Service Idea for Your Bar Association

Are you looking for service ideas for your local or state bar association? If you are, I want to share one that will help teach the next generation the Rule of Law.

Mike Pace is a friend of mine from Roanoke, Virginia. When I practiced law in Roanoke I interviewed Mike when he as a student at Washington and Lee Law School. He went with another firm and now is the managing partner of that firm. In 2008 Mike served as The Virginia Bar Association (VBA) President. While serving he created the vision and spearheaded the effort to create the VBA Rule of Law Project.

When I visited Mike a few months ago we spent an hour talking about this innovative educational program. He explained that the purpose of the VBA Rule of Law Project is to give 7th and 8th graders a better understanding of the rule of law as the basis for the freedom we enjoy as American citizens, and the need to protect it for future generations. He told me that the project has created a buzz in both the VBA and the teaching community and has brought those professionals together.

After months of hard work and preparation in February, 2009, 60 lawyers and judges working with 60 teachers conducted classroom activities and discussions for over 2000 7th and 8th grade students in three Virginia school divisions. Since then, the VBA Rule of Law Project has been introduced in 37 additional school divisions all across Virginia.

Mike shared with me why the project has been so successful. At the heart is the collaborative working relationship among local bar associations, school superintendents and directors of instruction. See the website for how The VBA Rule of Law Project innovatively uses a web-based curriculum that features a video of prominent judges, public officials and citizen lawyers discussing what the rule of law means. VBA has also created resource materials for lawyers, judges and educators including a training video, instructional materials for lawyers, class activities, lesson plans, reading lists and other resources for teachers and students.

The VBA Rule of Law Project curriculum is adaptable to any age group and any organization. Because it is web-based, anyone may use it in their schools, communities, bar associations, civic groups or other educational program designed to enlighten the public about the rule of law.

Finally Mike shared with me that if any readers of this blog are interested, he would be happy to share with you how your Local or State Bar might implement the project.
 

Presentations: What to Do When Technology Doesn't Work

I have done presentations to clients and industry groups for many years. One thing I have learned in the process is to check on the technology ahead of time. So, I arrive early, set up and make sure the slides, audio and video are working properly.

Even when I think everything is covered and working, something might come up. In June, 2008, I spoke at the Arkansas State Bar Annual Meeting. I had slides and a workbook handout that I intended those in the audience to complete while I was speaking. There was only one slight problem. In an effort to save paper, the Bar had put all the handout materials on a jump drive. I learned from this experience to ask how the handout materials will be handled.

Last week I did a webinar for lawyers across the country who use LexBlog. As I began, for the first time ever, the internet in my building went down. Picture the scene with me speaking on the telephone and looking at my computer knowing I was only one who could see my slides. I know many lawyers find it challenging to do a webinar that goes well, but doing it without the slides was weird beyond words.

I finally just asked for questions and it went better. I learned from this experience that it is important to have slides for a webinar on the host’s server as well as your own.

Here is a link to listen to the webinar and get a copy of slides. If you listen, let me know if you hear panic in my voice when I learn no one can see the slides.

If you are licensed in Arizona, Arkansas or Texas, join me for a live webcast titled "Securing, Retaining, and Expanding Relationships with Your Clients" on November 10, 11 and 12 during your lunch break and earn CLE credit. For detailed information download the brochure and registration form or register on-line. Register by October 30 and receive a free book!
 

Get to the Edges

Seth Godin recently posted a Blog titled "Creativity and stretching the sweatshirt." In the post, he says: "Creativity is the stuff you do at the edges. But the edges are different for everyone, and the edges change over time." He also suggests that if you are not creative, then watch the creative things other people have done.

What are the edges for a law practice now? During my career some of the things I did around the edges were:

    1. Create a newsletter before any of my competitors. 2. Create a video when VHS first came out. 3. Create guides for contractors.

I think if I was still practicing law today and could do anything I wanted, I would:

    1. Create a professional looking video for my website bio. 2. Develop a regular podcast. 3. Develop the Transportation Construction Law Blog. 4. Conduct monthly webinars for contractors.

What can you do around the edges?

Career Happiness - You Won't Find It Focusing on Getting Hours and Increasing Profits Per Partner

Lawyers have never made more money and never been so unhappy. A couple of months ago a young lawyer I am coaching sent me a link to an American Lawyer article titled: "Midlevel Survey Shows Associates Eyeing the Door" http://www.law.com/jsp/article.jsp?id=1202423427012. One of the main points in the article is that young lawyers are less interested in making partner than they used to be. They see partners in their firms who are doing well, but are miserable at the same time. They also see partners in their firms lose their equity partner status.

Some time ago, an article written by Jonathan Clements appeared in the Wall Street Journal titled: "Rich, Successful-and Miserable: Research Probes Midlife Angst". The article mentions that "numerous studies have found our happiness level through our lives follows a U-Shape with folks becoming increasingly dissatisfied as they approach their 40s and then bouncing back from there." Many experts believe that in middle age when people are at the peak of their career and have kids, time is a scarce resource. While an increase in salary gives an initial boost, soon after there is a feeling of dissatisfaction again. Clements states that the article indicates that experts sometimes refer to this as the "hedonic treadmill" or "hedonic adaptation," meaning we rapidly adapt to improvements and thus feel no better off.

What can be done? The author points to research suggesting that we can boost happiness by "counting our blessings." Second, we need to think about how we spend our spare time. Studies suggest that the activities be enriching and challenging. That is clearly consistent with "flow" activities. Third, research indicates we need to cultivate friends. My own research indicates we need to focus on inner fulfillment more than outward rewards.

In 1999 Professor Mihalyi Czikszentmihalyi (pronounced `Me-hi Chicksent-me-hiee') wrote an article in the "American Psychologist titled "If We Are So Rich, Why Aren't We Happy." He points out that material rewards, which people value so highly, do not necessarily provide the happiness expected from them because of the well-documented escalation of expectations. If people strive for a certain level of affluence thinking it will make them happy, when they reach it they will already be hankering for the next level. Second, people evaluate their possessions, not in terms of what they need to live comfortably, but in comparison with those who have the most. Third, material rewards alone are not sufficient to make us happy. Czikszentmihalyi points out those other conditions like family, friends and having time to reflect and pursue diverse interests are related to happiness. Given the scarcity of time, there is an inherent conflict in going after more material rewards and spending time with family and friends.

In addition to the American Lawyer article, plenty has been written in recent years about the growing dissatisfaction of lawyers with their careers. In an article appearing in the Vanderbilt Law Review, "On Being a Happy, Healthy, and Ethical Member of an Unhappy, Unhealthy, and Unethical Profession," Patrick J. Schiltz paints a fairly bleak picture of big firm life in our profession. He points to studies showing lawyers are increasingly depressed, suffering from anxiety, alcoholism and drug abuse. He notes that while the empirical data is sparse, there is also some indication that the divorce rate among lawyers is higher than the rate of other professionals including doctors. Although he noted there is limited information available it appears the physical health of lawyers is not much better than their mental health.

After discussing the health issues, Professor Schlitz then discusses studies showing the unhappiness of lawyers. A RAND study of California lawyers shows that only half would become lawyers if they had it to do again. A study of North Carolina lawyers reveals that one quarter would not become lawyers if they had it to do again. With the exception of a Chicago study, all of the surveys reveal a substantial decline in lawyer satisfaction. The lawyers who are the most dissatisfied are the ones working for large law firms.

Why are lawyers so dissatisfied and why are lawyers in large firms more dissatisfied than lawyers in smaller firms? Professor Schlitz states: "In every study of career satisfaction of lawyers of which I am aware, in every book or article about the woes of the legal profession that I have read, and in every conversation about life as a practicing lawyer that I have heard, lawyers complain about the long hours they have to work." There is no doubt that billable hours have increased over the time I have practiced law. Surveys show it and I have experienced it.

These long hours are thought to take away from family life and personal life. Professor Schlitz believes lawyers bill two hours for every three hours they spend at work. In other words, to bill 2000 hours, a lawyer would expect to work 3000 hours. I believe there is no real set formula like that. I can't remember ever billing two hours for every three hours I worked. If a lawyer is working on a few large matters, he or she is likely to have a higher percentage of billable hours to total hours than a lawyer who has two-three pages of time entries a day.

Professor Schlitz argues that money is the driver that causes lawyers to work long hours and to ultimately be unhappy. Yet, as the American Lawyer article points out, pay is a retention tool for associates. In addition, law firms seem to focus on increasing profits per partner and continue to increase associate compensation. If the firm is compensated mostly by the hour, the only way to continue increasing profits per partner is to increase hours, increase rates or decrease the number of partners. Most large law firms do at least the first two and an increasing number of firms do the third. As a result, I often hear associates say: "I have to get my hours," because that is how their performance is primarily measured. If they do not get their hours they will be let go. Later they speak of having no life other than at the office.

Lawyers who are focused on "getting hours" or increasing "profits per partner" are hardly "in the zone." Lawyers who are focused on building a career, becoming a better lawyer and finding innovative ways to better serve their clients are far more likely to be in the zone and far more likely to enjoy what they are doing. To quote Winston Churchill: "We make a living by what we get, we make a life by what we give."

True Stories of Persistence - Part III

I write and speak frequently about the importance of persistence when you are working hard at client development and not seeing immediate results. Over the last week I have posted two Blogs about persistence. Today, I want to share with you true stories of persistence.

Last year I had the chance to see Terry Fator, who was performing at a resort in Hilton Head. He had just won the America's Got Talent television show. Fator, a ventriloquist, had labored for many years here in Dallas. According to one report, in May 2007, before appearing on America's Got Talent, Fator was performing at a fair near Houston, Texas and only one 12 year-old boy was in the audience. Discouraged, Fator contemplated pursuing another career, but his family encouraged him to hang in there. Fator says that he never dreamed he would actually win. After winning, opportunities arose. As you may be aware from the news, this year Terry Fator signed a five year $100 million deal to perform nightly at The Mirage Casino and Resort in Las Vegas.

Barney Adams has written a book titled: "The Wow Factor. " Golfers probably recognize his name from Adams "Tight Lies" one of the best selling golf clubs in history. As the Dallas Morning News review of the book points out, Barney Adams took many mulligans before he became successful. He created and patented many golf clubs, but very few golfers ever heard of him. His success came in part from the realization that he was not designing and selling golf clubs. Instead he was helping golfers with better ball flight. After creating Tight Lies, Adams Golf went from being virtually unknown to the Inc. "500 Fastest-Growing Small Companies" list. It also led to the largest IPO in the history of the golf industry.

Last Saturday I went to see the movie "Bottle Shock." It is based on a true story of Jim Barrett, a real estate lawyer who left his firm to start the Chateau Montelena Winery in Napa Valley. In the movie, he is overextended and just about ready to give up on what seems to be a failing life dream. In 1976, an English wine merchant named Steven Spurrier, operating out of a small shop in Paris sets out to prove that offerings from other countries, which he unsuccessfully stocks, can equal those of the previously unchallenged French vintages. He decides to have a blind tasting in France. While traveling through Napa Valley, he finds, among other good wines, a Chateau Montelena Chardonnay. At the end of the movie it is revealed that Stags Leap won the red wine tasting and the Montelena Chardonnay won the Chardonnay wine tasting.

Ok, these are great comeback stories, but what is the lesson in them for you? I think there are a couple of lessons. First, Terry Fator, Barney Adams and Jim Barrett were following their dream-their passion. They were passionate about ventriloquism, golf clubs and grapes. Second, because of their passion and intense desire, they did not quit when they did not achieve their dream right away. Third, there was a little luck in becoming successful. A summer television show gave Terry Fator an opportunity. Barney Adams went to work creating custom clubs at Hank Haney's (Tiger's coach) golf facility. It was at that facility that he got the idea for Tight Lies. Jim Barrett and Montelena Winery became world renown because Steven Spurrier decided to have a blind wine tasting in Paris.

Yesterday I wrote about my own challenge to overcome being discouraged. I look back and realize I was also blessed with a great deal of luck. After working two years without bringing in much business, I got the opportunity to do a presentation to Virginia Road and Transportation Builders' Association (VRTBA) at their annual meeting. Harry Lindberg, from the American Road and Transportation Builders' Association (ARTBA) heard me speak and asked me to speak at the next ARTBA annual meeting. That gave me the opportunity to present to contractors from virtually every state. A few years later after I gave a presentation to a national construction association, a young man came up to me and said he was the editor of "Roads and Bridges" magazine and he wanted to interview me. I told him that instead of an interview he should have me write a monthly legal column for the magazine. He agreed and I wrote the column for 25 years. Those two events, luckily attended by people who gave me the chance to become better known by my target market were the two most important things that happened to me. So, luck is a factor for each of us, but I firmly believe that luck happens to those who persist in following their dream.

When you are focused on the bottom line and getting numbers it is easy to quit before you achieve your dreams. When you are focused on doing things that you love you are far more likely to be lucky.

Persistence Part II

Have you ever thought of giving up on client development because you were not getting the results you wanted? I know many young lawyers who enthusiastically start a client development program and then get frustrated because they do not see instant results.

I experienced that frustration. I had put my heart and soul into my business development by writing articles and speaking at industry meetings and had not gotten the first client. Many times I wondered whether it was worth all the time I was putting in. A couple of senior lawyers in my firm also kept putting me down for taking time they wanted me to spend helping them. I kept on because I wanted to control my own destiny and not be totally dependent on senior lawyers. So, whenever I got discouraged I would picture myself five years later with $500,000 in business. I also made client development a habit and tried to do something no matter how small each and every day. There came a time about two years after I started, when it started raining with new clients and business.

Recently I read that two very important virtues are persistence and flexibility. The writer said: "Persistence beckons you with eternal hope, while flexibility enables you to get through the obstacles that stand between you and your dreams."

I love a quote from Calvin Coolidge:


    Nothing in the world can take the place of persistence.
    Talent will not;
    Genius will not;
    Education will not;
    Persistence and determination alone are omnipotent.


Woody Allen once said: "80% of success is just showing up." That means taking actions. Many lawyers have no plan for client development. Others have a plan, but do not take the actions necessary to be successful.

Flexibility means thinking about a variety of options to achieve a goal. It means being resourceful and changing tactics when appropriate while maintaining the values that are important to us.

Have you ever heard of the book: "Who Moved My Cheese" by Spencer Johnson? Cheese is the metaphor for what we want in life. The maze in the story represents how we spend our time looking for what we want. You will learn a great deal about persistence and flexibility in the book. Check the short summary of the book at: http://www.usatoday.com/life/books/fc/2001-07-27-who-moved-my-cheese.htm

Tomorrow I will share with you a couple of real life examples of persistence.

Closing the Sale / Client Meetings

I have been conducting a workshop for lawyers I coach titled: "Beyond Selling." I actually recorded the workshop and may make a DVD of it, if enough lawyers are interested. If you are interested in watching and listening to it, contact Joyce at jflo@cordellparvin.com.

I call the program "Beyond Selling" because selling legal services is different than selling other products or even other professional services. Also, selling legal services in 2008 is different than it was 25 or 30 years ago when you just did good work, you got a Martindale AV rating, you were visible in your community and you waited for the phone to ring. In those days you could also get by on who you knew as well as what you knew. In this time who you know is less important than who knows you.

Matt is a real estate associate I am coaching in Dallas. He is a marketing machine, in part because he was a salesman before he went to law school. He also really appreciates how selling legal services differs. At my request, he drafted a short "how to" article on what to do at a client meeting/lunch to close a sale. I will briefly touch on his ideas here. If you would like a copy of his entire article, contact Joyce.

Matt begins with just one suggestion: "Ask questions of your prospects. There is no greater sound to any person than the sound of their own voice." Additionally, too many lawyers want to tell or sell, when they meet with prospective clients. Clients instead want you to ask them questions about their business and demonstrate to them through your questions that you know something about their field or industry.

In Matt's experience, most of his prospects like some small talk before business, even as small as asking: "Did you get here ok?" Matt suggests that even though this step may sound unimportant or a waste of time, he finds that it is key to establishing that you are not there just to get their business. He told me: "Treating people with this human element sets the right tone that you are more than their lawyer - you are a person concerned over their well being and on your way to being their trusted advisor in the future."

Matt refers to his approach with the marketing idea of "peeling back an onion." We peeled the first layer by talking to them person-to-person, rather than lawyer-to-client. It is now time to peel back the next layer, which is to take an overall, broad interest in their business, again rather than the specific reason for their visit. Matt does this by asking great questions: "Tell me about your development." "What type of development is this, again?" "Where is it?" "How large is it?" "Are there any other investors?" The questions, even at this broad level, are endless. Matt then listens intently-really listens.

I think you can see that Matt really understands how to do "Beyond Selling." I think you will find the way he approaches prospective client meetings effective for you also.

Your Website Bio

Lately I have been asked to review and comment on drafts of website bios. Since a great number of lawyers I am coaching are wondering about website bios, I thought I would share my thoughts. Keep in mind, I am not a website designer or a branding expert, but I have prepared many drafts of my own website bio when I was practicing law, I have read articles about the topic and I have looked at hundreds of lawyer website bios, so I will share with you my thoughts and how I see website bios changing in the future.

First, I have to offer a confession. Back in the old days, I hated the once a year ritual of updating my Martindale-Hubbell bio. I am not exactly sure, but I think I thought it was a waste of time. I was AV rated and I thought that was all clients cared about when they did research on a lawyer. Additionally, the potential clients in my target market knew me. When law firms first created websites in the 90s, many of us merely cut our Martindale-Hubbell bio and pasted it in the new law firm bio. I again looked at it as a waste of time.

I think website bios are now more important than ever. Clients are no longer local or loyal. They still tend to hire lawyers over law firms and they screen lawyers by their profile. I also think website bios are more important than ever for younger lawyers. In a 2001 survey of how buyers of legal services view websites, Greenfield Belser Ltd. learned that nearly two-thirds of those surveyed go online to locate outside counsel. They go directly to the firm websites and rely on search engines also. I bet the percentages are far greater in 2008 than they were seven years ago.

Here are a few of my thoughts:

Photos: I think they should be in color and not just mug shots. I also believe it is important to dress for success when your photo is taken. It is not a good idea to have the website photos taken after the cocktail party at the firm retreat. It is also not a good idea to use the photographer who does 1000 photos for the church directory or school.

Industry Expertise: In the 2001 survey, Greenfield Belser learned that two-thirds of the searches by buyers of legal services target specific industry expertise. So, if your practice lends itself to one or two industries it is important to identify those on your website bio.

Experience: Experience handling a particular type of matter is important. I believe that buyers of most legal services want to know whether the lawyer they are hiring has experience handling the particular type of matter for which they need help.

Articles/Presentations: I believe this is a particularly important area for young lawyers. I was once asked to do a presentation to a group of lawyers, many of whom handle insurance coverage cases. Like a potential client I went on line and did a search for insurance coverage and lawyers. None of the names of the lawyers attending the workshop came up in my search. I did find a lawyer who had three pages of articles and presentations on every aspect of insurance coverage. I have no idea if she is a great lawyer, but I know she must know this area of law very well to get published and asked to speak so often.

Downloads: If you have written articles or given presentations, make sure a potential client can download them. That way instead of "selling" you are "showing" your expertise. I recommend you consider having your presentation materials downloadable and even recommend you include video clips from a presentation, but only if a professional did the video.

What Makes You Unique: I believe the website bio is a place to identify what makes you unique and special. One of the best young lawyers who worked for me had grown up in his family's construction business and had actually run a part of the business. Another associate in our firm had worked as an engineer for the state department of transportation. Those two lawyers had construction experience that our construction clients would value. An associate in my old firm spoke German fluently, having lived in Germany for two years. That might be something a German based company would value. A lawyer I am coaching was a manager of a McDonald's restaurant before going to law school. Another lawyer I am coaching grew up in Japan and speaks Japanese fluently.

Future Website Bio Features: I am not sure whether any firm is doing it yet, but I predict that some day soon a potential client will be able to click on the website photo of the lawyer and watch a short video. Why is this an important change? To paraphrase a Seth Godin quote: "Our clients have way less time and way more choices." They need ways to determine whether you are the kind of lawyer and person who they want to hire. The video is a way to get to know you. Check out http://www.mvsp.biz/ to get an idea of what I am talking about. Or, if you remember Sean Yazbeck who won "The Apprentice" during the fifth season, you might enjoy seeing some of the innovative use of video on his webpage. http://seanyazbeck.com.

In the Down Economy: Focus on the Basket

Over the last week, I read two interesting articles about the legal profession. A friend of mine sent me a link to an article in the April issue of the Philadelphia Magazine. The article: "The Last Days of the Philadelphia Lawyer" talked about changes going on in the legal profession. The second article dated April 30, 2008 was from The American Lawyer and was titled: "Lessons of the Am Law 100: Is the Golden Age Over?" These two articles focused on the not so subtle changes our profession is facing and will continue to face over the next several years. In fact, many pundits have predicted that the days of the 200-400 lawyer regional firm are numbered.

Consider these shifts in the size and composition of our profession over the last several years:

Merger mania. In 1997, in the heat of the bull market, just 11 law firm mergers were completed. In 2007, as the economy was deteriorating there were over 50 law firm mergers.

Increased revenues per firm. According to Altman Weil, in 2006, Average revenue per lawyer in the law firms surveyed was up 4.3% to $419,826 in 2005 seven firms produced more than $1 billion in gross revenue.

More lawyers. In 1951, there were approximately 200,000 lawyers in the United States, 1 for roughly every 700 people in the nation. Skip forward to 2007 and the profession had grown to about 1,143,358 licensed lawyers representing 1 lawyer for roughly every 200 persons. At this rate we are not far from the day that there will be a one-to-one relationship between licensed lawyers and American citizens.

Size of law firms. In 1960, there were only 38 law firms in the entire country with more than 50 lawyers. By 1985 there were more than 500 firms of that size or bigger. Today, a 50-lawyer firm is considered a small firm. In most cities a firm that size is a relatively recent start-up, a merger candidate or a highly specialized boutique. Today's largest law firms include thousands of lawyers. The average number of lawyers in the Am Law 100 is 781.

