Question:
Our law firm is a New Orleans 14 attorney firm that focuses its practice on business representation in both litigation and transactional matters. We have four equity partners. The other ten attorneys are associates. We have been discussing implementing a non-equity partnership tier and how we should handle compensation and other perks. We would appreciate your thoughts and suggestions.
Response:
I believe that the non-equity partnership tier should be meaningful and distinctive – both internally and externally. Consider the following:
While you want to create incentives – status and economic – for the non-equity partnership tier be careful that you don't diminish the desire for future equity partnership.
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John W. Olmstead, MBA, Ph.D, CMC
Question:
Our firm is an estate planning firm in the northwest suburbs of Chicago. We are a three attorney firm. We are a very "marketing orientated" practice and invest a lot of money and time into marketing and advertising. Still we are not getting the volume of work we need to reach our financial goals and targets. Most of our work is coming from our local city and a surrounding city or two. We are beginning to think that – for the most part – we now have all the work we can get from these communities and we need to expand and establish a presence (offices) in other target cities. Your thoughts would be appreciated.
Response:
For your type of practice this could very well be true. Spending more marketing time and money targeted in the same area won't help if there is no more work to be had. Here are a few thoughts:
The cheaper you can launch and maintain remote (branch) offices the more markets you can expand in to.
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Question:
i am the managing partner of a 12 lawyer firm in Rochester, Minnesota. I am in my early 50s. Two of my partners are in their 60s and two are in their 70s. None of them want to discuss retirement – in fact they jokingly state that they would like to work forever. Do you have any thoughts regarding encouraging/motivating senior partners to embrace retirement?
Response:
I am working with more partners and firm owners in their 50s that have clearer ideas about their retirement timeline (often at age 65) than partners in their 60s and 70s. These partners are often the firm founders that built their firms and have a different attitude toward work and life than their partners that are in their 40s and 50s. Work/life balance is often a foreign concept to this older generation of lawyers.
Often "the firm" has been the primary – or only interest – for some of these partners at the exclusion of family and other outside interests. In other cases, the partner's spouse may have passed away and the firm is the partner's LIFE. In such situations bringing up the subject is often difficult.
While this is a difficult subject – not discussing the non-discussible because the topic is uncomfortable – is not the answer. Here are a few ideas:
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John W. Olmstead, MBA, Ph.D, CMC
Question:
I am the managing partner of a 6 attorney personal injury plaintiff firm in San DIego. We are a high volume/small case firm that depends heavily on advertising. We have 1200 open files and are currently are spending 17% of our revenue on advertising. While our case management system provides us with numerous reports – what are key reports that we should be using?
Response:
Many of the billing and case management systems do a poor job of providing key metrics and dashboards that can be used to manage and control actual operations going forward. In a firm such as yours it is critical that you actively manage your inventory of cases, your pipeline, manage workflow, and insure that you are obtaining adequate return on your marketing investment. Here are a few thoughts:
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John W. Olmstead, MBA, Ph.D, CMC