compete with NYSE and Nasdaq for international IPO business; he also launched and served on the board of Aim, working with regional and national legal and accounting firms to promote this successful growth companies market. He then became managing director of Jaffe Europe, working with a wide range of law, accounting, and consulting firms, largely on client relationship and satisfaction programs. Moving in-house, he then led the marketing functions of BSI Management Systems, a global certification body, and international law firm Taylor Wessing LLP. Based in New York since 2008, he currently works for Alvarez & Marsal LLC, a global professional services firm best known for restructuring and performance improvement. He is also an associate of InfiniteSpada and Z/Yen Group. Robert is a graduate of Oxford University where he majored in history. He has an MBA (distinction) from Cass Business School, City University, London; he holds a UK Market Research Society Diploma (distinction); and is a certified business coach. He is fluent in French, German, and Spanish. He has designed and implemented key relationship programs for accountants, lawyers, and consultants, and in financial institutions. He is contactable at [email protected].