Increased Profit per Partner. Not too long ago, partners who claimed a $250,000-per-year share of profits, considered themselves well-off. But in today's high-end, highly competitive world of business law, this would be a dangerous level of performance for a firm of any substantial size. Consider the PPP of the nation's 100 largest law firms: In 2006, for the first time, a majority of America's 100 top-grossing firms had profits per equity partner of $1 million or more.

Litigation. Because large law firms are so focused on increasing profits per partner, they no longer want the kind of work that provided opportunities for young lawyers to go to court. I can remember when I started, a group of associates met at the courthouse frequently as each of us had small insurance subrogation cases, or court appointed criminal defense cases to litigate. Now, I know litigation associates who become partners in their firms without ever trying a case. Needless to say that can be disheartening for a young lawyer who aspires to try cases.

Law firms are becoming bigger and richer, and young lawyers are earning more than ever before, which seems more cause for cheer than concern. So why is our money-hungry profession in crisis, why are our clients dissatisfied with the quality of our legal services and why are so many young lawyers disillusioned with our profession?

Law firms are growing - and closing - at record rates in the new millennium, and our entire profession is being turned upside down. Many law firm leaders fail to recognize the need to change the main focus from profits and billable hours to clients and the development of the firm's young lawyers.

I am reminded of our 2004 Olympic basketball team - talented losers. Compare that team to the first U.S. "Dream Team" that included Michael Jordan and Larry Bird. Those players never let their exceptional skills substitute for adherence to the game's fundamentals. Jordan, who often seemed like a one-man, high-flying, point-making machine, never forgot his philosophy, "Talent wins games, but teamwork and intelligence wins championships." And Bird was a player so dedicated to fundamentals that he always showed up for a game hours before anyone else - so he could dribble the ball and detect any flaws on the court.
Both men - and their teammates - recognized the power of focusing on the basket, not the scoreboard. The 2004 U.S. Olympic basketball team included just as much talent, but took a third-place bronze medal because they were less focused than the Argentine and Italian teams on the basics of basketball.

Many law firm leaders who are focused on the scoreboard - The AM Law profits per partner - will ultimately lose in an economic downturn to those who understand the value of the fundamentals - training, motivating and retaining their best talent and providing exceptional service to their clients.

Lagniappe: Giving Our Clients Value and Extraordinary Service

If you go to any major law firm's website, including your own, somewhere on the site you will find the firm's commitment to its clients. The branding slogan on the Home Page of my old law firm's website was the first statement: "The Jenkens experience... the experience you deserve." On that same page we also stated: "It's not about us. It's about you. Your business. Your concerns. Your success." And then: "experience the difference it makes for you."

I once asked our marketing department to explain to me what "The Jenkens Experience" was. I also wanted to know what the "it" was in the phrase: "experience the difference it makes." I wanted to know because I wanted to make sure my clients knew when they were getting the Jenkens experience or it. No one could explain it to me. Frankly it was just a slogan for a webpage. The only time I ever heard about it from a client was when the general counsel was surprised by how much a bill was one month. He told me that he guessed his company had gotten: "The Jenkens Experience, the experience his company deserved." What does your law firm website say about the firm's commitment to clients?

You would think that since we all talk about our commitment to clients, they would be happy with our services. If they are it certainly is not reflected in surveys taken the last several years. Reportedly, 75% of the Fortune 1000 General Counsels are not happy with their primary law firms and do not recommend them to others. In the last survey over 50% of the companies reported having fired one of their primary law firms in the last 18 months.

What do you suppose the problem is? I see many firms where there are numerous discussions by firm leaders about raising "profits per partner." In those same firms, when I talk to associates, I hear them express concern about "getting their hours." I wonder where they got the idea that the most important thing for them to do is to "get their hours."

In my old firm, I can recall participating in only one meeting where client service was the topic. A group of five of us did a panel discussion one year for our associates. It was an energizing exchange. Our panel discussed how to determine our client needs, how to learn about them and their business, how to deliver value and extraordinary service.

Nancy and I go to church on Saturday evenings. Our minister for that service talked about "lagniappe" last Saturday. I was not familiar with the term. It is used along the gulf coast of our country, especially in New Orleans, and means giving something extra. Out minister talked about going beyond ourselves and going the extra mile. Just suppose that instead of focusing on "profits per partner" and "associates getting their hours", we actually focused on lagniappe, going the extra mile for our clients.

The Right People on the Bus

I am a fan of Jim Collins, the co-author of "Built to Last" and the author of "Good to Great." In "Good to Great," Collins said his research team expected to find that good-to-great leaders would begin with vision and strategy. Instead the researchers discovered the leaders "first got the right people on the bus, the wrong people off the bus, and the right people in the right seats--and then they figured out where to drive it."

I can tell you from my own experience that Collins is right and for law firms his principle is even more important for smaller law firms or practice groups in larger law firms. When my former partner and I started a law firm with one associate in the early 80s, we shared a vision, values and work ethic. By the time we were over 20 lawyers, we had many of the wrong people on the bus. We never achieved the vision my partner and I had in the beginning. As practice group leader of the construction law practice group at Jenkens & Gilchrist, I started with vision and strategy. My vision was to develop the preeminent construction law practice group in the United States. I developed a strategy to accomplish the vision. There was only one slight problem. Several members of my practice group had no interest in being a part of the preeminent construction law practice group in the United States. Those lawyers actually undermined the effort.

I think it is a big challenge for law firm leaders to get the right people on the bus and get rid of the wrong people. I have not met a law firm leader who wants his or her firm to actually decrease in size.

Since I began coaching lawyers on client development, I have discovered the importance of having the right people in the coaching program. In this instance the question is whether the lawyer is coachable. I have found I can really help those lawyers who are coachable and cannot motivate those who are not. Executive coaching firms have created a list of questions on coachability factors. I decided to prepare a list of coachability factors for lawyers. If you are interested in getting my list of factors, drop me a note.

From Peggy Lee to John Denver

It is so easy to get discouraged. At one time or another each of us gets discouraged and question whether we want to be a lawyer. I questioned my career path as early as my first year in law school when I was both bored and intimidated. Nine years after I finished law school, in 1980, I questioned whether I wanted to ever litigate another case. In that year, I lost a jury case. I was so devastated by the loss, that I wondered if I was cut out for a lawyer's life. I learned from that experience that even though losing is very painful, it also causes a lawyer to think and reflect about many things. At that point, I really wasn't having fun and I was growing restless.

Several years later, when I was really on a roll, the general counsel of my largest client decided he did not want me doing work for the company. The irony was that this occurred shortly after I had put together a presentation on a matter that resulted in a settlement proposal about five times more than the company management expected. I had become a hero to company management who started calling me directly. The general counsel got upset and was able to convince the CEO that he was the person who should select outside counsel. Since he was upset about management calling me, the general counsel purposely excluded me from getting work. Needless to say I was extremely discouraged.

When I look back on those years, I am always reminded of the Peggy Lee song: "Is That All There Is?" The lyrics include the following:
"Is that all there is, is that all there is? If that's all there is, my friends, then let's keep dancing, Let's break out the booze and have a ball, If that's all there is." There have been times in my career when I wondered if that's all there was...

How did I move out of my Peggy Lee discouragement? I actually did two things. First, I started by keeping written track of work I enjoyed and which clients I liked best. Second, I developed a plan based on my own definition of success and my goals. I discovered through this process that I really liked serving contractors and started focusing my client development efforts on obtaining more work from them. So, my major definite purpose was to become the "go to lawyer" for highway/civil contractors. I wrote a law review article to build my reputation. In 1981 I made my first presentation to a group of contractors at their annual convention. That led to many other speaking opportunities. Because of the speaking I did, in 1984 I was asked to write a monthly column for contractors in a trade publication. I have been writing the column each month for 22 years now.

I also changed how I was looking at things. I had previously focused on what I did as a lawyer and my success. I realized that for me the real pleasure was focusing on making a difference for clients. As a result, I redefined my career success around understanding and providing what construction contractor clients needed in a more effective way than my competitors. I discovered contractor clients were less interested in what I did than they were in whether I was providing what they needed. Very few of my contractor clients wanted to litigate their disputes. They wanted to resolve them. So, I focused on negotiation and alternative dispute resolution. Later I focused on preparing requests for additional compensation in a manner that would most likely result in a positive resolution.

As a result of all of those changes I had made in my life and career, those haunting words: "Is that all there is?" were no longer in my mind. Instead, I was on a "Colorado Rocky Mountain High." As John Denver aptly sung: "He was born in the summer of his twenty-seventh year." When I listen to "Colorado Rocky Mountain High," I can't help but feel upbeat about my future.

Take it to the Bank: A Primer on Poor Client Service

Sometimes the best way we can learn about client service is to actually be a client. In the last month my bank, which will remain nameless, taught me more than I could possibly imagine.

When I left my law firm at the beginning of 2005, I chose the bank that was on the first floor of my building because of the convenience. The bank is a well known, large, national bank. In January of last year I moved my office to another location. The branch in my old office building was no longer the closest branch. We made our deposits and other banking activities at a branch that was closer to my new office.

In December, I happened to be in the neighborhood of my old office and I needed to make a deposit, so I went to the branch in the old office building. While I was in line, Yvonne, a face I remembered came up to me and said hello to me by name. Since I did not remember her name and I had not set foot in that branch for a year, I was impressed. During her greeting I learned she was my small business banking executive. That was also interesting since I had not heard from her during 2007. I discovered that she was not even aware I had moved in January. I thought to myself: "My small business account manager is paying such close attention to my business that in the 11 months I had been gone, she had not learned I had moved from the branch manager, and had not been curious enough to even call me when she didn't see me, or my staff, in the bank."

The first week of the New Year I got a call from Yvonne. She wanted to come by and visit. She mentioned she wanted to talk about a change in my account. I thought she must be referring to the increase in deposits in my consulting firm account and the decrease in deposits in my law firm account. I assumed that would generate questions by her about what I was doing. I really did not think I needed to talk to her, but I agreed to meet with her

We set the appointment for 2:30 January, 9. That day at lunch I sponsored a webinar, so I ate lunch late and hurried back for my appointment. At 2:30 a young guy named Ramin showed up at my office. I figured he was Yvonne's assistant and that they traveled by separate cars. WRONG! To my surprise, Yvonne was not going to attend the meeting and she apparently did not have time to call me and let me know. Instead, to my surprise, I was meeting with Ramin, a young guy, who introduced himself as my small business account manager. Funny, I thought Yvonne was my small business account manager. I had never even met or heard of Ramin.

Instead of building rapport in any way or even asking me questions about my business, Ramin began by looking down at the papers in his hand and telling me a couple of things about my account. I had a savings account, a checking account and a line of credit for a certain amount. Duh, I think I knew all that.  Then Ramin told me he could convert my checking account to an interest bearing account, increase my line of credit by more than threefold and decrease the interest rate on the line of credit. When he finished, I began to laugh to myself. I was thinking: "Now I know why Yvonne did not show up. She couldn't  make magic with new opportunities like Ramin could." Knowing that was not the case, I asked: "Why is this the first time I am hearing about all these wonderful things the bank can do for me?" I also thought: "Ramin clearly had not done much homework because he clearly did not know I have no need to use the line of credit."

As I pondered these things, Ramin said: "You must be keeping the vast majority of your money in your personal account instead of your business account." I mentioned that at the end of the year I pay myself as much as I can so there is very little in the account.  It took me a couple of minutes before I realized that Ramin didn't know I have two businesses. It turned out that he had only pulled the records on my law firm account and had no clue what the banking activity had been in my consulting firm. By this time, I was laughing at how a large, large, well known bank could so badly screw up a meeting I did not even want. While laughing to myself, I was also getting mad that the large, large well known bank had so little regard for me as a customer.

I let Ramin know that I was unhappy that my small business account manager did not even know I had two businesses, or that I did not borrow money. I also let him know that I was disappointed that the bank had waited until his visit to tell me I could get paid interest in the business checking account.

Later I received an email from Ramin telling me I had two businesses, both of which had savings and checking accounts and that my law firm had a line of credit and my consulting firm did not. He suggested closing the line of credit in the law firm and getting one in the consulting firm for more than three times the amount I had in the law firm.

I replied telling him it was ok to do that. He replied giving me a list of information I would have to provide to get the line of credit for the consulting firm. Included in the list was my personal net worth and the amount of my housing payments.

I am reading "The Trusted Advisor" for the third time. Every lawyer who serves clients needs to read this book. The authors state: "Before you go into any meeting with a client (or prospective client), figure out the two or three things you want the client to absolutely believe about you by the end of the meeting." The authors suggest you can show them by doing homework about the company and asking questions that reveal you have done your homework. "Such questions give evidence that you are thorough, that you respect the client's time enough to be prepared, and that you are ready to get right to the issues."

My bank representatives didn't do their homework. I feel pretty certain that no lawyer would ever make the client service mistakes my bankers made. Frankly the bank would have been better off to make no contact with me. I do think there are legitimate client service topics to discuss. Here are some questions:


  1. What would you have done if you saw a client representative you had not seen in 11 months?

  2. What would you have done to prepare for the meeting with the client?

  3. How would you expect a client to react if you sent a junior member of your team the client had not met and you didn't even tell him you wouldn't be there?

  4. Just suppose this junior member of your team started the meeting by telling the client representative he is the client's new lawyer?

  5. Assume you went to the meeting, how would you start the meeting?

  6. At what point would you start telling the client how your firm could help the client?

  7. How would you end the meeting?

  8. How would you follow up?


If you want to compare your answers to these questions with mine, send me an email.

P.S. After I wrote this I got a call from Tony. He said he was with ...bank (my bank) and the ...branch (my old office branch). I immediately thought he was the branch manager calling to apologize. Instead, he thanked me for being a great customer and then told me he could "give me a deal" by extending my line of credit with a significant decrease in the interest rate. I asked Tony if he had by chance spoken to Yvonne or Ramin. Needless to say he had not.

I am still doing short client development thoughts on my Mac. I have been able to even include short videos. If you want to check it out go to http://web.mac.com/cordpar/Client_Development_Tips/Blog/Blog.html.

Differentiating Yourself

Our clients expect us to do high quality work. They know that if we are in a well known and reputable law firm, we must do high quality work. One of the problems we face is that the lawyers with whom we compete also do high quality work.

In surveys of the Fortune 1000 corporate counsel, 75% say they do not recommend their law firm to others and if they thought they could find a law firm that would be different, they would switch firms. They are not upset about the quality of the work, or even the hourly rates. Most are upset about the quality of the service, cost inefficiencies and the lack of interest and understanding of their industry, company and them individually. I think client service focuses on the experience the client has when you are helping them.

On Friday, I was in Miami for a presentation to the new partners in an international law firm. While I was at the Miami airport waiting to go home, I received an email from a lawyer I coached a couple of years ago. It included a video telling the story of a young guy who bagged groceries and how he made the experience different and unique for the shoppers in his store. Here is the link to the video.  http://www.stservicemovie.com/
 
I love the commercials on television with PC and Mac. Like most lawyers, I own PCs in my office. But, I purposely own Macs at home and I frequently use my Powerbook at the office. At the end of the day even though PCs supposedly crunch numbers better and Macs are better at some creative applications, the computers do about the same thing in my world. Why do I like my Mac so much more? It is about the experience and the service. I actually love going to the Apple store. I pay $99 a year to get "one-on-one" training as often as once a week. I typically sign up to have my one-on-one training with Chris because he knows me and what I want to learn.  While at the store I look around and see a small table with young children seated on the floor using the computers set up on the table. I see fathers or mothers with a child learning how to use an application and I see elderly couples learning to use a computer for the first time. When I leave the store, I feel I have really learned something valuable. Recently I have been learning how I could create this Blog on iWeb. I am really not a computer guy, but I can actually do it. Take a look at my creation by pasting the website below in your browser. http://web.mac.com/cordpar/Site/Blog/Blog.html. I likely will switch my Blog to that website in the future because it is way easier to use and is way easier to insert media, including photos. When I do, you will need to subscribe to the Blog on the new site. I will always have this site and will also put a copy of the Blogs posted here on the new site.

What's the point of the PC v. Mac discussion? Put simply, if you are a great lawyer in a well known firm competing against great lawyers in other well known firms, the best way to distinguish yourself is by the quality of your service, your understanding of your clients' industries, companies and individual representatives and your ability to provide what they need and want in addition to high quality work.

Time to Start Thinking About 2008

On this last day of 2007, if you haven't already started planning what you want to accomplish in 2008, this would be a really good time to start.

When I was billing 2000 hours I did not have time to study or understand why some lawyers are successful and have a great family life and why others are not. I also did my client development activities instinctively and some things worked very effectively while other things did not work quite as well.

Now, that I am coaching and working with lawyers, I have a much better idea of the attributes of the most successful lawyers who also have a family life and I understand better why certain client development efforts work. While each of us has unique talents, weaknesses, ambitions and practices, and there is no magic pill or formula, there are principles that I urge you to think about and try.

On my webpage you will find two articles I wrote that were published this year. They both focus on how a lawyer can make 2007 his or her best year ever. The second is kind of a shorter version of the first. I believe becoming more successful begins with our attitude. When we talk to our self do we say: "Yes, but..." or "Sure, how..." do we say: "My problem is..." or "my opportunity is..." do we say: "I don't have time to..." or do we say: "I will find time to..." Next, we must have clarity on what we want in our career and in our life. Our time and energy are our most important assets. If we do not have clarity, we waste precious time. For me to have clarity, I think on paper with written goals and a plan for using my time. Take a look at the two articles as you ponder what you want to accomplish in 2008.

Next, we need to focus on what our clients need. They do not want to be sold on how good we are or our firm is and they do not care about what we do. They hire us to solve their problems, help them achieve opportunities or deal with internal or external changes. To be relevant, what we do has to address those issues or it doesn't matter. The best way to figure out what potential clients need, is to identify your target market and make sure you understand their industry.

We need to build our profile. To borrow a quote: "Being the best in the world is seriously overrated." Over time think about what you can be the "go to lawyer" doing. It should be something clients need and you are passionate about. Building our profile gives us the opportunity to build relationships with clients and potential clients. Client development is all about relationship building. When we become more successful we need to build a team. Young lawyers who will later work with you will be thinking "what is in this for me to work with...?"

Finally, we need to plan our personal time at the very least as well as we plan our work time. We need to be in the moment, not answering blackberry emails, and when we are with our kids, we need to be doing things with them rather than for them. You will see in this Boston Globe article that my grown daughter brought that point home to me well. http://www.boston.com/jobs/news/articles/2006/07/02/businesss_new_task_turning_off/

Little Things Matter: What about a Turtle?

Phil is a lawyer I am coaching. He works on big real estate projects. Recently he told me how his gift of a crystal turtle to a client representative made a difference - it's another example of how little things matter.

By way of background, Phil and a team of lawyers worked on the development of a new corporate headquarters for a large company with a long-term lease to the company.  The job site is presently the largest construction site in Quebec and the largest leasing transaction in Montreal in the last 30 years. It has received a lot of press since the move to the new headquarters will result in the relocation of several thousand employees and will consolidate several locations across the city.   Negotiations were expected to be (and were) protracted.  Both the tenant and developer wished to keep things quiet for as long as possible and accordingly devised a codename for the project. "Turtle" was selected, largely because the word had nothing to do with the actual project.

Some months ago, partway through the project, Phil saw a crystal turtle and thought that it would be an appropriate memento to present to his client representative when the deal closed. Phil gave the crystal turtle to the client representative and received the following email:

Phil,

I can not begin to express my gratitude for the wonderful gift you gave me
yesterday. It is not only stunning but the theme of the piece is quite
appropriate.  It has found a very special place in our home such that it
can be admired daily.

Please express my personal thanks to everyone on your team who worked
tirelessly on both Phases 1 and 2 of the Turtle project. Without their
dedication and resolve this file would never had been completed.

I have always appreciated your frankness, humility and professionalism. I
particularly admired your collective composure under the tremendous time
constraints imposed upon us.

You are a group of true professionals, who I am ever so proud to be
associated with.

Many thanks once again


I think there are two important points here. First, the gift would have meant nothing, absent the high quality work and service the law firm team exhibited in handling a very complex project with tight time constraints. Second, when you can tie a gift to a project it will be remembered forever. It's just way more memorable than anything with the law firm's logo on it.

Most Rainmakers

I am frequently asked about the attributes of rainmakers. I have given it some thought and here is what I see in rainmakers.

Most rainmakers are really good lawyers. They may not be the smartest lawyer in their field but they have focused on always getting better and becoming the best lawyer they can be.

Most rainmakers are genuinely likeable. They connect well with other people in large part because they are able to convey they really care. They are empathetic and understand the other person's point of view. They are good listeners. They are able to build trust and rapport quickly. They are open and friendly.

Most rainmakers have a confidence inspiring personality. When I was a young lawyer we did not have mentoring programs, but mentoring took place every day. I remember one of the first things I learned from my mentor was that clients need to feel you can take care of their problem. They are entrusting something really important to them in your hands.

Most rainmakers are willing to get outside their comfort zone. I believe real achievement occurs when you stretch and try something that is uncomfortable. In 1980 I gave my first presentation to a large audience. I was really nervous about it and stayed up all night before the presentation going through it in my head. I visualized the audience and visualized me speaking. The next day I did the presentation and it was well received. I was also nervous the first time I tried a case to a jury. I spent hours and hours preparing for the trial. I remember cutting my hours in the bill by half. In each of these instances, getting outside my comfort zone gave me confidence.

Finally and perhaps most importantly, most rainmakers know what they want, they know what their clients need and they deliver value and exceed expectations.

The Brand Called You: Building and Broadcasting Your Brand

One of my favorite business books is "Never Eat Alone" by Keith Ferrazzi. I have listened to the book on my iPod and read a hard copy of the book. Most law firms are focused on building their brand, but only a few lawyers are focused on it. In chapters 23 and 24, Ferrazzi discusses building and broadcasting your individual brand. What do you want people to think when they hear your name? There is also a great article Tom Peters wrote for Fast Company magazine titled; "The Brand Called You." You can read it at http://www.fastcompany.com/magazine/10/brandyou.html

When I was building my law practice I wanted my potential clients to think I was:
1. The preeminent transportation construction lawyer in the US
2. Innovative
3. Construction business savvy
4. Likeable
5. Caring
6. Focused on helping contractors

For 25 years I wrote a column for Roads and Bridges magazine titled "Law: The Contractor's Side." That column enabled me to build my brand more than anything else I did because it gave me the opportunity to show readers I understood them and their industry.

What do you want your clients to think about you? What is the best way to show them your brand?

The Power of Full Engagement

Laura is a lawyer who I coached when I was in charge of attorney development in my old law firm. One night she and her husband were eating dinner with Nancy and me and Laura shared with me that at the end of each day after she put her two children in bed, she was absolutely exhausted and dreaded starting the same grind the next day. Like many lawyers I know, Laura rarely got up from her desk while at work. She frequently ate lunch at her desk and spent most of her time focused on her computer screen. When I heard Laura describe her typical day, I suggested that she read the book: The Power of Full Engagement: Managing Energy, Not Time, Is the Key to High Performance and Personal Renewal by Jim Loehr and Tony Schwartz. I have both the written book and the audio version and I urge you to read or listen to the book if you end each day exhausted.

I love a point the authors make early in the book. They say: "To be fully engaged, we must be physically energized, emotionally connected, mentally focused and spiritually aligned with a purpose beyond our immediate self-interest. Full engagement begins with feeling eager to get to work in the morning and equally happy to return home in the evening and capable of setting clear boundaries between the two."

The authors assert there are four key energy management principles:
1.    Full Engagement requires drawing on four separate but related sources of energy: physical, emotional, mental and spiritual
2.    Because energy capacity diminishes both with overuse and with underuse, we must balance energy expenditure with intermittent energy renewal.
3.    To build capacity, we must push beyond our normal limits, training in the same systematic way that elite athletes do.
4.    Positive energy rituals-highly specific routines for managing energy-are the key to full engagement and sustained high performance.

Chapter Ten of the book is titled: "Taking Action: The Power of Positive Rituals." In that chapter the authors note that "a growing body of research suggests that as little as 5 percent of our behaviors are consciously self-directed. We are creatures of habit and as much as 95 percent of what we do occurs automatically..." They point out that great performers all rely on positive rituals to manage their energy and achieve their goals. They suggest that these great performers have rituals that optimize their ability to move rhythmically between stress and recovery.

How did reading this book change what I was doing? First, I divided my lifetime goals into four categories:
•    physical/economic
•    mental and growth
•    emotional and relationships
•    spiritual

Second, I decided to get up from my computer and least once an hour; I quit sending emails to someone who was just down the hall from me; I quit eating lunch at my desk; and, I changed my exercise routine to include interval training. Finally, I tried to create positive rituals including getting up early to workout, setting aside time to work on client development and spending Saturday afternoon with my daughter, Jill and playing golf each week with my wife, Nancy.

The book includes a full Corporate Athlete Performance Development Plan. Interestingly, I found many of the same steps in the plan that I included in the Personal Performance and Development Plan I had prepared for associates in my firm.

Are you exhausted each day? If so I urge you to read The Power of Full Engagement and make the changes suggested by the authors.

Little Things Matter: You'll Want to Remember This

Here's another Little Things Matter that demonstrates how much it counts for you to remember little things your client or potential client tells you. The attorney in this story not only remembered what her potential client told her, she did another little thing that mattered.

I had a phone coaching session with Cordell yesterday and I mentioned that I had been focusing the last 30 days on in-person client visits. I have also been trying to incorporate the "give away" idea Cordell has discussed. I have had a lot of fun getting to know my clients and potential clients on a more personal level. I wanted to share with you the following, in the hopes that it may inspire and/or assist you in your efforts.
I ran into a long-time acquaintance recently, we'll call her Mary, who I had not seen in some time. "Mary" and I got to talking and I learned she had recently become engaged, is planning a wedding, and is also in the process building and buying a new home. "Mary" mentioned that she had not found time recently to work on fitness and that she wanted to get back on a fitness program before the wedding. She also mentioned her plans to rent her existing home to a tenant. A week or so after my meeting with "Mary", I was in a bookstore looking for a specific book. While there, I thought about "Mary" and remembered a health eating/fitness book I had read. I called "Mary" and stopped by to see her after work, where I presented her with a small gift bag with the book and a note. She was very touched, could not believe I had remembered her mentioning her desire to become more fit before the wedding, and could not thank me enough. She has already asked me if I can prepare a lease and to review the contract for her new home."


We all know it's important to listen to what your clients tell you. We all know we need to listen to what they say about their legal issues. That's a big part of being a good lawyer. But if you want to build relationships with your clients, you will want to listen to what they say about themselves. Then you'll know what little thing to do that will matter.

Year End Planning

Over Thanksgiving weekend I received an email from one of the lawyers I am coaching. His email and my reply are below.

I wanted to follow up on our call yesterday to get your thoughts on year end planning.  Specifically, when you would do your year end planning, what areas would you focus on?  Thanks, and I look forward to receiving your thoughts.

I do it between now and end of year. I especially like this weekend and the time between Christmas and New Years because I can relax and focus.

Here is my focus:

1. I look back on what I have accomplished this year: What did I learn? What did I do? What results did I get? What could I have done better?

2. What do I want to accomplish next year? What goals? Why important to me? What do I want to learn? What do I want to do better? What would be a homerun for me?

3. What actions do I need to take? I always try to list 25. When will I do each?

I write all of the answers to these questions and my list of 25 actions. Why is that an important step?  Studies have shown that we are far more likely to do things we have committed to writing. We are also far more likely to do them when we set a date certain.

What year end planning are you doing?

Little Things Matter: Being Creative

I have received lots of feedback and ideas on holiday gifts and cards. After posting Little Things Matter last week, I received this email from a lawyer I am coaching. Here is her good idea:

Cordell,

You talked to me (and others) about "the little things," so I decided to add a personal touch for a couple of gifts.  I hope it's not too corny.
 
The one and only crafty thing I do is make these amazing Christmas wreaths using a fresh wreath and adding a lot of other stuff, like fresh fruit/cinnamon sticks, really nice ribbon etc. -- hard to describe but really classy (Think Williamsburg).  You'd pay north of $150 for something like it at stores.  So, I'm doing one of those for my number one client contact (who is on maternity leave) and sending it to her home with a wreath hanger.
 
For a rental car company client, I'm doing two "car themed" wreaths (with hangers) that my two contacts can hang on their office doors.
 
I will send you pics when they are done.

Little Things Matter: Holiday Gifts and Cards

Christy is a lawyer I am coaching. She advised me that for more than 1/2 of her clients/business friends, she includes her own family Christmas card with the firm's holiday card along with a personal note about something she and the client had discussed or share in common.

She also keeps a list of every client's preferences (football teams, kids' names, hobbies, etc.) She tries to make every gift something that lets them know she didn't send out 20 others just like it.  Last year one of her clients had run a marathon with his daughter in the fall and for Christmas she sent him a hat which said "26.2" and wrote a note about his accomplishment.  Pearl Jam is one of her client's favorite bands. So, she sent him a vintage Pearl Jam tee-shirt.  One of her clients is an avid fisherman. So, she sent him a fishing vest.   Those gifts cost less than $30 and her secretary ordered them after she told her what she wanted.  She is certain she got way more mileage than if she had given anything from her marketing department or a $100 gift basket.

David, another lawyer I am coaching asked me what I would suggest he do for peripheral clients so his holiday card would not be considered "spam." I suggested that for his clients who drink coffee he include a $5.00 Starbucks gift card and a handwritten note.

As you are contemplating your holiday gifts and cards, I thought you might find this article helpful.

http://www.theremsengroup.com/77

Plans are Nothing, Planning is Everything

How can a young lawyer develop an effective plan? First, keep in mind that as Dwight D. Eisenhower once said:  "Plans are nothing, planning is everything." The thought that goes into developing the plan is invaluable. In order to make the planning process valuable, the partner should answer questions including:


  1. What is your target market?

  2. What steps have you taken to understand your target market's industry and business?

  3. What are the problems, opportunities, external and internal changes your target market is facing?

  4. What solutions can you offer?

  5. What makes you unique and able to add value to your clients better than your competitors? 

  6. What do you consider to be areas where you could improve?

  7. What client development efforts have you made in 2007? Which were successful?

  8. What do you perceive as obstacles to your client development success (either firm or self-imposed)?

  9. What have you done to expand relationships further with your existing clients?

  10. What is the one thing you can do that you are not doing now that would have the greatest impact on your client development efforts?

Little Things Matter: What's the Point (PowerPoint)?

This weeks Little Things Matter exemplifies the phrase "less is more." The attorney who provided this story saw that how much detail you have in your presentation may seem like a little thing, but to his audience it mattered.

I was giving a conference last week end in Canada.  I was running late Friday in the preparation (I was rushing to finish a 20 page text) and I wanted some visual support as well, so I had asked a junior lawyer to extract from the draft of my text a power point presentation and to put it on the Firm format.
 
She did a very good job, based on the model of the firm.  Format is blue on gray, with all the points duly recorded.  This promised to be a classic presentation.
 
Will was doing the English counterpart next door and he sent me his power point Friday PM.  His presentation was a mere 12 pages, with pictures and a few highlights.  It was not meant to reflect all of his speech, but rather to illustrate a few key points in a very attractive and visual way.  It struck me that Will (a Cordell alumni) had followed Cordell's recommendations!!
 
I flipped it back to the junior lawyer saying I wanted something Cordell-like.  I gave her a 5-minute crash course on what I meant!  She ran for an hour on google "search images" and prepared a superb short and sweet presentation, which I could use here and there to put some colour in the audience, while speaking freely about the substance of the speech.
 
Both Will and my presentation were major blasts at the conference, with people telling each of us what good speakers we were!

What little things can you change in your next PowerPoint that will matter to your audience?

The Voice of Our Clients

For many years I have said as lawyers we focus too much on what we do and not nearly enough on what our clients need. How can we learn what our clients need? Put simply, if we do some research and listen intently, they will tell us.

Two of my friends with Patton Boggs here in Dallas, Charlie Miller and Ronna Cross, recently published an article titled: "Capturing the Voice of the Client." You can find it at http://www.pbdi.org/Originate/default.asp?Action=GetDetails&ArticleID=31. I urge any lawyer who represents businesses to read the article. It will show you ways to capture the voice of your business clients.

Reading the article caused me to think again about the voice of our individual clients and client representatives. In law school we were taught to "think like a lawyer." Imagine if we had also been taught to "think like a client." We would be in a far better position to help our clients. To "think like a client" we must work on being empathetic and walking in our clients' shoes and we must build trust and rapport with them.

According to Wikipedia, empathy is defined as one's ability to recognize, perceive and feel directly the emotion of another.  For us it is the ability to look at things from our client's perspective. It is very important for us to understand how our client or client representative views the matter we are handling and what is important to them. Keep in mind that for a business client our legal work is in the context of their business and for an individual client, our legal work is in the context of their life.

Habit Five, in "The Seven Habits of Highly Effective People," by Stephen Covey, is: "Seek First to Understand, Then to be Understood." That is a great habit for lawyers to follow. Covey points out that only a small percentage of people engage in empathetic listening. Most of us are figuring out what we will say instead of listening intently to what our clients are telling us. Covey also urges readers to diagnose before prescribing. Far too many lawyers want to demonstrate their brilliance before the client has finished describing the situation.

How do we diagnose? We need to ask questions and listen intently. Here are some questions or statements we can use:


  • Tell me about...

  • What is it like...

  • Tell me more...

  • Help me understand...

  • Can you give me an example of...

  • How did you...

  • Bring me up to date on...


Sometimes our clients will tell us one thing, while their body language is telling us something different. In his book "The Likeability Factor," Tim Sanders points out that the first step to understanding how others feel is to recognize their emotions which, with practice, can be read on their faces long before they tell us how they feel. Sanders references the work of Dr. Paul Ekman and includes a quote: "Facial expressions, even quickly passing, signal emotional expression. The face is the mind's involuntary messenger."  On his website, Sanders identifies seven facial expressions we should be looking for and what emotion they signal http://www.timsanders.com/downloads/faces.html .

How can you build your empathy skill set? There is plenty of information on the internet. Tim Sanders points out that many empathy training courses use movies as a device to understand feelings and gives readers a website for  recommendations: http://empathy.colstate.edu/films.htm. That website includes many other resources for learning to become more empathetic.

When meeting with clients, prepare the way Charlie and Ronna suggest in their article. Find out as much about what is important to your client or potential client as possible. During the meeting, build trust and rapport by asking questions and listening intently. Put yourself in their shoes so you can understand best how to help them. After the meeting follow up in some way that demonstrates you were paying close attention to the voice of the client.

Little Things Matter: Doing More Little Things Builds Relationships

As you saw in last week's Little Things Matters, taking a little bit of time to send a card can be important.  This week you will see that sometimes you may want to do more little things that matter.

We are weaning work away from his long time corporate attorney.  That attorney is handling the acquisition of a company, and all I have ever done is tell my client what a good attorney he is and how he should use him as long as he is happy and getting good service. 

And in the meantime, I have done the little things.  I have learned more about his business, and I introduced him to numerous financing sources and options for the acquisition b/c he was about to pay $1M to a company to find financing for him.  My client has told me several times how appreciative he is that I am going the extra mile to help him find financing, and that his other attorney never offers this kind of help -- he just does the legal work. 

Even though it looks like Bill (who I introduced to him) will provide the financing, I have tried to find my client a back up plan, and Dave is helping.   I introduced my client to another client and friend who has a private equity fund, Hank Williams.  And I also introduced him to a quality, independent banker willing to take some risks on deals like this. 

I also sent my client information on a UT seminar I saw about doing business in India and China since he does business in both places. 

I predict we will continue to get more good work from them.  He just sent us a huge check for fees last month.

Here is an email I received from him:

Sam,

Thanks.

We made an offer of several Million to the seller with a upside of additional few million subject to forecast for the company.  Our VP is visiting the seller of the company in Phoenix this Friday. After this meeting we will know where we stand on this acquisition and will have to finalize the financiers.

Currently, Bill, who you introduced to us, is our best choice.  Today Dave offered to introduce BNP if we chose to go with a bank. Once everything is clear we can contact Hank Williams. Also, thanks for sending me the UT flyer on India and China. I have always felt blessed for being able to work in the USA, India and China - the best opportunities are in these countries.

Best Regards,
Client



This attorney is not just doing good legal work for his client, he is building a relationship with his client.  And he's helping his client build relationships with other to the benefit of his client. I also like that he is not tearing down the corporate attorney.  By staying positive about the corporate attorney, he builds himself up.

How can you do more little things for your clients that will matter?

Thinking About Success...Again

I will be speaking to groups of associates in two law firms in the next week. The topics generally will cover the secret of being a successful lawyer and having a fulfilling and active family life.

When I was billing 2000 hours I did not have time to study or understand why some lawyers are successful and have a great family life and why others are not. I also did my client development instinctively and some things worked very effectively, while other things did not work quite as well. I didn't have time then to sit down and analyze why.

Now, that I am coaching and working with lawyers, and researching and writing, I have a much better idea of the attributes of the most successful lawyers who also have a family life and I understand better why certain client development efforts work more effectively than others. While each lawyer I know has unique talents, weaknesses, ambitions and practices, and there is no magic pill or formula, there are principles that I urge you to think about and try.

I have written about those principles in previous Blog postings and on my web page you will find two articles I wrote that were published this year. The first was published by the New York State Bar Association YLD publication "Perspective" and the second was published by "Marketing the Law Firm." It is kind of a shorter version of the first. They both address some of the principles I mentioned.

As I have outlined on this page before, it all begins with our attitude. When we talk to our self do we say: "Yes, but..." or "Sure. How...?" do we say; "My problem is..." or "my opportunity is..." Next, we must have clarity on what we want in our career and life. Our time and energy are our most important assets. If we do not have clarity by having a written plan and written goals we waste precious time. Next, we need to focus on what our clients need. They do not want to be sold. They do not care about what we do. They hire us to solve problems, help them achieve opportunities or deal with internal or external changes. If what we do does not address those issues, the client will not hire us, no matter how good we are.

We need to build our profile. Over time it really helps to focus on a niche and become the "go to lawyer" in that niche. It should be something clients need and you are passionate about. One lawyer I am coaching sent me her revised plan. She identified clients and potential clients, what she could do for them, two specific areas she wanted to focus on and become the "go to lawyer" and a game plan to become recognized by the clients she wants to serve.

Building our profile gives us the opportunity to build relationships with clients and potential clients. At the end of the day, we get the opportunity to be considered based on our reputation and recommendations, we ultimately get hired based on how well we connect with our clients and build trust and rapport. Assuming we do high quality work, we keep those clients by understanding their industry, their business and their personal needs. I also say that I want my clients to be friends and I want my friends to be clients. So, the personal relationship we develop really does matter.

When we become more successful we need to build a team. Young lawyers who will later work with you will be thinking "what is in this for me to work with...?"  We need to treat them as if they are as important as our most important client because without their help we will not retain our most important client. We need to align their goals with our own and our client's goals, provide sufficient information in a timely way for them to do their work and then constantly give feedback.

Finally, we need to plan our personal time at the very least as well as we plan our work time. For me, Saturday afternoon starting with lunch has always been Jill's time. It is more challenging now that she is married, but we still try to spend that time together, now usually with her husband and my wife, Nancy, included. When we are with our family, we need to be in the moment, not answering blackberry emails. You will see in this Boston Globe article that my grown daughter brought that point home to me well. http://www.boston.com/jobs/news/articles/2006/07/02/businesss_new_task_turning_off/

I recently came across a report titled: How Superachievers Outperform Others by Dr. Donald J. Moine. I found it very supportive of what I have learned and written about how super lawyers outperform others. You can find it on the Selling Power webpage http://www.sellingpower.com. If you have trouble finding it or downloading it, send me an email and I will get it to you.

The Power of Observation in Client Development

Simple observation can be a powerful client development tool. In his book Making Rain, Andrew Sobel tells a great story about his son's interview with the head of admissions at a college to which he was applying. Sobel describes that at the end of the one-hour interview, his son said to the admissions director, "I notice you're wearing an Outward Bound pin. Are you a graduate?" "Oh, yes," she beamed. "This past summer I finally took one of their adult courses--it was something I had wanted to do for years." As Sobel points out, this story illustrates how you can break through when you make an emotional connection with someone. What does all this mean to lawyers? Put simply observation and doing your homework can be powerful client development techniques because it allows you to connect with the client on a personal level.

Here are some ideas on applying those techniques. Before you meet with a client or prospective client do your homework. Prepare for the meeting by finding out as much about the person and the company as you can. Where did the client representative go to college and law school? Where did he work before joining the client? Has he written any articles? When you arrive at the office, take a look at the coffee table books and magazines in the reception area. They may be industry magazines or may be books about the city or state of the business. Whatever they happen to be, they convey the client's interests or values.

Meetings in the client's office provide ample opportunity for observation. What is on the wall and shelves? Are there sports pictures, pictures of his or her kids, or works of art? What books are on the book shelves? Is the office neat and tidy or kind of messy?

With the information you gather by observation you can find ways to connect with the client. You can subscribe to trade publications, send things you find that will be of interest to your client, and read some of the books that interest you.

Developing The Next Generation Of Remarkable Lawyers

"Are your star associates staying with your firm?

Are they learning the skills that make them valuable to your clients?

Are your partners behind the effort to train and develop the associates?

What are effective ways to train and develop them? 

I got the opportunity to answer these questions during a presentation to managing partners at an annual bar association meeting. I loved the title they gave me. It gave me the opportunity to focus on how to connect with the 'next generation,' make the business case for developing them, and then give specific ideas on how to do it."

The above quoted text is from an article I wrote for the October 2007 issue of The Practical Lawyer. In Developing the Next Generation of Remarkable Lawyers, I ask and answer those questions. If you want to read more about this important topic, you can download an advance copy of the article from my website:

www.cordellparvin.com

While you are at my website, feel free to look at and use the other articles and information I have on the site to help you and your firm in developing your attorneys and furthering the success of your firm.

After you have read the article, please come back to this blog and post any comments you may have about developing the next generation of remarkable lawyers.

Client Development Questions For Associates

Many associates, especially those in large firms, wonder whether it makes any sense to learn about client development and if so, what they should learn. Here are some client development questions for you to ponder.

General

Why should you learn about client development when your firm represents some of the largest companies in the United States and would likely not want a client that might engage you?

Planning

Why is it important to set goals?

What is the most important element of effective goals?

What are the most important elements of an effective business development plan?

How much non-billable time do you believe you should spend on your own career development and client development each year?


  1. 100 hours

  2. 200 hours

  3. 300 hours

  4. 400 hours

  5. 500 hours


Client Development

What should a 1-3 year associate do on client development that will provide the greatest return when he or she becomes a partner?

What should a 4-7 year associate do on client development that will provide the greatest return when he or she becomes a partner?

How can you best build your profile?

What do you think a lawyer interested in developing clients by being active in the bar should do?

What do you think a lawyer interested in developing clients by being active in the community should do?

Why is it important to write articles?

Where can you get your articles published?

How do you decide on what topics to write?

Why is it important to make presentations?

How do you determine where to speak?

How do you determine the topic on which to speak?

What are the elements of a good presentation?

How can you differentiate your PowerPoint slides from those of other lawyers that put audiences to sleep?

In surveys, 75% of clients are not satisfied with the legal service they are receiving.  What can you do to change that perception?

What can you do to better serve your clients?

How can you better focus on contacts?

What can you do to build trust with your clients?

What can you do to build rapport with your clients?

Mass Customization


A few years ago Barry J. Gibbons, the former Chairman and CEO of Burger King, spoke at our firm's partner retreat. He spoke to us on Saturday morning just after a speaker from Fidelity showed us at least 100 PowerPoint slides while explaining our 401K program. Gibbons used no PowerPoint slides, so the focus was on him rather than the screen. He also told vivid stories to make his points stick with the audience. He made them in a way that I could easily remember them. For example, the way he presented innovation was to say that he had always been fascinated by what happened when man for the very, very first time got milk from a cow. Gibbons asked: "Just what was that guy thinking? What kind of mind says to itself: 'I'm going over there to that beast, and I am gonna pull on those things, and drink what comes out.'" He said that kind of mind changes the world's diet. When I think of innovators, I think back to that description of an innovator.


After hearing Mr. Gibbons speak, I had to buy his books. I urge lawyers to buy his book: "If you want to make God really laugh, show him your business plan: The 101 Universal Laws of Business." I think you will find that Mr. Gibbons universal laws apply to law firms and lawyers, but many of us do not realize it.


One of his laws focuses on branding. He suggests that branding has moved away from supply-side (as lawyers what we do) thinking to a demand-led (as lawyers what our clients need) approach. Gibbons says we are moving from an era of mass marketing to an era of mass-customization. He describes this as "an era in which winning companies will know as much about their customers as they would if they were dating agencies." His views seem to be supported by what clients and potential clients look for in law firm web pages. Specifically, they are looking for experience and industry knowledge.


How much time are we lawyers spending on what we do compared to how much time we are spending on understanding our clients' individual and unique needs and figuring out how we can add value. Even clients in the same industry will be unique and have needs differing from other companies in the same industry.


I speak often about the "targeted differentiators." It is how we differentiate ourselves and our services in the eyes of our clients and potential clients. Just suppose one of your targeted differentiators was that you know each of your clients' industries, their unique and individual needs and you provide value based on those needs far better than any other lawyer or law firm. My guess is that you would have an incredible volume of business.

Discovering What You Really Want

Some of the lawyers I coach tell me they are challenged to figure out what they really want and what is most important to them. I understand the problem. It is not easy to look inside and discover what is really important to you. Here are some questions that might get you started:

Why did you want to become a lawyer?  What kind of work do you really enjoy?  What do you feel are your unique talents?  What do you want to achieve in the next 10 years? Who are lawyers you really admire, and why?  How would you describe your ideal client? What do you believe is your life purpose? What is your career purpose?

If you were retiring:


  • What would you want your colleagues to say about you?

  • What would you want your clients to say about you?

  • What would you want your family to say about you?

What We Can Learn from Our Dentists

Recently I met with Tyler, an associate who worked for me, who is now an in-house lawyer with a large construction contractor. Tyler and I were joined by a senior associate with a law firm in the same city. During the conversation he asked Tyler a very interesting question: "What do you know now that you wished you had known when you were practicing law with Cordell?" Tyler's answer took me by surprise. He said: "Even when you do a really great job handling a litigation matter, your in-house counsel will still not be happy. It is just the nature of litigation."

I believe our dentists can give us a greater understanding of Tyler's point. Even when they do a great job with our mouth we hate paying them. It all begins with their forms which ask us to rate how happy we are with our smile and the whiteness of our teeth. I would say "damn happy" if there was a place for it, because all I hear is Cha-Ching, Cha-Ching if I say anything else. Then there is the hygienist, who tells us each visit we are not flossing enough, or we aren't doing it right. Next, our dentists discuss our "treatment plan." In my case, I need to have every tooth in my head capped because they are worn down by years of grinding. Before I can do that I need to have one pulled by a Periodontist and have an implant placed in its space. Finally, when we finish learning about our "treatment plan," we get to meet the "treatment coordinator."  My wife tells me that her job is to shield the dentist from delivering bad news. I have discovered that "treatment coordinators" have a folder with the estimated cost. Last week I learned from my dentist it will take close to a year to finish my treatment. During most of that time I will have temporaries. My Periodontist's "treatment coordinator" gave me a nice folder advising me it will only cost $4700 for his work and my regular dentist's "treatment coordinator" gave me a nice folder advising me that I will have to pay more than we paid for Nancy's 330i BMW to have each of my teeth capped.

What is the point of all this? I am about to spend more than the cost of a new BMW to have my mouth fixed. I don't know whether either dentist is good, the best in Dallas, or just average. I feel like I am giving up control of my mouth and my pocketbook to professionals I don't know.  I would so greatly prefer to either save what I am spending or spend it on something I would enjoy. I think our clients feel that way about litigation. They hate the cost, the time it takes, the uncertainty and the fear they may not have the best lawyer for the job. They also resent us if we tell them: "If only you had not..." I wonder if we could soften the blow if we had "litigation coordinators" to deliver the bad news to our clients on just how costly the litigation will be. With "litigation coordinators" delivering the bad news, we could just keep smiling while we discuss our client's "treatment plan."

Becoming More Successful

As you may know, my wife, Nancy, started playing golf when she was about 40. I should not give her age now except to say she is younger than me. Currently her golf handicap hovers between 1 and 3. When we play golf together, she plays from the men's tees and typically shoots between 78 and 82. I can't remember ever shooting an 82, much less a 78.

Why is Nancy such a good golfer? Sure, she is an athlete. But, more importantly Nancy really works at it. Most men golfers I know rarely practice and when they do, they typically have no specific plan for their practice. Nancy practices frequently and has a plan when she practices. While listening to her iPod, Nancy will practice bunker shots, or putting, or flop shots. Each time she practices, she focuses on certain shots. When I am in a bunker near the green, I am worried about either leaving the ball in the bunker, or putting it through a picture window of the home beyond the green. When Nancy is in a bunker, she is focused on where she wants the ball to land. Before entering the bunker, she will take two or three practice swings to get the feel of how she wants to hit the ball.

So what does Nancy's golf have to do with us as lawyers? The principles are the same. If you want to become a great trial lawyer and you are not trying cases, you actually have to find ways to practice opening statements, or cross examination, or final arguments. When I was a young lawyer I read as many actual cross-examinations as I could get my hands on. Then, I would create a scene and outline how I would cross exam the witness.

Client development skills can be learned the same way. If you want to learn how to network, go to events where you can practice. In fact, go to a networking event and approach strangers and introduce yourself. If you want to become a better public speaker, speak in public. Consider joining a Toastmasters International club, or starting your own speaking club. If you want to become a better writer, write and have someone review it and offer a critique. There are plenty of editors and senior lawyers who are retired, who would gladly critique your writing.

It is already time to start thinking about 2008. What are your plans to get better?

Your Law Firm's Attorney Development Program

"Give a man a fish and you feed him for a day.  Teach a man to fish and you feed him for a lifetime."

Chinese Proverb

I like to point out that it is a mistake for law firms to focus on Profits per Partner (PPP). Instead, I recommend focusing on the things totally within the control of the firm that in the end produces Profits per Partner. One of those things is your attorney development program. In the book Aligning the Stars, the authors, Jay W. Lorsch and Thomas J. Tierney point out that: "Starmaking" is more important to a firm's long-term success than "rainmaking."  Talent is the only source of a firm's competitive advantage.

What is your firm's purpose, vision, and its core values relating to its attorney development program? Here is what I suggest you consider:

Purpose The purpose of our law firm Attorney Development Program is to enable our attorneys to better serve our clients, to increase our realization, and to provide opportunities for greater achievement and career satisfaction. 

Vision

We seek to have an attorney development program recognized as preeminent by our clients, our lawyers and law students.

Core Values Our attorneys will take responsibility for their career development and satisfaction.

Each attorney, associate, shareholder, and of counsel must contribute in some way.

Supervising lawyers will give clear direction, answer questions, pay attention to quality, and provide real time constructive and supportive feedback.

Teamwork is encouraged at all levels.


Each attorney and staff member will be shown respect. Respect engenders respect.
We will endeavor to provide consistent, real and specific direction on career advancement. 

CLE will be used as a means of acquiring skills necessary to better serve our clients and enable our attorneys to grow.

We will demand a lot from our lawyers.  They will work hard, meet high standards of excellence, and over time and with our guidance and support, learn to be outstanding lawyers, trusted advisors and mentors for a new generation of outstanding young lawyers.

Each associate in our firm has a unique background, unique skills and unique dreams, but  they also share things in common.  They all want to learn and become better lawyers.  They want to perform interesting work. They want to feel like they matter, know where they stand, and whether they are on track, and they want to feel respected by senior lawyers and peers.

The most junior lawyers know more about the science of law and less about the art of lawyering than they will ever know in their career. When it comes to the future, many young lawyers are confused.  They feel like they are on a trip to an undefined and constantly moving destination (making partner).  They are uncertain of the time expected for their arrival, feel they have not been given a map to get there, and no compass to let them know where they are.  They feel they have no coach or sponsor. Our job as senior lawyers is to teach them the art of lawyering and help them clear up the confusion. This requires us to get to know them, to understand what makes them unique, and to encourage them to achieve success as they define it. Our work with our clients is not any different and just as we get good vibes from helping our clients achieve their business objective, we get the same feeling helping our young lawyers achieve their career goals.

"You will have more fun and success helping other people achieve their goals than you will trying to reach your own goals."


Dale Carnegie

Being the Best in the World is Seriously Underrated

"Being the best in the world is seriously underrated." I love this quote from Seth Godin at the beginning of his book: The Dip. A week ago Monday, in my blog, Become Entrepreneurial, I said that I would talk more this week about that quote.

What does it mean to be "the best in the world?" First, it is being perceived as the best by our clients and potential clients. We can not become the best till we clearly understand their perceptions, and they know we understand them. It is their world, not ours. Being the best also means clients have compared us to other lawyers they have used or met. I've found that comparison very interesting.

When I was a young lawyer, I was on a plane with Mr. Burrows, the CEO of my largest client. We were on our way to Florida to try and settle a big contract dispute. Mr. Burrows was my father's age and since my father had passed away, I looked at him as a father figure. We were in aisle seats across from each other. During the flight, Mr. Burrows reached over and grabbed my arm and said: "Cordell, there is something I need for you to know. I hate every lawyer I have ever met." I could not think of a response. Then, Mr. Burrows grabbed my arm a second time and said: "But, of all the lawyers I hate, I hate you the least." So, on that day I learned that being hated the least by a contractor was "being the best in the world."

Later, after we had settled the case, I paused to think about what Mr. Burrows was really telling me. I think he hated me the least because I didn't talk like a lawyer. I talked more like a contractor who also had a legal degree. He appreciated that he did not have to pay me to learn about the highway construction contract clauses. I had learned about them long before I did any work for his company. I also learned that clients expect us to do the highest quality work. If we don't, we have a far bigger problem. Where we can differentiate ourselves is through being the best in our client's world at understanding them, their company, and their business (industry).

What are you doing to become "the best in the world" in the eyes of your clients?

Client Development Coaching for Senior Associates and Junior Partners

Was anyone surprised that Tiger Woods won the PGA tournament over the last weekend? I certainly was not surprised. I know the PGA has many outstanding golfers. Yet, no one on the tour goes into a major tournament better prepared than Tiger Woods. During his interview on Sunday, Tiger Woods talked about his consistency of ball striking and putting. He also explained how he prepared for the tournament. He visited and walked the Southern Hills golf course, visualized the shots he expected to make and practiced those shots. Tiger Woods is clearly the number one golfer in the world.  Even the best golfer in the world has a coach. Hank Haney.

Even though the greatest golfer in the world has a coach, most lawyers my age don't see the value of coaching lawyers on client development. Those lawyers never had coaches when they were senior associates or junior partners, so they can't see the value of it now. Most lawyers my age also believe lawyers either "get it" (how to develop business) or don't. They believe lawyers who are successful at business development were born with the traits that enable them to bring in business.

Why is it important to have coaching for senior associates and junior partners now? There are several reasons. First, developing business now is way more challenging than it was 25 years ago. There are way more lawyers making the competition greater, client expectations have increased, and the time available for business development has decreased. When I was a young partner, most lawyers developed business by doing excellent work and waiting for the phone to ring. Most clients in those days were both local and loyal. It's way more complicated now. Through consolidation and mergers, clients that were locally owned are now part of national and international companies. So, it is more difficult to become visible to those clients. Second, many senior associates and junior partners are in the transition stage of their career, moving from being solely service providers to being responsible for developing and building client relationships. For many, that is a daunting task. They do not know where to start. As a result, they do not start, or they give up quickly when some of their efforts do not work. To the extent there is any effort at all, it is unstructured, unfocused and ultimately unsuccessful. Many lawyers procrastinate, are undisciplined, have no written plan and ultimately little or no execution.

When I was actively practicing law, I did not have the time to focus on helping our junior lawyers with business development. Frankly, I did not have time to analyze why some things worked for me, while others did not. Now that I am no longer billing 2000 hours, I have time to analyze what worked for me and why it worked.

Before I left my old law firm, I went to the leaders and told them I had peaked in my own business development efforts and offered to take 15 brand new partners and work with them on their client development. I bragged I could help the group double the collective business volume in two years. They actually accomplished that goal in one year. I enjoyed working with our pilot group so much that I decided to leave my law firm so I could work with lawyers in other firms.

If you have someone in your firm who will take the time to coach and work with your senior associates and junior partners, I think you will see both a benefit to the lawyers coached and a benefit to your firm.

Here are some thoughts on what you might do. The person who volunteers to coach should be like a fitness coach. In other words, he or she will help the participants be accountable to themselves and to the "team." I love a quote I read recently in a book by Jack Canfield. The quote was attributed to Fast Company magazine:  "Executive coaches are not for the meek. They are for people who value unambiguous feedback..."

Put simply, the most important factor in the success of any coaching program is the burning desire of the participants to get better at client development and their willingness and openness to being coached. So, the first thing you must do is select the right people.

 The second thing I suggest is to create both an individual effort and a team dynamic. Participants will learn what activities will provide the greatest benefit to them and then will have regularly scheduled sessions with the coach to report on activities and learn more. I have been amazed by the group dynamic. No one in the group wants to let the rest of the team down and they feed off of each other's ideas.

In an effective coaching program, young lawyers will:

• Develop a Business Plan
• Determine both group and individual goals that will challenge and stretch them
• Determine what activities to undertake to meet their goals
• Learn how to write articles and give presentations that will enhance their reputation and increase their chances of getting hired.
• Develop a Focused Contacts Plan
• Become more client focused
• Be held accountable

I bet that many of the lawyers my age who do not believe in coaching lawyers get golf lessons from PGA professionals. I submit that if the greatest golfer in the world benefits from coaching, the greatest young lawyers in the world would also.

Become Entrepreneurial

I absolutely enjoy reading the Harvard Business School's Working Knowledge web page http://hbswk.hbs.edu/. In February there was an article titled: "Turning High Potential into Real Reward." The article was an interview of Professor Joseph B. Lassiter III involving his research of entrepreneurial marketing in high-potential ventures. Professor Lassiter describes entrepreneurial marketing "as a mindset and a process, one that involves gathering specific evidence that convinces a specific group of individuals to act and react, exploiting breakthroughs, and overcoming setbacks."

In the interview Professor Lassiter is asked what the keys for success are for a new venture moving from product development to marketing and selling the product. The professor responded: "In these high-performance ventures, entrepreneurs leading the ventures look ahead and say, 'Two or three years from now, this is exactly the customer and exactly the product, and this is exactly why they're going to be compelled to buy.'"

I believe client development begins in much the same way. As lawyers we need to ask:

1. Who do my clients need now?
2. What will my clients need in the future?
3. What do I have to offer them?
4. Why should they want to hire me rather than other lawyers?

I did that long ago. I decided I wanted to represent transportation (highways, bridges, airports and rail) construction clients. At the time I had experience handling government contract claims. Over time I gained experience in other areas. I thought they should hire me rather than other lawyers because I was so specialized that I understood their industry and the business and legal challenges they faced better than lawyers less specialized.

I thought about all of this last week when the nation was focused on the bridge collapse in Minneapolis. In my career I have been called upon to help contractors and state DOTs when bridges have failed. Why did anyone think to call me in those instances? I was so focused on transportation construction that they believed I would be able to help them.

"Being the best in the world is seriously underrated." I love this quote from Seth Godin at the beginning of his book "The Dip," I will talk about it further next week.

Ask yourself the four questions above and write down your answers. I hope you will become more focused in your client development efforts as a result.

Learning from a Great Accounting Firm

Plante Moran is an accounting firm headquartered in Michigan. It is the 11th largest accounting firm in the United States. It has been ranked as one of the top 100 places to work in the United States for the last eight years. That is quite a feat.

I had read that the firm is one that actually lives its core purpose and values rather than just having a document on the wall. Their core purpose is to be a caring, professional firm, deeply committed to their clients' success. Their core values are:


  • We care

  • We are guided by the Golden Rule

  • We strive  to be fair

  • We commit to quality, integrity and professionalism, consistently placing clients's interests ahead of firm interests

  • We mazimize individual opportunities within the context of the team

  • We are dedicated to preserving and enhancing our spirit


In an e-newsletter called, "Reading for Leading," Michigan's First Gentleman Dan Mulhern wrote an article he titled: "Plante Moran: Caring makes it a great place to work." In his article Michigan's First Gentlemen states:

"The values, principles, and commitments are not just discussed.  They are lived.  'Caring' is something they recruit for, interview for, and even use their staff psychologists to test for.  They have long had a 'Jerk free' environment, and if a jerk slips through the selection process and acts in a way that violates the golden rule, they will be counseled, and if they don't change, they will be moved out."

Plenty of law firms have mission statements and core values. They usually speak about providing extraordinary service for clients and providing maximum opportunities for lawyers and staff. Not all firms actually live these core values like Plante Moran does. They seem to get lost in the ever increasing theme of making more money and getting hours. Just suppose your firm focused being a great place for lawyers to work and develop their careers and focused on client service and put the clients' interests ahead of profits per partner considerations. I think profits per partner would increase over time and clearly the career satisfaction would be enhanced.

The Will to Prepare to Win

I recently received a copy of an email from a lawyer I am coaching to the others in her coaching group. She said:

I am not sure how many of you are reading Cordell's book, but I just read a great tip in there that I thought that I would share with you.  It is not one that I had heard before.

Determine who 5 leading lawyers are in your field.  Print out their biographies.  Study their biographies to determine what has made them successful (e.g. speaking engagements, leadership roles, pro bono, memberships).  Emulate their success.


A few years ago I read a quote attributed to Bobby Knight and also to Paul (Bear) Bryant. It was "Many have the will to win, but few have the will to prepare to win."  I believe  successful lawyers are not successful by accident. Most I know prepare to win by figuring out what is important to them, setting career and life priorities, developing a plan with goals and taking action to achieve them. I also know now that attracting new clients and building a lasting relationship with them is not an accident. The successful lawyers I know prepare to win with clients and potential clients by taking time to understand their needs and making sure they effectively address those needs.  In your career, "the will to prepare to win" will be way more important than the "will to win." So, I chose "Prepare to Win: A Lawyer's Guide to Rainmaking, Career Success and Life Fulfillment" as the title for my new book, which has recently been released.

This book is not about winning in court or on appeal. Instead, it is a workbook designed to help you define your own success and then achieve it. I hope you will find it a helpful tool as you focus on your career, client development, and living the kind of life that is important to you. I hope you find some valuable nuggets in the book that will help you think through what your career and life priorities are and how you can achieve them.

Here are the Chapter titles:

Chapter One:  How Do Rainmakers Do It?
 
Chapter Two:  Living and Practicing Law with a Purpose: You Have to Answer the "Why" Question

Chapter Three:  Your Vision of Success: How Do Rainmakers Do It?

Chapter Four:  Core Values: How Do You Want to Live?

Chapter Five:  The Importance of Role Models and Mentors

Chapter Six:  Setting Yearly Goals and Developing Your Career Plan

Chapter Seven:  A Call to Action: Executing Your Plan

Chapter Eight:  Mind Games: Getting and Staying "In the Zone"

Chapter Nine:  Building Your Profile: The Power of Writing and Speaking

Chapter Ten:  Community Service and Networking

Chapter Eleven:  Connecting with Contacts

Chapter Twelve:  Top Ten Client Development Mistakes

Chapter Thirteen:  Improving Client Service

Chapter Fourteen:  From Niches to Riches

Chapter Fifteen:  Important Extras: The Value of Extraordinary Client Service

Chapter Sixteen:  The Business Case for Better Balance

Chapter Seventeen:  Building the Next Generation of Rainmakers

If you want to read a sample from the book, click here. You can also order the book from the webpage.

Getting the Most from Your Mentoring Relationship

I recently received three very thoughtful questions from young lawyers about the mentoring relationship. They were:

1. How do you find a mentor when no one has a shingle outside their door that says "Mentor available"?

2. How can you attract the attention of a mentor without damaging your image within the firm by appearing that you are needy and desperate for career help?

3. What is the best way to develop a meaningful mentoring relationship?


Even though mentors don't have a shingle outside their door identifying themselves, associates can tell pretty quickly who are the best and most interested in their firm. Associates need to take the initiative to find the right mentor. Alternatively, associates can tell which of the senior lawyers are not well suited to be mentors. Some senior lawyers don't often give associates recognition for high quality work or service or going the extra mile for clients, it's probably true.  I think many of these senior lawyers did not get the positive feedback I received as a young lawyer.  Therefore, they are less inclined to give it.  In my old firm I tried to convey to senior lawyers that associates want, need and deserve feedback. My goal was to encourage my partners to be better mentors and to teach associates how to get the most out of their mentoring experiences. I learned over time that no matter how hard I tried, I was not able to change those partners. So, even though the great mentors do not have a shingle outside their door, associates need to look for them if they get to choose their mentor.

I sincerely do not believe that wanting to have a mentoring relationship is any sign of weakness. I frequently tell lawyers that Tiger Woods, the greatest golfer in the world, has a coach. I have always had mentors, even today after practicing law for more than 35 years.

The best way to develop a good mentoring relationship is to convey to your mentor that you want to become the best lawyer you can be and you are open to his coaching. In the process, also convey that you are responsible for your career success and you have taken that responsibility by knowing what you want to achieve, developing a plan with goals and taking steps to execute what you have in your plan.

Client Development Coaching for Junior Partners

Most lawyers my age never had coaching on client development when they were junior partners. So, naturally many ask why it is important for lawyers now. There are several reasons. First, developing business now is way more challenging than it was 25 years ago. When I was a junior partner we could develop business by just "doing good work," getting an AV Martindale rating and being active in the community. There were far fewer lawyers, almost all clients were local and loyal. Now, competition is greater, clients have been acquired and merged, client expectations have increased and the time available for business development has decreased. Second, many junior partners are in the transition stage of their career where they are moving from being solely service providers to being responsible for building client relationships and developing new business. For many young partners, client development is a mystery. As a result, to the extent there is any effort at all, it is unstructured, unfocused, and ultimately unsuccessful. They procrastinate, are undisciplined, have no plan, little focus, and ultimately little or no execution. Mentors within the firm can balance the current situation with both institutional firm knowledge and their own experience, but they do not have the time to focus on the business development of more junior partners. Coaching is designed to assist junior partners in their client development, providing both a benefit to themselves and to their firm. Like working with a fitness coach, participants learn what activities will provide the greatest benefit to them and then will have regularly scheduled sessions with the coach to report on activities and learn more. Any coaching program should include:


  • Developing a Business Plan

  • Determining both group and individual goals that will challenge and stretch them

  • Determining what activities to undertake to meet their goals

  • Learning how to write articles and give presentations that will enhance their reputation and increase their chances of getting hired

  • Developing a Focused Contacts Plan

  • Becoming more client focused

  • Being held accountable

Quotes to Inspire

I have always found inspiration from quotes. I doubt many young lawyers have ever heard of James Allen. He was an English author in the late 1800s. His quotes have inspired many, but few have ever heard of him. He was a self-help guru when self-help gurus were not cool. Here are just a few of his quotes that I hope will inspire you.

"You will become as small as your controlling desire; as great as your dominant aspiration."

"To desire is to obtain; to aspire is to achieve."

"For true success ask yourself these four questions: Why? Why not? Why not me? Why not now?"

"All that you accomplish or fail to accomplish with your life is the direct result of your thoughts."

If you want to learn more about James Allen and download his most famous book As a Man Thinketh, check out http://jamesallen.wwwhubs.com/ - a website devoted to his writing and teaching. Chapter Four of the book focuses on having a purpose, something I believe we all need. I particularly like this paragraph from that chapter:

"A man should conceive of a legitimate purpose in his heart, and set out to accomplish it. He should make this purpose the centralizing point of his thoughts. It may take the form of a spiritual ideal, or it may be a worldly object, according to his nature at the time being. But whichever it is, he should steadily focus his thought forces upon the object which he has set before him. He should make this purpose his supreme duty, and should devote himself to its attainment, not allowing his thoughts to wander away into ephemeral fancies, longings, and imaginings. This is the royal road to self-control and true concentration of thought. Even if he fails again and again to accomplish his purpose (as he necessarily must until weakness is overcome), the strength of character gained will be the measure of his true success, and this will form a new starting point for future power and triumph."

So, have you decided what your major definite purpose is for being a lawyer? Have you focused your thoughts on achieving it?  

What Can We Learn from Clinton Campaign Name the Song Video?

By now you have likely seen the Clinton campaign video which is a take off of the last episode of the Sopranos. If by chance you haven't seen it, you can find it on the candidate's website: hillaryclinton.com. I think it is an absolutely brilliant marketing piece. Among other things, it increases Hillary's likeability factor, ties her indirectly to a very popular television show, draws people who would not otherwise go there to her website, and it is memorable and extraordinary. Finally, it is simply fun and gets people involved in the discussion by asking them to vote for her campaign song.

I had not gone to her website prior to hearing about the video. In fact, I have never gone on any political candidate's website. I think if you look at hers you see what legal marketing will look like in the future. There are Blogs, Videos, links to her on YouTube, MySpace and plenty of opportunities for people to get involved.

How can we apply this same approach to marketing ourselves as lawyers? I have to give that lots of thought, but I would be very interested in hearing any ideas you have. For now, I am in awe of the creative idea and how it became a lead story on many of the networks.

Please leave your thoughts by adding a comment to this blog.

The Making of a Rainmaker

Whether you are reading this blog because you want to be a rainmaker or you want to prioritize your career and your life, I hope you find something valuable from my book, Rising Star. I have included in this blog some paragraphs from the introduction. And I have included what one attorney has said about Rising Star. I hope you find this helpful.

"This is the second book I have written about Tony and Gina Caruso. In "Say Ciao to Chow Mein: Conquering Career Burnout" I focused on Tony, who after finishing his first year as an associate in a large Texas law firm is burned out and struggling to find meaning in his career. In Ciao, Gina loves her work as a clerk for a Federal Court judge. At the conclusion of Ciao, Tony has just been promoted to partner and he and Gina have two children. Rising Star: The Making of a Rainmaker is about Gina, who is now a partner in a mid-sized firm. She is the talk of the firm, having brought in $1 Million of business. Yet, she feels like a one-hit wonder because her success was a result of one big case from one big client.

I have known Tony's and Gina's throughout my 35 years practicing law. Their characters are a composite of lawyers who have worked for me and lawyers I have been blessed to coach and mentor. Many of those lawyers have caused me to study and examine differences between lawyers who are successful and happy and lawyers who are not. Interestingly, many of the people who are truly successful also have a great personal life and are very family oriented.

***


Gina learns you must begin by knowing what you want. Then becoming credible to your potential clients and finally by understanding their wants, needs, and perceptions so that your service and what you provide them is "remarkable" in their eyes. When I developed my own successful law practice, and when I wrote Rising Star, I was not familiar with marketing guru and successful author Seth Godin. The main focus of his writing has been about the need in our complex society to be "remarkable" to be even noticed. In the November/December 2006 issue of Selling Power," Seth Godin talks about three kinds of customers. I will put it in the context of clients:

1. Clients who don't need the services you or your firm offer.

2. Clients who need the services you or your firm offer, but are using another lawyer or firm.

3. Clients who are ignoring you.

Godin says you can't market directly to the second and third group. "Instead, have them come to you." How do you suppose you can get them to come to you? Godin suggests you have to create something "remarkable."

Gina learns that principle and I have taught others to do the same thing. Jennifer is a labor and employment lawyer I am coaching. She created the "Easy Guide" which is a compilation of labor and employment laws on laminated cards which an HR person can attach to his or her monitor. Jennifer has the clients in the second and third category calling and asking for an "Easy Guide."

Writing Rising Star has been a labor of love, but not nearly the joy I have had over my career working with young lawyers like Tony and Gina. I hope you will use Rising Star as a guide to develop your own success.

What remarkable thing can you create that will cause clients to come to you?"

If you want to read the rest of the introduction and a couple of sample chapters, click here for information about how you can get a free e-copy sample of Rising Star.

This is no simple 'how-to' rainmaking book filled with lists and instructions that you promise to read once you find the time. This is a book you will pick up and read cover to cover, and likely read again. Mr. Parvin has brought rainmaking and career development to life through this story of a young lawyer struggling to balance professional and personal life. There is helpful advice for all lawyers here -- from setting specific goals to making a name for oneself. I highly recommend it.

Christina Plum, Attorney,
Stenzel Law Office LLC
Past Chair, American Bar Association Young Lawyers Division


To order Rising Star, click here - or you may find it on Amazon.com

As you read Rising Star, please feel free to come back to this blog and add a comment.

Sales for Lawyers

This past week I spoke at the Legal Sales and Services Organization (LSSO) 2007 RainDance Conference. I began my presentation by telling a story. Eight years ago when I was the Construction Law Practice Group Leader at my firm, we had a practice group retreat at a ranch about an hour from Dallas. After dinner, one of my junior partners, who had been drinking a great deal, paid me what he believed would be the ultimate insult. He said: "Cordell, you are not a real lawyer, you are nothing but a salesman." I wanted to respond, but I thought anything I could possibly say would be simply lashing back and unproductive. Instead, I thought about what he said. I think in his eyes real lawyers are ones who do excellent work and then wait for the phone to ring.

I hate any sentence that includes the words sales and lawyers. I hate to be sold anything and I know clients do not want to be sold. I am reminded of a story an assistant general counsel told me of a lawyer who called to set up a meeting, stating he would be in Omaha in a couple of weeks while he was on his way to San Francisco. Well, unless he was traveling by covered wagon, it was highly unlikely he would just happen to be in Omaha on his way to San Francisco.

Yet, we are salesman. In the end, we are selling ourselves and our firm. How can we do it? I have always believed that a lawyer has to build his or her profile or brand. I have also believed it is important to be the "go to" lawyer in some area.

One of my favorite books is Never Eat Alone written by Keith Ferrazzi. It is on the reading list I give to lawyers for 2007. In chapter 23, Ferrazzi talks about building your brand. He argues and I agree that perception drives reality. He further suggests that good personal brands do three highly significant things for your network of contacts: "They provide a credible, distinctive, and trustworthy identity. They project a compelling message. They attract more and more people to you and your cause, as you'll stand out in an increasing cluttered world." Then, Ferrazzi says: "in terms of branding, then the bottom line for everyone comes down to a choice: to be distinct or extinct."

How can we be distinct as lawyers and build a brand? I do not believe we can sell legal services by "cold calls." I feel the only way to build a brand and approach a potential client without an invitation is to be intently focused on finding a way to add value and give it away. It could be a book, article, or memo we have written on a topic the potential client would value and would cause the client to come to us.

Last week I mentioned that I believe I created a "dip" between me and lawyers with whom I was competing against that made it more likely they would quit before they caught me. Let me give you just a few examples of what I did so you can do the same thing. For a good portion of my career, highway and bridge construction projects in all 50 states, by law, were awarded to the low responsive and responsible bidder. In 1990, the Federal Highway Administration began allowing states to use "Innovative Contracting" techniques that did not fully comply with federal statute. As soon as I learned of this change, I wrote a manual for contractors on Innovative Contracting and began to conduct workshops across the country for contractors interested in learning how to compete in this changed environment. I wrote a letter to the 50 state executives of contractor associations explaining the change and offering to speak to their members about it. If you would like a copy of the letter, send me an email.

Later, the most controversial innovative contracting technique, and the one which created the greatest legal and economic issues, was the states' ability to award "design build" projects. Once again, I created a manual and began speaking at conferences across the country, including ones sponsored by the Federal Highway Administration. Ultimately, I was hired by a state to help them draft a design-build contract and get permission from the state legislature to use the technique. I was hired by several contractors to help them prepare proposals for major projects.

I believe I was perceived to be unique in the highway and bridge construction industry because I understood contractors, their businesses, their people, and issues they encountered and worked to help them deal with problems, opportunities, and changes.

There are many other valuable ideas in Never Eat Alone and I recommend you read it, or find a summary of it. For now, what is your brand as seen through the eyes of your clients?  

Click here to get Never Eat Alone

Being Number 1, Career Dips and Quitting


Would it surprise you to know that I thought of quitting a few times in my career? The first time was when I was a first year law student. During the first semester I worked very hard and had no idea how I was doing. I thought to myself: "Who needs this?" I'll just quit law school and fulfill my active duty commitment to the Air Force. Well, I didn't quit and at the end of the first semester I was third in my class. In 1980 I tried a case in West Virginia. One issue in the case was the reasonable cost of completing a construction project. I argued $130,000. The contractor's lawyer argued $30,000. We had jury interrogatories with the specific question: "What was the reasonable cost to complete the project?" The jury answered: "0." I was devastated. I asked the judge to send the jury back. After all, the amount had to be somewhere between $30,000 and $130,000. He refused. On my way back home, I thought to myself that maybe I was not cut out for this stuff. But, what else could I do. So, I stuck with it again.


This week I listened to a Podcast interview of Seth Godin. http://www.ducttapemarketing.com/podcast.php The focus of the interview was Godin's 78 page book: The Dip: A Little Book That Teaches When to Quit (and When to Stick) . I bought the book for $7.77 and I would urge you to buy it also. I like it because it focuses on the importance of being number one-"the go to person" in your field. Godin says that to be a superstar it helps if your niche has a steep dip-the barrier between those who try and those who succeed. Microsoft has created a dip so deep and wide that its competitors quit before catching up. Apple has done the same with iTunes and the iPod. I believe I did it with my writing and speaking on transportation construction. No other lawyer had near the content or number of speaking engagements I had.


Godin notes that every project starts out to be exciting. Later there is a dip. Less successful people quit or decide it is OK to be average. Many successful people quit fast, quit often, and quit without guilt based on the priorities in their life. They commit to beating the right dips for the right reasons. They actually seek out dips and realize the bigger the dip, the greater the reward for getting through it.


One of the questions Seth Godin is frequently asked is how do you know when it is time to quit. He suggests that it is time to quit when you realize you are have been settling for mediocrity or when you see no measurable improvement and no way to change how you measure it. Seth Godin says the worst time to quit is when the pain is the greatest. For more about the book, go to http://www.squidoo.com/thedipbook.


A couple of months ago, I participated in a program for a very successful New York based firm. The title of the program was "Path to Partnership." The program was for the firm's senior associates. The managing partner introduced me and talked for about five minutes about his vision of the professional and personal attributes of lawyers the firm wants to have as partners. I followed with a one hour presentation. I told the associates there is no formula, but there is an approach that begins with figuring out what is important in their lives. After my presentation, five junior partners told the group about their path to partnership. One junior partner had been a lateral as a senior associate. Another had left the firm to try cases in the US Attorney's Office in Washington, DC. Two of the partners had been with the firm from the beginning. One told the associates that he had come to the firm for the summer while in law school "just for the experience." He never intended to come back as a first year associate. When he did, he planned to leave after a couple of years. Turns out he never left.

While each of the junior partners got to partnership in a different way, they shared one thing in common. During their years as associates, they experienced many dips. They each wondered if the effort they were making was really worth it. One young partner got through the dips because he needed the income to pay for the place he was living in the city. All five of the young partners said that a breakthrough occurred for them when they first sensed what they were doing was making a difference for a client. I came away with the appreciation that each of us encounters dips in our careers. In order to get through them we need a powerful reason-the reason that is the right one for us.

If you are interested in my PowerPoint or the handouts from this program, just let me know and I will send them to you.

Click here to get "the dip"

What Can We Learn from my Daughter, the Elementary Special Education Teacher?

Years ago when Jill was in college we were taking a father-daughter trip. While on the plane, Jill said: "Dad, there is something I have to tell you." With fear of what it might be, I replied: "What's that Jill?" She said: "Dad, I don't want to be a lawyer. I want to teach." I was quite relieved and I told Jill I admired her for following her passion.

Last year when she and I were preparing for a high school youth group program at our church, Jill showed me her journal from high school which included her life goals at the time. One of her primary goals was to teach special education.

Jill, occasionally reads my Blog. The other day I got an email from her. Here is what she said:

Dad you should write a Blog about elementary teachers for the lawyers you coach. A lot of things that we do can be applied to being successful as a lawyer.

Reasons:


  1. Elementary teachers spend all day working with lots of different personalities and learning styles. We have to approach each child differently. We have to constantly change what we are doing midstream so that we can work with those different styles. When we figure out that something is not working, we have to think on our feet and be a problem solver so that "no child is left behind." I bet that successful lawyers approach each client differently and they think creatively of ways to solve each client's problems.

  2. We love what we do and we don't do it for the money. In fact, most teachers spend more than they should to make sure that each child has a pencil, paper, lunch, or a warm coat. Most of us give selflessly. Why? Because we LOVE our children. I know that when I am at work I am in the zone. I love teaching my kids and would never do anything else. I bet that lawyers who really care for their clients will also give selflessly and be in the zone when helping them. I appreciate that a young lawyer may not have the contact with the client like we have with the kids, so that must be a real challenge.

  3. I am sure many lawyers think about how much time teachers have off and that the school day ends at 3:00 so we must have a really easy job. When we are teaching we work HARD! We are on our feet all day, and on our computers all night and all weekend. This is no 9 to 5. We give up our lunches so that we can walk a kid with a bloody knee to the clinic and make sure that he's patched up. We then hand that kid OUR lunch so that he has something to eat because the cafeteria is already closed. We give up our conference time so that we can tutor. We stay late at school so that the lesson is prepared for the next day. Why? Because we are dedicated to making a difference for our children. While we have time off in the summer, I always teach summer school and continue my education to continue learning to be a better teacher.


I would love for you to come up here one day and see what it takes to teach special education. The amount of patience I have to have each day is UNREAL. The amount of love and dedication I have to give each day is UNREAL. My kids struggle in so many ways. They each need so much love and attention. But, fulfilling that need is what makes it all worthwhile

Anyway, come have lunch one day and meet my little boogers.

Love you, Jill


I went to Jill's school last week. I have to admit, I was blown away by how her kids performed. Each of them has challenges learning and many have other issues as well. She has a way of reaching them that I would never have the patience to do.

What can we learn from Jill? I think she is following her passion. She has a clear idea of what she wants to do. She is very focused on serving the needs of her kids. While it may not be easy for us, if we can find the same things in our law practice, we will have the same kind of satisfaction Jill has.

Get Your Staff Involved in Creating Raving Fans

A few years ago one of my clients recommended I read Ken Blanchard and Sheldon Bowles' book "Raving Fans." I read it and thought it was a great book on client service. So, I bought dozens of copies and sent them to clients and sent them to the Jenkens & Gilchrist office administrators. Some of our offices developed "Raving Fans" programs in their offices. Staff members each read the book and brainstormed how they could better serve our lawyers and clients and make each group "Raving Fans." Then our offices started giving awards to members of the staff who had provided the most extraordinary client service. Then we created a firm wide award that we called the "Henry Gilchrist Award." Our awards usually centered on a fabulous vacation to a place our staff members might not visit on their own.

Why does any of this make sense? When we give our staff an opportunity to create "Raving Fans" service ideas, they realize that what they do is important to our firm success. It was amazing to see the energy generated by this program. By the way, Blanchard and Bowles realized this also. The next book they co-authored was "Gung Ho." In order to have clients who are "Raving Fans," you must have "Gung Ho" folks providing the service.

I often thought we should recognize associates in the same way. Having associates who are "Gung Ho" will help us make our clients "Raving Fans."

Click here to get Raving Fans or Gung Ho

 

Setting Goals; Questions I ask Myself

When I set goals I do a lot of brainstorming with myself, and with my wife, friends and mentors. I like to ask myself who, what, when, why, where and how questions. Try these when you are setting goals.

The Who Questions:

Who is important in my life?

Who do I want to benefit from what I am doing?

The What questions:

What are my strengths?

What are my challenges?

What do I want to accomplish?

What do I want to learn?

What do I want to experience?

What contribution do I want to make?

What do I want to have?

What do I want to earn?

What am I most passionate about?

What do my clients need the most?

What do I need to do to accomplish my goal?

The When Questions:

When do I want to accomplish each goal?

The Where Questions:

Where do I want to live?

Where do I want to visit?

The Why questions:

Why is each goal important to me?

And why is that important to me?

The How Questions:

How do I want to accomplish my goals?

How do I want to live?

Encouraging Associates

In most large law firms, associates are distinguished by: (1) their number of billable hours; (2) their class; (3) their practice group; and, (4) the office location. Before someone can coach or mentor an associate, he must know them not only as lawyers but also as people. I learned this when I was first assigned to be in charge of attorney development at Jenkens & Gilchrist. The associates who did not know me did not know whether to trust me. I decided I wanted to get to know as many of our associates as possible.

I was able to get to know our associates by taking them to dinner. Nancy and I took associates and their spouses or significant others to dinner in Dallas. Whenever I traveled to one of our offices I would take a group of associates to dinner. If Nancy could come along with me, we would take three associates and spouses or significant others to dinner. As a result, we were invited to weddings, received the first baby pictures, and we got to know the associates on a new and deeper level.

Encourage your partners to take associates and their spouses to dinner. When partners get to know associates on that personal level, a sense of trust is developed and loyalty is created.

Email Addiction Keeps Us Unfocused

The other day I was listening to a podcast interview of Timothy Ferriss, the author of a book titled, The 4-Hour work Week: Escape 9-5, Live Anywhere, and Join the New Rich. You can find the podcast at http://www.ducttapemarketing.com/weblog.php. The first thought I had is it is a shame we sell time because there is no way we could possibly have a four hour workweek. My second thought was: Suppose I only worked four hours a week, what in the world would I do with the rest of my week?I listened intently and thought Mr. Ferriss had some nifty ideas that we can apply to our own hourly billing driven careers. He coined the acronym DEAL.


  • Decide what you want

  • Eliminate things that do not lead you to what you want

  • Automate and delegate to others things they can do that enables you to do more important things

  • Liberate-use your newly found free time


Since I wanted to learn what I could do with the rest of my week, I bought Mr. Ferriss' book and went on his webpage: http://www.fourhourworkweek.com. There, I found an interesting discussion of E-Mail addiction. I urge you to read it because it provides statistical support for the conclusion that we have become addicted to email and our Blackberry's. I will leave the statistics for your reading. Mr. Ferriss notes that "Crackberry" was the official winner of the 2006 Word-of-the-Year as selected by the editorial staff of Webster's New World College Dictionary.

He also references IQ tests done in 2005 by a psychiatrist at King's College in London. The tests were given to three groups: the first did nothing but perform the IQ test, the second was distracted by e-mail and ringing phones, and the third was stoned on marijuana. Not surprisingly, the first group did better than the other two by an average of 10 points. More interesting was that the group stoned on pot did 6 points better than the group distracted by phone calls and emails.

If the tests reflect on the ability to concentrate, what do you suppose is happening to us as we try to do important work for clients while we are being constantly interrupted by the buzz or ding that we have gotten another email? Given that we are addicted, I know it would be challenging, but consider only looking at email from 11:30 to 12:00 and 5:30 to 6:00, or only looking at it the last 10 minutes of each hour. I believe we could be more focused and actually more efficient. Just suppose you created an auto-response, the kind you use when you are out of the office, that told people you are focused on an important project and will be checking email at 11:30 or 5:30. Do you think you would lose any clients? I think clients would actually appreciate knowing you are totally focused on their matters.

Click here to get The 4-Hour work Week

Client Development is not Selling

I hate any sentence that includes the words sales and lawyers. I hate to be sold anything and I know clients do not want to be sold. Many marketing managers in law firms treat client development and marketing as if it were selling a product or service. Perhaps that approach is based on their experiences outside of the legal field. When lawyers hear that approach they cringe each thinking about the cold calls they have received from boiler room stockbrokers.

Our clients are like us. They cringe at that thought of being sold anything by a lawyer. I am reminded of a story an assistant general counsel told me of a lawyer who called to set up a meeting, stating he would be in Omaha in a couple of weeks while he was on his way to San Francisco. Well, unless he was traveling by covered wagon, it was highly unlikely he would just happen to be in Omaha on his way to San Francisco. 

Cold calls are very difficult for lawyers. I feel the only way to approach a potential client without an invitation is to give something of value. It could be a book, article or memo you have written on a topic the potential client would value. I remember a few years ago the federal regulations on a topic of particular interest to the construction industry changed. Before the ink was dry on the revised regulations, I had written a summary in simple non-legal language with bullet points on what to do and what not to do. I sent my summary to as many potential clients as possible, as well as contractor associations who published my summary and suggestions in their newsletters.

I clearly was approaching potential clients without an invitation, but I was not directly selling them. I did not include a firm brochure or any other sales materials. All I did was put my contact information on the cover sheet of the memorandum underneath the title. So, clearly an effective way to make an uninvited contact with a potential client is to be on top of what is going on that will really affect their business and then being first to market with something they will value. When you are able to do this you actually are creating a market. 


We are Virginia Tech

I suspect that most of you who regularly read my Blog do not know that I am a Hokie, Virginia Tech alum. Needless to say this past week has been one of soul searching and trying to find meaning about lots of things.  

As I thought about the terrible tragedy that occurred last Monday, I thought of Holocaust survivor Viktor Frankel's book "Man's Search for Meaning." In the book Frankel tells us we can find meaning by creating a work or doing a deed, by experiencing something or encountering someone, or by the attitude we take toward unavoidable suffering. Frankel asserts that this unavoidable suffering "can bear witness to the uniquely human potential at its best, which is to transform a personal tragedy into triumph, to turn one's predicament into a human achievement." 

It was with those thoughts that I watched the convocation in Cassell Coliseum on Tuesday. It was a very somber and quiet group. One newspaper reported that when a minister asked for a moment of silence, there was already silence. Then, after all others had spoken, including the President of Virginia Tech, the Governor of Virginia, and The President of the United States, George Bush, Professor Nikki Giovanni came to the podium and presented a poem "We are Virginia Tech" that transformed the crowd and anyone who heard it, including me. If you haven't heard it, I invite you to watch and listen. http://www.vodpod.com/pod/show_video/47386 

As lawyers, I hope we do not have to wait for unavoidable suffering to find meaning in our careers and our lives. Can't we find meaning by creating a work or doing a deed, or by experiencing something or encountering someone? I have learned that while I may be inspired by the words of someone like professor Giovanni, my real inspiration and meaning in my life must come from within. So must yours. 

 

Developing the Next Generation of Great Virginia Lawyers

I did a number of presentations in January. One presentation was at the Virginia Bar Association Annual Meeting and was at the Managing Partners luncheon. I particularly enjoyed the opportunity to speak to this group because it gave me a chance to make the business case for attorney development. As you will see below, I began by focusing on the next generation 

"Developing," "Next Generation" and "Great" 

I love the title of my presentation even if I had little to do with selecting it. The three important parts of it are "developing," "next generation" and our desire to develop "great" lawyers. 

There are likely several reasons that focusing on developing the "next generation" is important. But, I want to address two reasons here. First, Stephan Covey, the famed author and speaker talks about our desire to live, to learn, to love, and to leave a legacy. As law firm leaders we can only leave a legacy if we are developing the next generation of our lawyers to make our firm even more special. Second, when we use the term "next generation", we must realize they are unique, special, and differ in many ways from our own generation. Much has been written about the "X" generation and the "Y" generation and how their ideas and values differ from those of us who are baby boomers. I learned this the hard way when I was made the partner in charge of attorney development. I have written an article about recruiting and motivating the "Y" generation. I decided to write it as if a managing partner was giving a presentation about the firm to a group of summer associates. The managing partner was focusing on things I have learned that are important to that generation. New lawyers want to be part of a law firm that: 



  • Is honest with them and does not "sugar coat" what it will be like to work at the firm after graduation; 


  • Has a clear sense of purpose, vision, core values and makes clear what each lawyer can do to contribute to the firm's success; 


  • Emphasizes the importance of teamwork and recognizes the contribution of even the most junior lawyer; 


  • Offers challenging assignments; 


  • Focuses on training and development of its lawyers; 


  • Models the behavior it expects from associates; 


  • Provides mentoring and coaching; 


  • Provides constant feed back rather then just one or two times a year; 


  • Has the most up to date technology and uses it; 


  • Appreciates diversity and embraces it; 


  • Focuses less on hours and more on revenue or profitability; and 


  • Is a fun place to work. 



If you are interested in reading the entire handout materials or receiving a copy of my PowerPoint slides, please send me an email 

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The Achievement Trap

Christina Bost-Seaton is the co-author of my book Say Ciao to Chow Mein: Conquering Career Burnout and a third year associate in a New York City firm. She writes frequently for her state bar publications. Recently she sent me her thoughts on the achievement trap and gave me permission to share them with readers. 

Many young adults today are conditioned to achieve because we enjoy the recognition we obtained from our achievements.  Gold foil stars in kindergarten told the other kids how great we were.  Student of the Month assemblies were public recognitions of our achievement, lauded before all our peers, our peer's parents, and the community via those bumper stickers.  Everyone knew that we were special, just like Mom and Dad said. 

This continued with Honor Roll, Deans List, Magna Cum Laude, acceptance to prestigious professional schools and graduate programs, job offers at white-shoe law firms, investment banks, hospitals, and consulting firms.  Family and friends congratulated us with every achievement. 

The culture of self-esteem taught parents, teachers, friends, and family, to praise achievements.  Like Pavlov's dogs, we are now conditioned to achieve. 

When we think of achievers in the past, we think of people like Albert Einstein or Benjamin Franklin.  These men worked towards achieving things in areas about which they were passionate.  The achievers we remember today aren't necessarily the people who had the longest resumes and titles racked up.  Can any of you name the most-titled members of Debretts Peerage in 1780?  Exactly. 

Rather, the achievers who are remembered are those who achieved goals that were interesting and important to them. 

Young adults today are caught in the Achievement Trap.  We find ourselves continuing to have a desire to achieve, but now, the platitudes don't mean as much.  Achievement, by itself, is a hollow reward. 

You need to figure out what you are passionate about, what interests you, and what you want to spend your time working towards.  Achievements in those areas are far more fulfilling, because they will result in the praise of your biggest critic - yourself. 

Say Ciao to Chow Mein: Conquering Career Burnout 

 

The Secret: Part 2

Last Thursday I ate lunch with three associates in my former law firm. During the lunch, one of them told me she had seen my post on "The Secret." She said after reading a draft of my new book: "Prepare to Win," and reading my post last week, she finally knew my "secret." I said: "Ok, tell me what you have figured out." 

Her response surprised me. I guess I had never thought about what I have done in my career and life as succinctly as she put it. Here is what she said: 

"You have figured out what you want in your career and life, you have a plan to achieve it and you stay focused on what is important to you. 

You have figured out what your clients and potential clients want and need, many times before they know themselves and you find a way to give it to them, so they want to use you to help them. 

You know that each of the people who work for you is unique and different and you have figured out what buttons to push to get their very best. 

You focus your personal life on your family and to the extent that you can you arrange your work schedule to enable you to do things with them that they value. 

Finally, each and every day you are trying to get better at what you do in your professional life and personal life, and that motivates and energizes you." 

I was impressed with my former associate's insight. When I practiced law I did things instinctively. Now that I am no longer billing 2000 hours, I can take time to reflect and understand why some things worked well for me and others didn't. I hope you find something in my "secret" that will enable you to achieve your own career success and life fulfillment. 

 

The Secret

I received a call the other day from a friend in Washington DC. She started the conversation by telling me she had figured out my secret. Then she told me she had recently seen the DVD "The Secret" and after seeing it what I had been telling young lawyers started to make sense to her. Well, I had to buy the DVD to better understand my "secret." 

I went on Amazon and ordered the DVD and discovered that "The Secret" is also available in book form. The day I placed my order I came home and while flipping channels learned that the four people who had made the movie were on Larry King. I purposely did not watch the interview in part because I did not want to be influenced by anything till I saw it myself. If you want to read the transcript you can find it on CNN's website: 

http://transcripts.cnn.com/TRANSCRIPTS/0611/16/lkl.01.html

What is the secret? How have I applied it without really knowing about it? I watched the movie on my iPod while flying this week. It was a little challenging watching on a small screen and even more challenging taking notes on my Blackberry. Put simply, we are a product of what our mind is thinking. If we focus on what we don't want we will likely get more of it. On the other hand, if we have a burning desire to have something or achieve something and we focus on it, we are more likely to achieve it. 

As some of you know, in 1978 I was practicing law in Roanoke, Virginia. I decided that year I wanted to be the number one transportation construction lawyer in the United States. I told my partners who looked at me like they were thinking: "There is no way someone practicing law and living in Roanoke, Virginia can do that." Well they were right about a small part of it - I could not ultimately live in Roanoke and travel all over the country. 

That same year I told my partners that in 1980 I intended to make three times what I made in 1978. Once again they gave me "the look." 

When I left Jenkens & Gilchrist to pursue my new adventure helping lawyers, I told people I intended to generate $1 Million in fees in 2007. In all the cases I was not driven by the money. I was driven by the burning desire to be recognized as the very best in the country at what I was trying to do. 

If you are skeptical about the power of focusing on something you want to do or achieve, I am living proof that it works. If you get a chance, buy the DVD or book and then take a look again at what I have written about taking responsibility for your career, clearly knowing what you want, developing a plan to achieve it, and then executing the plan. Also, follow the advice of each day thinking about the things for which you are grateful. 

After you watch or read "The Secret," please leave a comment, I'd like to know your secret. 

 

More Client Development Questions for You

In the last two weeks I have given a presentation to a group of 100 construction industry executives attending a meeting in San Francisco and to 200 construction industry executives attending a meeting in Orlando. The focus of my presentation was to let them know what they need to do to stay out of trouble in the post Enron era.

These client development opportunities caused me to think about some more questions that I hope will get you thinking more about your own client development opportunities. I posed some questions for you to consider in my blog posted last week. After you consider those questions, I would enjoy receiving your answers and thoughts about the following questions focused on serving potential clients who are not using you or your firm now: 


  1. Do you think it is easier to get clients to hire you who have a legal matter right now or clients who do not have a legal problem right now? Why do you think it is easier to get business from the group you selected? What do you think is the most important thing you can do to get business with each group? 

  2. I believe we have gone through four eras of client development in my career. The first was just do good work. The second was brochures and newsletters. The third was websites and branding slogans. The most recent is creating ideas your clients find to remarkable. What are examples of remarkable ideas that will bring clients to you or your firm?

  3. What problems, opportunities or changes do your potential clients face and what unique solution does your firm offer clients? What unique solution do you offer? Why should a new client hire your firm? Why should they hire you? 

  4. I have often said that selling legal services is counter intuitive. The harder we try to sell the less successful we will be. Yet, I have used one selling technique that has produced millions of dollars in fees from new clients. What do you suppose I have done and how can you implement the same technique? Here are a couple of hints. First, think counter intuitively. Second, consider some of the questions above. 

  5. Suppose my goal in making the presentation to the contractors in San Francisco and Orlando is to get them to hire me at some future point. What advice would you give me on what to do before, during, and after the presentation?

  6. Finally, based on your thinking of the above questions, what is the one thing you can do in 2007 you are not doing now that will generate the most business in the long term? 


Add a comment or drop me a note with your answers and thoughts. 


Questions to Improve Your Client Development Efforts

I know many young partners and senior associates who are working as hard as they think they can. So, when I tell them they can increase their level of business by 50% in a couple of years, instead of seeing excitement in their eyes, I see pain. I can tell they are thinking: "I don't want to work any harder." 

The top producing lawyers work hard. There is no doubt about that. But, most of them also make time for their families and personal interests, because they use their time wisely. They have a plan and use systems to be efficient. They also employ the 80-20 rule, spending 80% of their time on the top 20% of clients or activities that produce business. 

If you want to improve your client development efforts in 2007 without burning out in the process and you do not know where to start, here are some questions to answer: 



  1. What is the industry of your major clients? 


  2. What steps have you taken to understand their industry, their business and their needs? 


  3. What are you doing to build a team to help you with your work? 


  4. What do you consider to be your major strengths? 


  5. What do you consider to be areas where you could improve? 


  6. What client development efforts did you make in 2006? Which were successful? 


  7. What do you perceive as obstacles to your client development success (either firm or self-imposed)? 


  8. What have you done to expand relationships further with your existing clients? 


  9. What are your clients problems, opportunities and changes that are impacting them and what makes you uniquely able to solve the problems or help them with opportunities and changes? 


  10. What is the one thing you can do that you are not doing now that would have the greatest impact on your client development efforts? 



Isn't it time to develop a business plan and focus on achieving it? I have a Business Plan template I urge lawyers I am coaching to use as a starting point. If you send me an email requesting it, I will send you a copy. 

cparvin@cordellparvin.com 

 

How to go from burnout to balance?

We live in an interesting and challenging time. Never have we earned more and spent more, and never have we been so unhappy. College students, graduate students, young professionals, and businessmen and women increasingly find that their lives are void of happiness and meaning. According to Richard J. Leider's The Power of Purpose, adults over the age of sixty-five consistently say that if they could live their lives over again, they would be more reflective, more courageous, and more focused on finding purpose earlier on. Evidence of the decline in happiness and purpose is apparent when one looks at the recent rise in the study of how to attain them:


  • Stephen Covey's The 7 Habits of Highly Effective People: Powerful Lessons in Personal Change was first published in 1990. Since then, more than 10 million copies of the book have been sold.

  • In 2002, The Purpose Driven Life, a Christian book about finding purpose, was published. It has now become a worldwide bestseller.

  • In 2006, the most popular course at Harvard in the spring semester was Psychology 1504, "Positive Psychology." Close to nine hundred students crowded into Memorial Hall Sanders Theatre each Tuesday and Thursday to hear Professor Tal Ben-Shahar's lecture on "how to get happy" and how to find "a fulfilling and flourishing life." In a March 10, 2006 article about the course, The Boston Globe reported that in the last several years, positive psychology classes have cropped up on more than one hundred campuses around the country.


Clearly, finding happiness and fulfillment in our careers and in our personal lives is an enormous challenge that we face. Moreover, the line between our careers and personal lives has largely been erased, and thus many of us lack a sense of control over our lives. The net result is that more and more people feel stressed and burned out. Despite today's challenges, some people are thriving in their careers and personal lives even while working the same amount of time as those who are burning out. What accounts for this disparity? The answer begins with attitude. Those thriving assume responsibility for their happiness and success and take a proactive approach to cultivating fulfilling lives. They've established their goals, discovered their values, and defined their own sense of work-life balance based on their priorities. As a result, they are "in the zone" in whatever activity they undertake, and they have found purpose in their careers and lives.

This blog comes from the introduction I wrote to Say Ciao to Chow Mein: Conquering Career Burnout. In Ciao, I answer the question of how one goes from burnout to balance by demonstrating how one can adopt the proper attitude and put into practice the methods of those who've attained career and life satisfaction. Ciao is the parable story of Tony Caruso, a young, burned-out attorney who learns how to live according to his priorities and, thereby, achieves his desired career and life balance. Click the link below to find out how to get the first couple chapters of Ciao free.

Click here to get Ciao!

Click here to get The 7 Habits of Highly Effective People

Click here to get The Purpose Driven Life

Living Based on Your Priorities


Christy is one of my all time favorite young partners. Why? Christy is the "real deal." She is an extremely talented, self-starter who knows what she wants to accomplish in both her professional life and her personal life, and she plans her time around her priorities.


Christy is a long-term health care lawyer. She made equity partner in her firm when she was 32. Her husband is also an equity partner in a large law firm. She had two children while she was an associate. Christy is also a happy person who is not stressed out by her work and life.


Christy recently conducted a program for all the associates in her firm titled: Taking Control of Your Non-Billable Time.


Christy sent me the PowerPoint slides and it is clear that she has successfully implemented in her own life many of the ideas I suggest young lawyers consider. I wish every young lawyer would have a chance to listen to Christy's program.


In her presentation Christy told associates they cannot have it all and they have to make choices based on their priorities. She plans her life around her priorities (does that sound familiar?) Christy has established life time goals in the four categories I suggest:

  • Physical/Financial
  • Mental/Learning
  • Emotional/Relationships
  • Spiritual/Values

Christy's priorities include her family, church, work, and public service. Recognizing her priorities Christy was able to do one activity that included all of her priorities. How, you ask?

Christy was asked to be a deacon in her church. While the time commitment was not great, she declined because it would take her away from her family. Instead she started the children's choir at her church. Here is Christy's description of a public service project her choir did.

"My children's choir chose as our public service project to go sing at nursing homes (hmm wonder whose idea that was?) Around Halloween, I took the choir to sing and hand out care packages to one of my church-affiliated nursing home clients." She sent a photo of the choir to the CEO of her client with an email.

From: Christy
To: Shelley; David Smith; Kimberly
Subject: "I Saw the Light"

Mr. Smith, Shelley and Kim, I just wanted to let you know how much my Children's Choir enjoyed singing for the residents at Wedgwood yesterday and spending time with them handing out treat bags. Kim, thank you for coming in on Sunday afternoon to show us around. I am attaching a few photos. I apologize for the quality. My son is the cowboy on crutches.

Christy

This is the email reply she received from the CEO who she had always called Mr. Smith.

From: David A. Smith
To: Christy
Subject: RE:"I Saw the Light"

Christy, the pictures are neat...I recognized your son immediately (looks like his mother). Thank you for bringing the children and spending time at Wedgewood. Our residents always look forward to and enjoy children visiting.

P.S. I think you should call me David.

Thanks, David

Christy did not start the children's choir for business development. She started it because she wanted a church activity she could do with her children. She wasn't marketing when she took the children to Wedgewood. But, that public service project connected her in a meaningful way with her client that had nothing to do with legal work.

How well are you planning your personal time and non-billable time? Is it based on your priorities? Let me know if you would like more information about Christy's presentation.

12 Month Reading List

I have always been an avid reader of books I thought would improve my skills in client development, leadership, teamwork and a variety of other topics, and help me use my time more effectively. I learned long ago a way to read business books. I first skim the book. In that process I decide what is important that I want to go back and read in detail.
People often ask me for a list of books I would recommend they read. So, I put this list together with the idea of you reading a book a month. Considering I am posting this blog in February, you may want to adjust the schedule accordingly. However, if you can find the time, I'd suggest you quickly read January's book and then get right into the book for February. I hope you find each book to beneficial to you and I hope you enjoy them.
January: Getting Things Done by David Allen
February: Overachievement by John Eliot
March: The Power of Full Engagement by Jim Loehr and Tony Schwartz
April: The Ultimate Guide to Mental Toughness by Daniel Teitelbaum
May: The 7 Habits of Highly Effective People by Stephen R. Covey
June: The Speed of Trust by Stephen M.R. Covey with Rebecca Merrill
July: Never Eat Alone by Keith Ferrazzi and Tahl Raz
August: Raving Fans by Ken Blanchard and Sheldon Bowles
September: High Trust Selling by Todd Duncan
October: 10 Secrets of the World's Greatest Business Communicators by Carmine Gallo
November:  Making Rain by Andrew Sobel
December: Trusted Advisor by David H. Maister, Charles H. Green and Robert M. Galfard
Six Bonus Books if you have already read any on the list above:


  1. Selling with Emotional Intelligence by Mitch Anthony

  2. How to Connect in Business in 90 Seconds or Less by Nicholas Boothman

  3. Heavy Hitter Selling by Steven W. Martin

  4. The Likeability Factor by Tim Sanders

  5. Presenting to Win: The Art of Telling Your Story by Jerry Weissman

  6. Leading with the Heart by Mike Krzyzewski


By the way, please feel free to post comments to this blog as you read the books. Tell me what you found helpful. I like receiving your feedback.
 
 

 

The Purpose Driven Law Career

Someone once asked Albert Einstein "if you could ask God one question, what would  it be?" He first replied he would ask God how the Universe began. After reflection, he said he would ask God why the universe began, because then he would know the meaning of his own life.
Perhaps the most powerful discussion on life purpose can be found in Viktor Frankl's book: Man's Search for Meaning, which was dictated in nine days and sold nine million copies before the Vienna psychiatrist's death in 1997. In trying to examine his own life purpose after losing his entire family, including his wife, in the Holocaust, Frankl left a legacy for all:
"Everyone has his own specific motivation or mission in life; everyone must carry out a concrete assignment and demand fulfillment. Therein he cannot be replaced, nor can his life be repeated, thus, everyone's task is unique as his specific opportunity to implement it."
More recently, Dr. Rick Warren wrote in the best selling book The Purpose Driven Life that he once got lost in the mountains and stopped to ask for directions back to his campsite. He was told, "You can't get there from here. You must start from the other side of the mountain." This didn't mean his goal was impossible. What it meant, and what it can mean to you, is that no goal is possible if you focus on the starting point. You need to be able to see past whatever's blocking your path real or imagined mountains and view the endpoint. If you keep your sight focused on your goal, you will find your way under, over or through any obstacles in your way.
It's vital, then, to use your vision wisely to set your sights on the goal you truly wish to achieve. If your vision ends at your annual review, at the end of the month, or on your next payday, your success may end there as well. If your vision is based on someone else's ideal is pleasing a parent, spouse, or boss, your goal will end at the edge of their sightline, not yours. But, if you apply your vision to your purpose, the end is limited only by your view of the horizon.
I always enjoy your feedback. Please feel free to make a comment or ask a question.
 

Listen to Maya Angelou

I have been asked by the American Bar AssociationYoung Lawyers Division to speak at their spring meeting in Montreal. The title they are thinking about: "Come on Baby Light My Fire: How to Reignite Your Flame with the Law" caused me to think about the points I will want to make to those who attend. The points I want to share are in my books "Say Ciao to Chow Mein" and "Prepare to Win," but young lawyers can learn a great deal about the same subject by reading and listening to Maya Angelou, a person I deeply admire. I hope young lawyers also admire her. I once heard her say that if we do not like our situation we need to either change it or change how we look at it. In an interview I recently read, she made the very points I tried to make in "Say Ciao to Chow Mein." Here is what she said: 

"I was so naive about so many things. I remember wanting very much to be successful. I had a singing career then and had just released my first album, Miss Calypso. But I didn't think that that was going to make me a success. I thought I was going to become a prosperous real-estate broker. I had this image of myself with my briefcase, wearing alligator shoes, carrying a matching purse and wearing a pair of lovely little suede gloves that stopped right at the wrist. Of course, my life unfolded along a much different path, but back then, I thought that being successful was mainly looking the part and being able to afford the material comforts. Yes, it is good to want to be successful at something, but I know now that money doesn't measure success. You can only become truly accomplished at something you love. Don't make money your goal. Instead, pursue the things you love doing, and do them so well that people can't take their eyes off you. All the other tangible rewards will come as a result." 

Some dictionaries define success as the attainment of wealth, power, favor, or eminence. Young lawyers seeking those things will likely be disillusioned because when you get it you are not even satisfied. I have lived my life and have based my law career on redefining success to make sure it includes following my passion and being engaged in work that benefits others. There can be no real, long lasting success without fulfillment. What are you doing to find fulfillment in your career and life? What do you need to change? How can you change how you are looking at your situation? 

 

 

Your Burning Desire

Two years ago, Paula Nailon from the University of Arizona and I moderated and presented a program for the ABA YLD fall meeting in Austin. I gave a presentation on Success: Determining and Achieving Your Purpose, Values and Goals based loosely on a program I had done for lawyers in my old firm and for law students at several law schools.

After my presentation a young lawyer asked me what separates the superstar young lawyers from the rest of the pack. I mentioned that the very best young lawyers I know have a "burning desire" to be the best at something and work hard achieve it. I call it the "fire in the belly."

Before I went to law school I was inspired by the book "Think and Grow Rich" by Napoleon Hill. I know of very few lawyers who ever heard of the book. Napoleon Hill was born into poverty in the coal fields of southwest Virginia in 1883. (I have tried cases in the county where he grew up and it is still impoverished.) Hill accomplished some great things as an attorney and journalist, but also had many failures along the way. His big break came when he was commissioned by the wealthy steel baron, Andrew Carnegie to write a book describing the characteristics of people who achieve true financial success and happiness in their lives and those who don't. It took Hill over 20 years to produce the book.

Recently I was looking for a Napoleon Hill quote: "Whatever your mind can conceive and believe, it can achieve" and found many websites that permit downloading the book at no charge. I downloaded it from http://www.onestopinternetbusiness.com/tgr.pdf and have enjoyed reading it again. I believe the 13 principles he outlined in the early 1900s still apply today. I hope young lawyers and law students who are interested will read the book. Consistent with my answer to the question at the YLD Austin meeting, Hill's first principle was "Desire." He believed desire is the starting point of all achievement. He ended the chapter on desire by noting that his message was going out during the most devastating depression in American history. To those who were wounded by the depression he stated: "To all these I wish to convey the thought that all achievement, no matter what may be its nature, or its purpose, must begin with an intense, BURNING DESIRE for something definite. Through some strange and powerful principle of 'mental chemistry' which has never been divulged, nature wraps up in the impulse of STRONG DESIRE 'that something' which recognizes no such word as impossible, and accepts no such reality as failure."

When I work with young lawyers, I focus on career success through taking control, setting energizing goals and planning. I teach them how to set goals that will inspire them and energize them. The goals represent the "something definite" Hill mentioned. Each young lawyer with whom I have worked is unique, gifted and very special and has virtually unlimited potential to achieve his or her own unique personal and professional goals. I am convinced young lawyers can be successful (as they choose to define success) if they have the BURNING DESIRE to achieve their own unique goals.

 

Building Trust Means Character and Competence

I read each book Stephen Covey writes. I not only read them, but I also recommend that each lawyer I am coaching read them and I frequently buy multiple copies and give them away. Stephen Covey's son, Stephen M. R. Covey recently authored "The Speed of Trust: The One Thing that Changes Everything." I recommend that you read the book. 

Covey asserts that both character and competence are vital to trust. The first wave of trust is self-trust, which includes: integrity, intent, capabilities and results. The second wave is relationship trust. For lawyers this is about client relationships. There are a great number of character and competence behaviors. I will let you buy the book to get the complete list. I will merely discuss a few of the behaviors and describe the importance to lawyers.  

The first character based behavior is to "talk straight." What does that mean for lawyers? First and foremost it means telling a client when we are not the best lawyer to handle his matter. It might be outside our area of expertise, or someone might be able to handle it at a far lower cost. It is important that we convey to clients that we are putting their interest first and we can do it by talking straight with them. 

One of the competence based behaviors is to deliver results. For us to do this, we need to clarify what the client is seeking at the beginning of the engagement. Then, we have to "talk straight" with the client about his chances of obtaining the desired results. If we tell the client he will be able to get the result he desires, then we must deliver. Getting results also includes meeting the agreed expectations on the amount of the fee, or conveying to the client when something has caused the fee to increase. 

One of the character and competence behaviors is to listen first. As lawyers we need to thoroughly understand our client's problem before we start offering advice. In law school we are taught to speak, but not taught to listen. We need to learn to listen better. 

This book, like every other business book I read, does not have something on each and every page we can apply to our legal careers. So, if time is an issue for you, I suggest you read it the way I read business books. I skim the book from cover to cover and then go back to the parts of the book that I decided were particularly relevant to me. 

 

Becoming Remarkable

I have learned from my coaching of senior associates and junior partners that many young lawyers don't know where to start with their client development efforts. They mistakenly think they need to sell clients, make cold calls and figure out other ways to solicit business. Since all of this is distasteful to most, they don't ever get started. 

In a nutshell, here is what I am trying to teach young lawyers: You cannot directly market or try to sell clients. The harder you try to sell the less successful you will be. Clients want to buy (or need to buy), but they do not want to be sold. Whatever you tell clients about how good you are or how your service is extraordinary, they will likely not believe it because your competitors are telling them the same thing. Clients do not want to hire lawyers who are ordinary. They want to hire lawyers who are extraordinary, remarkable and memorable. The game plan for successful client development is having the clients come to the lawyer as a result of creating something remarkable or being remarkable and having clients, potential clients and people who can refer business talk about the lawyer. Seth Godin, a marketing guru says that the premise of remarkable is to have non-compensated third parties become an evangelist for you and your services. 

In a world where law firms and lawyers all look alike, how can a lawyer stand out from the crowd and be remarkable, extraordinary and memorable? I teach lawyers how I did it and how they can do it. The first step in becoming remarkable is to determine what you want in your career. Second, you need to learn how to become credible by building your profile. Third, you need to learn how to determine your clients' and potential clients' views, biases, and perspectives so you can create something that will be noticed and be remarkable in the eyes of those who might hire you. 

Let me give you a personal example: In January 1983, President Reagan signed into law the Surface Transportation Assistance Act of 1982, which doubled the federal funding for highway construction. The Act included a provision requiring that not less than 10% of the funds must be expended with Disadvantaged (Minority) Business Enterprises. Overnight that quadrupled the amount that had previously been spent with those firms. It created a huge problem because there weren't enough qualified and adequately capitalized firms to do the new volume of work. I knew this would be a big issue, so I studied everything I could on the issue, put together a notebook and ultimately wrote a guide for contractors. I was then asked to speak at contractor meetings across the country. I was on a panel with a lawyer from the Federal Highway Administration who recognized I knew this program backwards and forwards. About a year later he received a call from the general counsel of the largest highway contractor in the United States asking who he would recommend to help them with a problem in Atlanta. He told them they had to hire me because I knew more about the law on minority contracting than any other lawyer. They hired me and for the next 20+ years they were my largest client. That is what client development is all about. Incidentally, the Disadvantaged Business Enterprise program 24 years later remains a huge legal issue. In the last year I was hired by the Associated General Contractors to write a "Tool Kit" to help their members comply with the law. 

Each young lawyer I have met can be remarkable if they are open to trying, and if they make a commitment to work at it. 

Have a wonderful New Year and think of how you can become remarkable in the eyes of the clients who might hire you. 

 

What Makes You Unique?

Over the last month I have focused on the importance of being or creating something remarkable. We need this because we want clients, prospective clients, and people who can refer business to us to become evangelists for us. In the past it was easier to be remarkable. There were fewer lawyers and most businesses were owned locally. There were no firm websites, no email, and clients were not inundated with lawyers trying to get their business. Lawyers developed business by doing good work, being active in their community, and obtaining an AV Martindale Hubbell rating. 

Today it is far more difficult. The number of lawyers has mushroomed, law firms are bigger, clients have consolidated and moved, and clients are challenged to see differences between one lawyer or law firm and another. Over many years, I have encouraged lawyers I coach to focus on what makes them unique and what they can create that clients will find uniquely valuable. I owe my client development success to creating booklets, workshops and other materials that clients, potential clients, and people who referred business found to be remarkable. 

Christy is a young partner from Nashville I am coaching. She is married, has two children, and already brings in a significant amount of business. Christy actually helped me develop part of the story in my new book Rising Star. I am confident Christy will be even more successful as she goes forward. Why do I believe that? First, Christy has a burning desire to be the best long term health care litigator in the country. She works at it each and every day. Second, she focuses on her life priorities which are her family, church, and career. Third, she uses her time more wisely than just about any lawyer I know. Finally, as successful as she is, she is still open to coaching and has applied things we have talked about and experienced success as a result. 

There is something else that makes Christy unique and special. She sings gospel music with a Nashville sound that blows me away. If you want to hear the star I am coaching, click on the website for her church that is below. Then, click on November 19, Gospelaires. Even if you are not a fan of country music, I think you will see that not only can Christy sing country gospel, but she also lights up the room when she comes in. 

http://www.woodmontchristian.org/videos.htm 

 

Being in the Zone

Even if you are not a sports fan, you likely would enjoy watching Michael Jordan play in the NBA championship or Wayne Gretsky play in the Stanley Cup Championship. These two great athletes made it look effortless and were at the top of their game when it was needed by their team the most. I loved watching them because they were so focused on what they needed to accomplish. 

In the book "Michael Jordan Speaks" by Janet Lowe, Michael explains what it means to be in the zone on the court. "Once you get into the moment, you know you're there. Things start to move slowly, you start to see the court very well. You start reading what the defense is trying to do. And I saw that, I saw that moment." Wayne Gretzky was once asked the difference between a good hockey player and a great one. He reportedly answered: "A good hockey player plays where the puck is. A great hockey player plays where the puck is going to be." 

What then is the lawyer equivalent of being in the zone? I think first it means being in the moment. The best lawyers I know work when they are working and are focused on what they are doing. For many of us we are so very easily distracted by emails or someone coming in the office to chat about the weekend. 

What is the lawyer equivalent of playing to where the puck is going to be? I think it is anticipating our clients' needs before they have expressed them. We can really differentiate ourselves from other lawyers when we are looking ahead in that way. 

 

Clarence Darrow-He Inspired Me to Become a Lawyer

I remember when and why I decided I wanted to become a lawyer. I was in eighth grade and, already a fan of biographies (and I remain one to this day), I purchased a book called My Life in Court, an autobiography written by Clarence Darrow, an outspoken opponent of capital punishment, an advocate for civil rights, and proponent for the teaching of evolution. (I still have the book today, its $.1.95 price tag clearly visible.) Brilliant, witty, profound and genuine, Darrow inspired me with words that still resonate with passion nearly seven decades after his death. He also taught me to think and to question things others did not question. 



  • As long as the world shall last there will be wrongs, and if no man objected and no man rebelled, those wrongs would last forever, 


  • Chase after the truth like all hell and you'll free yourself, even though you never touch its coat tails. 


  • History repeats itself. That's one of the things wrong with history. 


  • I am a friend of the working man, and I would rather be his friend, than be one. 


  • I am an agnostic; I do not pretend to know what many ignorant men are sure of. 


  • If you lose the power to laugh, you lose the power to think. 


  • Just think of the tragedy of teaching children not to doubt. 


  • At twenty a man is full of fight and hope. He wants to reform the world. When he is seventy he still wants to reform the world, but he knows he can't. 


  • No other offense has ever been visited with such severe penalties as seeking to help the oppressed. 



Many of us entered the legal profession full of fight and hope that we could reform the world and make it a better place. We also wanted to help the oppressed. We learned we could not do those things working for a law firm helping corporations. Yet, opportunities exist to make a difference through pro bono work and through many bar association activities. Even when we are helping corporations, we are helping the people who own stock and the people who work for the company. Think about what motivated you to become a lawyer and find ways to do as much of it as possible. 

 

Making 2007 Your Best Year Ever

Are you willing to go on a journey with me and see if it makes 2007 your best year ever? 

I contend that no matter how successful you have been in the past, 2007 can be your best year ever. I also contend that for most people, it is the small things that will make the biggest difference. If you are interested, I want you to answer the following questions about yourself. You can email your answers to me if you would like my thoughts. I will also give you my Top 10 Tips for Making 2007 Your Best Year Ever. 

Here are my questions: 

1. What are your hopes for your career in 2007

Create 3-5 goals that will lead you toward the hopes you have for 2007. 

2. What are your hopes for your career over the next five years? 

Create 3-5 goals that will lead you toward the hopes you have for your career over the next five years. 

3. What is the one thing you could do in 2007 that you have not done before, that would have the greatest impact on your career? 

Several years ago, I decided that the one thing for me was to use my time more wisely. I also decided that I needed to plan my time each week and write down what I planned to do. 

4. What is holding you back

In my case, I know I lack self discipline, and more than anything else, that was the most critical thing holding me back. I knew what I should do, but did not have the discipline to always do it. 

5. What are you willing to do to become more successful

I like the quote attributed to a wide variety of college football and basketball coaches. "Most people have the will to win, few have the will to prepare to win." 

Here are my Top 10 Tips: 



  1. Write down what you want to accomplish in 2007. 


  2. Prepare a Plan so you use your non-billable time wisely. I can provide you with templates to consider. 


  3. Decide on one area to learn that will enable you to be a more effective lawyer in your field. One year I decided to focus on communication to juries. I bought every book I could find on the subject, listened to every tape and read every article. 


  4. Read or listen to one book a month on success, client development or other topics that will make you more effective. If you send me an email, I would be happy to send you my list of books that will make the biggest difference in your career and life. More importantly than reading the books is actually implementing 2-3 things as a result of reading the books. 


  5. Use your time more effectively. Time is our most valuable resource. Whether we care to admit it or not, our challenge is not that we do not have enough time. Instead, our challenge is that we do not use the time we have effectively. Occasionally, I challenge myself to write down things I do - or things I should do that by not doing them - wastes my time


  6. Think of ways to apply the 80-20 rule. Let me give you examples so you can think about it. Twenty percent of the things we do creates eighty percent of our success. What is that twenty percent for you? Eighty percent of a typical lawyers business comes from twenty percent of his or her clients. Which of your clients generate eighty percent of your business? 


  7. Decide how much non-billable time you plan to spend developing your career and client base in 2007 and divide by 50. Each week give yourself a report card on whether you spent the number of planned hours and how well you spent it. 


  8. Get more face time with clients and prospective clients. One of the lawyers I coach has discovered that each and every time he meets with a client in person, he comes away with a new matter either right then or shortly thereafter. 


  9. Send me an email that tells me all I need to know about you to recommend that a potential client hire you. Why am I suggesting this? First, if you do not know why a client should hire you, the clients clearly won't know either. Second, this will cause you to think about your elevator speech. How many times have you met people who ask what you do? Telling them you are a litigator, or a corporate lawyer or a tax lawyer may be absolutely accurate, but it will not likely get you very far. 


  10. Some of you might think this idea is a little hokey, but try it anyway. Several times each day for a week, close your eyes and say to yourself as emphatically as you can: "I am the best and I love what I am doing." Psychologists, including sports psychologists have told us for years that affirmations and visualization can create peak performance. Our brains cannot distinguish between what we experience and what we vividly imagine. We are no greater on the outside than we think we are on the inside. Twenty years ago I read: Peak Performance: Mental Training Techniques of the World's Greatest Athletes by Charles A. Garfield and Hal Zina Bennett. I applied what the authors suggested to athletes to my law practice and I believe it works. 



There is something else I urge you to do in 2007. Spend more time with your family without feeling guilty. When you are with your family, be in the moment with them. Focus on them both externally and internally. Do not let your mind wonder. You can spend more time with your family, if you spend your billable and non-billable time more efficiently and more effectively. 

 

Try This Experiment

I receive many questions from lawyers asking how to follow up or make a contact without appearing to be too pushy. Here is something I have done: 

I want you to try an experiment for the next 30 days. Take 30 minutes each day and search for something to send 5 clients or contacts. You can find something in newspapers, magazines, books, and on-line. When you send the article or book include a hand-written note: "I hope you will find this valuable" or "I thought of you when I read this." Make sure the note is on paper with your contact information. I think that is better than attaching or enclosing a business card. 

 

Your Image Matters

I learned early in my career that your image matters. My first mentor taught me the importance of dressing as if you are successful. I have never forgotten his advice. When I joined the firm I had just gotten out of the Air Force so I did not have much of a wardrobe. I remember showing up one day in my suit wearing loafers. John, my mentor, came right to the point. He said my shoes looked like bed room slippers with my suit. I had a pair of wingtip shoes before the day was over. Recently I read "10 Simple Secrets of the World's Greatest Business Communicators" by Carmine Gallo. Simple Secret #9 is "Wear it Well." One of Gallo's main points in the chapter is that great communicators dress a little better than anyone else. 

Carmine interviewed Barbara Corcoran, who created a very successful New York real estate firm. She says: "I believe the best money spent is on things that create the image of success...perception creates reality." Donald Trump says: "The way we dress says a lot about us before we say a word." 

There are many books written about dressing for success both for men and women. If you are interested I will share a list of them with you. 

For now, I would not pretend to know how to advise woman lawyers. Barbara Corcoran says she wears brighter colors to help her stand out in a man's world. 

I do have thoughts for men. You need to have at least one very fine suit that is well tailored to fit you. I actually suggest you have a fine gray suit and blue suit. I wear tailored dress shirts and I think they are a good investment. Your tie is important. Many of us wear a tie that either went out of style or lost its luster years ago. That is a mistake. Finally, I suggest you wear well shined tie shoes with suits. You would be surprised by how many people will judge you unfavorably simply because your shoes are not shined. 

  

 

How to Stand Out in Any Crowd

As you may know, I subscribe to a magazine "Selling Power." As you would expect, it is for salesmen and sales managers. Yet, each and every issue I find something of value to lawyers. It only costs $27.00 for one year (6 issues) and is well worth it. 

In the November/December issue the cover story is "How to Stand Out in Any Crowd." Seth Godin talks about marketing, change and work. I was fascinated by the article and plan to apply some of Godin's points myself. 

According to the article Seth Godin likes to give things away and has built his career on it. I have long advocated that lawyers find things of value to give away. Whenever I write an article, I am anxious to give it away. When Godin wrote his first book he offered a third of its contents online at no charge. He got 175,000 responses requesting the free third of the book. Most of the 175,000 who received the free third of the book clicked the link built into the page and bought it, making it a year long best seller. Guess what I am planning to do with the three books I have written. 

Later in the article, Godin talks about three kinds of people. I will put it in the context of clients: 

1. Clients who don't need the services you or your firm offer

2. Clients who need the services you or your firm offer, but are using another lawyer or firm. 

3. Clients who are ignoring you. 

Godin says you can't market directly to the second and third group. "Instead, have them come to you." How do you suppose you can get them to come to you? Godin suggests you have to create something "remarkable." Jennifer Keller did just that. She created the "Easy Guide" which is a compilation of labor and employment laws on laminated cards which an HR person can attach to his or her monitor. Jennifer has the clients in the second and third category coming to her. 

What remarkable thing can each of you create that will get clients in those groups coming to you? 

 

Your Firm Bio

Many lawyers do not realize the importance of their firm bio that appears on the firm webpage. That is certainly illustrated in the exchange of emails below between a practice group leader and an associate. 

Practice Group Leader: 

It appears that our system does not have a bio for you. If this is correct, please check into this and make arrangements for marketing to prepare one for you. 

Thanks. Practice Group Leader  

Associate: 

No, I don't have one. Please have marketing draft one up.  

Thanks. Associate  

Practice Group Leader:  

It would be helpful for you to contact marketing since I cannot provide the necessary information.  

Practice Group Leader  

Associate:  

I am swamped with billable work, so the bio will take a far rear backseat.  

Regards, Associate  

Practice Group Leader:  

I like to start the day with a little firm management and perhaps some humor if I can find it. I thought I would start early with this one since you seem to be a very busy young man. My email to you and a few others was sent as a courtesy in my role as Practice Group Leader of the XXX Group, a group to which you are administratively assigned. 

Your firm bio is one of the primary means by which others in the firm and outside the firm learn about your considerable talents and make decisions about referring work to you. It has proven to be very helpful to many of us

However, the decision to have one or not is yours and as they say: I have done all I need to because "I am not your mama". So if you find the need to have a bio, do it yourself

Have a great day. 

 

Some Thoughts on Work-Life Balance

Recently I had the opportunity to speak to the women lawyers in a medium sized firm. Prior to speaking to them, I asked them to give me 1-3 questions I could help answer for them. Many of the questions I received focused on work-life balance. 

My Thoughts on Work Life Balance 

There is no such thing as work-life balance and even if there were, pursing it would be incredibly boring. Instead of seeking work-life balance, we should instead be seeking a life that is based on our priorities. We should also keep in mind that our priorities change over time. When you are single, you may want to focus on work and having fun. When you are married with children, you will most likely focus on time with your family. 

There is no way to add more hours to your day. Other than the weekend when daylight savings time "falls back" to standard time, there are only 168 hours each week. The real question is how well we use those hours to achieve our priorities. Suppose you sleep 8 hours a night, or 56 a week. Suppose you bill 40 hours a week and you invest another 10 hours a week on your career development, client development and other firm activities. That leaves 62 waking hours of personal time for family, fitness, community, church, recreation, hobbies, commuting and other activities. That is really a significant amount of time. How you spend the 10 hours a week (or whatever number) of investment time will ultimately determine the quality of your life. How you spend the 62 hours (or whatever number) of family and personal time will ultimately determine the quality of your life and family relationships. 

 

Mentoring: What You Can Learn from Coach John Wooden

If you're looking for your own role model for a great mentor, I believe you can learn a great deal from one of the greatest coaches in the history of sports: John Wooden. UCLA remarkably won the NCAA basketball championship 10 out of 11 years from 1964 through 1975, with a wide variety of different players and different teams. Yet, Coach Wooden's principles never changed. 

The practice of law has changed dramatically over the last several years, but the principles of integrity, professionalism and client service have not changed. As mentors we need to help mentees understand how changes in the law practice affect them, while exhibiting the time honored principles. 

Here are five lessons from Coach Wooden we can profit from following: 




    1. Character and principles of the mentor and how he or she treats those under him is essential. We must gain trust by our actions before we can effectively offer advice. 


    2. Convey to mentees that their measure of success is whether they are becoming the best lawyer they can be and help them set goals to exceed their personal best. 


    3. Teach mentees to do the little things right. If they do, the big things will follow. 


    4. Show mentees that being industrious and preparing and executing a well conceived plan are the keys to success. 


    5. Anticipate and be prepared to make changes to stay on top. 




The legal profession is changing more rapidly in the past few years than in the century preceding them. But lawyers of high principles need not and should not change. 

 

Do you have a good answer?

Recently I gave a presentation on career success and life fulfillment to 250 Dallas Junior League members I began like this: 

"Can any of you tell me the date today?" Several in the audience called out "October 9th." I continued: "As you will read in the handout materials, that was a defining moment in my life. My daughter, Jill was born 6 weeks prematurely that day and the Doctors didn't know if she or my wife Nancy would pull through. Why am I telling you that? It was easier to have a successful career and a fulfilling life then. Think about it, we had no Blackberries, no cell phones, no ATM machines, no email. We didn't even have computers on our desk. It was easier to "be in the moment." Now we have too much abundance, but not nearly enough time to enjoy it, too many choices and not nearly enough help making the right ones, too much technology and not nearly enough freedom from it and too much focus on outward success and not nearly enough focus on inward fulfillment. Today it is more important than ever to take control of your career and life. Over the next hour I will give you a roadmap on how to do it." 

For the next hour the Junior League members were engaged. Most took detailed notes and many came up to me afterwards with comments and questions. 

Why were they interested? In my opening I had done three things. I asked them a question. I told them a story and I tied the story to them. I was able to answer the subconscious question each member was asking: "What is in this presentation for me?" 

Your audiences will ask themselves the same question. Do you have a good answer? 

 

Five Questions Senior Lawyers Should Ask Their Junior Lawyers

Here are five questions senior lawyers should ask their junior lawyers or that associates should ask themselves: 



  1. What are you good at? What are you really good at? 


  2. Is there a need for your talent? Is it marketable? Will someone pay you for it? 


  3. What is your passion? What excites you? 


  4. What are your core values? What are your ethical standards? 


  5. How can you integrate your talent, passion and integrity? What steps do you need to take to accomplish your goal? 



When you answer these questions for yourself or for your firm, you become the architect of your career. You take responsibility for making, shaping and achieving your objectives. AND when you own your goals, when you are motivated from within, you operate at a much higher level of achievement that will speed you toward them. 

 

Changing Law Firm Focus

What is your firm doing to develop a firm-wide purpose and culture? Each law firm is unique. But if you looked at our Martindale-Hubbell listings or websites, you'd rarely discern a difference between one law firm and another (and if we can't tell one firm from another, our clients and potential clients certainly cannot.) We need to differentiate our firms in the market, and we can achieve our purpose, first by defining our future and the contributions we expect from each lawyer toward attaining that future. 

Second, we need to better focus our training and development to keep them in the context of career development planning. What is the value for law firms in changing their focus from managing lawyers to leading, coaching and mentoring them, from being an all-purpose to a differentiated firm? We will save money by retaining talent, make money by creating a market niche and enjoy peer and client recognition as a firm with a preeminent attorney development program. We will create something special, a firm of lasting value and trans-generational respect. 

There are four things law firms can completely control: to whom they make offers to hire, how well they train and motivate their lawyers and staff, how well they serve their clients, and how well they use technology to benefit their clients and lawyers. 

What's at stake if we don't change? Consider the current state of the legal profession: 



  • Young lawyers have never been paid more and been less satisfied with their careers. 


  • Lawyers are viewed only above advertisers and car salesmen in terms of ethics (Gallup). 


  • Lawyers suffer from depression at a rate 3.6 times higher than non-lawyers. 


  • Only one-half of the lawyers who participated in a Rand survey said they'd become lawyers if given a second chance to decide. 


  • Some 75 percent of Fortune 1000 clients said they do not recommend their primary law firm to others, and would change law firms if they thought another one would better serve their needs, citing client dissatisfaction twice as often as any other reason for their lack of loyalty. 



George Bernard Shaw famously said: "You see things; and you say, Why? But, I dream things that never were; and I say, ˜Why not?" Some lawyers and law firms see these signs of growing dissatisfaction as problems. I see them as a tremendous opportunity for law firms open to changing their focus from profits-per-partner to service, cooperation and collaboration. Interestingly, making that change will actually result in greater profits per partner. 

 

Ending Industrial-Age Law School Education

Imagine if Bill Gates, Thomas Edison, Henry Ford and Oprah Winfrey had become lawyers. We'd be handwriting our opening statements by candlelight and packing our briefcases in saddlebags, and, perhaps, we wouldn't know what books merited our reading time. Each of these colorful geniuses would have become grayer, duller and indistinguishable from one another. 

This is, essentially, what happens in law school. We collect some of the greatest minds in the country, strip them of their unique brand of intellect and tell them only one thing matters: thinking like a lawyer. Or maybe two things: thinking like a lawyer and finishing in the top 10% of their class. And then we wonder why law students and young lawyers as a group are depressed, disillusioned and dissatisfied. 

Studies repeatedly show that first year law students arrive with excitement, well-being and passion for a law career. According to Lawrence S. Krieger, who along with Kennon M. Sheldon, conducted the most recent study: "the overall law school experience is likely to have an undermining effect on professionalism and career/life satisfaction." Law graduates are significantly different people from those who arrived to begin law school. "They are more depressed, less service oriented, and more inclined toward undesirable, superficial goals and values." 

For over one hundred years, law schools have taught students "the science of law" using the "Socratic method." Law schools have bragged about teaching students to "think like a lawyer." I fly almost every week and I sometimes imagine how I would feel if the best that could be said about my pilot's training is that he or she was taught to "think like a pilot." I want my pilot to learn how to fly the plane, not just think like a pilot. The "art of being a good lawyer" is all about relationships. According to law professor Daisy Hurst Floyd, "legal education devalues relationships." I believe most clients would prefer that law students learn how to actually be a lawyer rather than just to think like one. They probably would be even more pleased if law students were taught to also "think like a client." 

So, many law graduates arrive at their law firms already disillusioned about their decision to become a lawyer and stressed out over their future. At many large law firms, they quickly conclude that only one thing matters: Their billable hours. They become further disillusioned when they are assigned to a team sent to a warehouse for "document review." The good news is they get to record lots of billable hours, spending 14 hours a day in a warehouse. The bad news is they get further away from the dream they once had when they decided they wanted to be a lawyer. As one anonymous young lawyer wrote in a D Magazine article: "Associates want a sense of Purpose from the practice of law. But, you can't find Purpose in the library or the warehouse doing document review." 

And then we wonder why lawyers as a group are depressed, disillusioned and dissatisfied. And why the clients we represent neither like nor respect us very much. 

Law school teaches that intrinsic values, purpose and passion doesn't matter, and many large law firms teach that having intrinsic values, purpose and passion doesn't pay. And both teach that goals are nothing more than extrinsic numbers: test scores, billable hours, associate salaries and profits per partner. When recruiters search for new talent, they rate candidates by their pedigree: school and class rank without considering emotional intelligence, core values, individual talent or interest. 

There has to be - and, fortunately, there is a better way. We can encourage law students to follow their passions and to realize them by focusing on purpose, vision, core values, goals, plans and execution. We can teach them what it is like to be a lawyer and how to serve clients. We can teach elements of emotional intelligence. In this way we will be focusing on the whole person and better prepare law students for their future careers. 

 

Personalize Recognition

Specific praise has greater impact than general kudos "great job on handling the Henderson case" is more effective than "keep up the good work." Of even greater importance is personalizing praise. While one associate may respond well to a public back patting in an office corridor, another might be more appreciative of a handwritten note. Help your mentor get to know you,  to understand what makes you feel good about yourself. If you need details, ask for details. If you prefer private to public praise, let your mentor know. Even if your mentor is attentive, he may not fully understand your needs unless you share them.
 

Pay Attention

The best leaders and mentors pay attention to details, to subtleties. If you have built a good relationship, your mentor should be able to quickly perceive potential trouble and opportunity early. Your mentor should initiate discussion when needed; this should not be your responsibility alone. Again, if your mentor seems less sensitive to your needs or curious about your progress than you'd like, make your feelings known. Perhaps you can begin by educating your mentor. The challenges you face are not the same as the one he faced when starting out, so he may need a primer. This will help your mentor relate to you on your level. What may seem like inattention on your mentor's part may just be lack of understanding. 

 

Getting Partners to Mentor

Yesterday I received this email from Natalie, with questions about mentoring: 

"Cordell, I recently thought about your article where a partner mentored you early in your career and how this partner met with you early in the morning to teach you about the practice of law. What advice do you offer to today's young attorneys about forging similar relationships? How can a young attorney turn a grumpy old partner, who is only concerned about his billable hours, into a mentor?" 

Those are great questions. My first thought when reading them was: "Gosh, I hope none of the associates who worked for me thought of me as a grumpy old partner." My second thought was that the older the partner, the more likely he or she will take time to listen and provide advice. The greater challenge is getting a grumpy young partner to take the time away from billable hours. 

I am not sure a young attorney can ever turn a grumpy old partner, who is only concerned about billable hours, into a mentor, but here are some thoughts I have. First, try to find the right partner. People who are good mentors tend to be well known in the firm. They typically do not have their door closed all the time. So, look for open doors. Second, find the right time to spend time with the mentor. As explained above, I met with my first mentor (we never used that term) the first thing in the morning over coffee. I learned early on that he spent some time early getting ready for his day and he was open to meeting with me then. If I had walked into his office at 10:00 AM, he would have been very busy. Finally, the way to get a grumpy old partner to be a mentor is to ask good questions. Experienced lawyers generally like to tell younger lawyers about their experiences. I believe a young lawyer can learn about the firm and about the practical side of practicing law from those conversations. When I met with the young partner who took me under his wing, I frequently began the discussion with: "Have you ever?" 

 

Look Inward First

In the last Blog entry I discussed a Donald Trump quote I found in the July-August 2006 issue of Selling Power. That same issue includes an article titled "You Are the Message! Improve your sales results by improving yourself." Selling Power asked Brian Tracy and Tom Hopkins how to ensure that prospects were getting the best message about you. They told the magazine that the best way to create a compelling outward message is to look inward first. They suggested that you begin with a sense of purpose and an understanding of your own goals. Brian Tracy said: "The very act of setting goals and writing them down increases your likelihood of achieving them by ten times." Tracy then suggests that we become masters of prioritization focusing on the most important things we want to do. 

I liked this article because it confirmed how I have built my career and lived my life and what I have taught others. I have had a sense of career purpose and life purpose. I have practiced law to assist and enable my construction contractors to successfully and profitably build magnificent projects. My life purpose has been to teach and nurture others. I have always prepared written goals and I have planned my career and life based on my priorities, including being a good father, husband and son. 

I encourage you to look inside first to become more successful and fulfilled outside. 

 

Blueprint for Career and Life Success

I have been coaching two lawyers I will call Ryan and Samantha (not real names). They are both junior partners in firms that are about the same size. They both bill about the same number of hours annually. Ryan is thoroughly enjoying a successful career and fulfilling personal life and Samantha frequently calls me to say she is burning out and feels like all she does is billable work for her firm. Why do you suppose they are having different experiences? Is your career and life more like Ryan's or more like Samantha's? 

Here are the differences and how you can apply them to find your own career success and life fulfillment. It starts with attitude. As lawyers we are taught to be skeptical. But, too often we apply skepticism to our careers. I love this Winston Churchill quote: "A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty." The difference between Samantha and Ryan is that when thinking about their careers Samantha frequently says: "yes, but" and Ryan says: "sure, how." Samantha finds reasons it won't happen and Ryan finds ways to make it happen. 

The second difference is Ryan knows exactly what he wants to accomplish in his career and life and Samantha has focused on what she does not want to do. Napoleon Hill, who studied successful people for over 20 years in the early 20th century, said it well: "There is one quality which one must possess to win, and that is definiteness of purpose, the knowledge of what one wants, and a burning desire to possess it." Successful lawyers have a clear idea of what they want and many actually visualize accomplishing it. You can't visualize or get energy and a burning desire around what you don't want. Ryan is a labor lawyer. He knows what he wants both in his career and personal life and has a burning desire to achieve it. Because of his burning desire, he has set goals and has a plan and is not easily derailed. 

The third difference is how Ryan and Samantha define success. Over the years Samantha has defined success by her billable hours and money she is making. That is like a golfer looking at the scoreboard rather than the ball. Ryan finds meaning and success in how he contributes to help his clients succeed. 

Finally, Ryan is in the zone in whatever he is doing and Samantha is easily distracted. When Ryan is working on a client matter he is in the zone. When he is teaching at a local college, he is focused on his students. Ryan frequently leaves the office early to coach his older son's soccer team and baseball team. When he is coaching, he is in that moment and not distracted. He plans his personal life as well as his professional life. Samantha plans her billable time at the office and her time at church on Sunday, but not much beyond that. So, she is rarely in the zone and focused on the moment. 

You can have a successful career and fulfilling personal life by saying: "sure, how," having a definite purpose and a burning desire to accomplish it, finding meaning in your work by focusing on how you benefit your clients, and by focusing on the moment. 

 

The Will to Prepare for Success

Bobby Knight, the famous basketball coach once said: Most people have the will to win, few have the will to prepare to win. I find that is true of many lawyers. They are extremely bright. They want to be successful, but they do not have the will to prepare to be successful. It takes hard work to develop your skills, build your reputation in a given field and build relationships with clients. To do it you have to sacrifice now for the rewards in the future. 

Several years ago I was coaching and mentoring Jim, a senior associate in our firm. He was an extremely bright lawyer and had played college football. During one of our sessions Jim told me he really wanted to become a sports lawyer. In particular, he wanted to focus on amateur sports including NCAA rule violations, Title IX and legal issues involving Olympic athletes. I thought that would be a great niche, especially since Jim had experience as a college football player. I found all kinds of books and materials on sports law generally and amateur sports specifically. When the materials arrived, I was excited for Jim. In fact, I took a look at the materials, just to see what a sports lawyer needed to know. I told Jim he needed to develop a plan to learn sports law and later to write and speak on various sports law topics. Jim never became a sports lawyer. He had the will to become one but not the will to do what was necessary to prepare to become one. 

How about you? Do you have the will to prepare yourself for success? 

 

I Thought of You

I receive many questions from lawyers asking how to follow up or make a contact without appearing to be too pushy. Here is something I have done. I want you to try an experiment for the next 30 days. Take 30 minutes each day and search for something to send 5 clients or contacts. You can find something in newspapers, magazines, books, and on-line. When you send the article or book include a note: "I hope you will find this valuable" or "I thought of you when I read this." Make sure the note is on paper with your contact information. I think that is better than attaching or enclosing a business card.  

Let me know how well this idea works for you. You may add comments to any of my blogs - please feel free to do so - I enjoy your feedback. 

 

First Impressions

Last fall I was on a plane with Nancy, my wife, going to the Virginia Tech-Miami football game (turned out to be a very bad experience for a Virginia Tech Alum). I watched a young woman in the row ahead of me "connecting" with the gentleman seated right in front of me and it reminded me of some important "connecting" points. She looked healthy and vibrant. She was giving him lots of eye contact. She had a great smile on her face and looked very open and engaged. 

Suppose you are going to a function where you will have the opportunity to connect with potential clients. You should apply the same principles. You need to express energy. How do I do that? I listen to music (Tina Turner) and when I get there I say YES! three times to get pumped. When I meet someone I smile because I am pumped by the music. I look into their eyes and determine color. I am open (arms not folded). I try to determine how he or she is standing the tone of voice and volume. I then try to match it. I make sure my attitude is warm, confident, relaxed and engaged. I am thinking I really want this person to trust me and ultimately like me. What I have described may sound mechanical but it isn't. It is second nature to me just as it is for the young woman on the plane. I want to share with you a study of professors that were discussed in the book "Blink" by Malcolm Gladwell. In the study, a group watching video without sound matched the evaluation of the students who had actually taken the course. The researchers kept reducing the time of the video until it was 2 seconds. The results stayed the same. 

What does the study tell us? People make up their minds quickly and your body language is way more important than your words or tone of voice. Body language is your eyes and your smile and whether you are open. 

Try this with strangers you meet at your next function. 

And speaking of being open, I like receiving your feedback. Please feel free to add comments or go to my www.cordellparvin.com website to send me an email. 

  

 

From Stress to Satisfaction

Young lawyers have never been paid more and been less satisfied with their careers. Studies done by the ABA, state bar associations and other groups since the mid-80s have noted a sharp decrease in the percentage of lawyers who were satisfied with their professional lives .Twenty to thirty percent (20% - 30%) of the lawyers surveyed are extremely dissatisfied. 

A study by the North Carolina Bar Association done in 1991 reflects that 23.6% of the attorneys would not become attorneys again and only 53.9% of the attorneys surveyed desired to remain in law practice for the remainder of their careers. Over 24% of the attorneys reported having symptoms of depression and more than 25% had anxiety symptoms. Twenty-two percent (22%) had been diagnosed as having ulcers, coronary artery disease, hypertension or other stress related disease. Forty-three percent (43%) agreed that the demands of work do not allow them to have enough time for satisfying life outside of work. 

What is the cause of the growing dissatisfaction? Some of it is simply a misconception by law students and law school aspirants about what it means to be a lawyer. Some go to law school simply because they do not know what they want to do or they have been pushed to do so by a well meaning relative. 

Practicing law today is more stressful than in the past. First, the high salaries create pressure on reaching billable hour minimums and in some cases the young lawyers have little control over whether their practice group will have enough work for them to do. Many decry the loss of professionalism and collegiality that used to exist in our profession. Clients have merged or consolidated while the number of lawyers has dramatically increased. That creates intense competition among firms and lawyers. Because of billable hour pressures on both partners and associates training, shadowing and mentoring are not as valued as before. I know plenty of times when the managing partner of a firm has encouraged associates to participate in some training and development. 

What should law firms do about this problem? When I was responsible for attorney development at Jenkens & Gilchrist, I decided we would focus our attorney training and development program on our lawyers taking responsibility for their careers, figuring out what they want, setting goals, developing a career plan and executing the plan. I worked with senior lawyers to encourage them to help associates define what represents success for them. I spoke at our shareholders' retreat on the importance of our attorney development program and how it would ultimately increase our profitability. 

I conducted Career Development Workshops in each of our offices and shared with our associates what I had done and what I learned in my own career. I worked hard to build our associates' trust. I offered to help any of our associates prepare their Career Development Plan and set goals. 

Recently, I received a call from the former chairman of the Jenkens Associate Committee. I had not heard from him in months. I could tell from the call he was excited and had something to share with me. It turns out he has landed his first big client. He also shared with me that he is totally "in the zone" working now and that as a result he no longer focuses on billable hours and yet he is billing more hours than before. He and his wife had a baby last year and he thanked me for getting him to focus and spend his time more wisely, so he has more time to spend with his wife and son. 

A firm cannot motivate the unmotivated, but focusing on attorney development can make a big difference to the substantial number of lawyers who want to become better lawyers and make a difference for their clients. 

 

What Can You Learn from Mary Lou Retton?

Throughout my legal career, helping younger lawyers achieve their own career success and satisfaction has been important to me. Since I owe much of my own success to knowing what I wanted to achieve in the future and focusing on that, I have always stressed the importance of setting future goals and having a plan to achieve them. Many associates have wondered why setting goals and having a plan to achieve them is important. I hope what follows will give those who wonder an idea. Recently, HBO featured a program about the 1984 Olympics held in Los Angeles. I taped it even though I had purchased a tape that came out at the time. I remember so vividly watching Mary Lou Retton, the young 16 year old from Fairmont, West Virginia become the first American woman to win the gold medal in Gymnastics All-Around competition. Retton was locked in a close battle with Romanian Ecaterina Szabo. With two events to go, Retton trailed Szabo by .15 of a point. She then scored a 10 on the floor exercise but still trailed Szabo by .05 points. Mary Lou had to score a perfect 10 on the vault to win the gold medal. I remember watching her run down the runway with a look of determination I had never seen close up on an athlete. She leaped in the air and came down perfectly to become the first American woman ever to win the gold medal in the Gymnastics All-Around competition. It was an unbelievable moment. After her first perfect vault, she did it second time. Her achievement and the 1980 US Hockey team featured in the movie "Miracle" are the two most inspiring sports events I have ever watched. 

Mary Lou Retton's quest for the gold medal started many years before the event. She dreamed for many years about that moment in history in Los Angeles. On the HBO show there was film of her tumbling at age 7. She worked endlessly to achieve her goal. In fact, she worked so hard that just six weeks before the competition she tore the cartilage in her knee and had to have surgery. No one thought she would be able to rehab in time to compete. But, reportedly she told her doctors: I've made it this far-no one's going to keep me from trying. Mary Lou rehabilitated her knee in a short period of time and prepared earnestly for the victory she had dreamed about many years before. After the Olympics, Time Magazine reported that the night before the finals, Mary Lou Retton lay in her bed visualizing and dreaming about the perfect performances she would have the next night to win the gold medal. Later, Mary Lou Retton said: Each of us has a fire in our hearts for something. It's our goal in life to find it and to keep it lit. 

Many young lawyers I have met are incredibly bright and talented. They have the fire in their hearts for something. Yet, many have not taken the time to figure out what it is. Take the time. You will be enriched by the experience.