Advisory services for Legal firms & Attorneys

Attorneys and lawyers who run their legal practices are often capable of doing good work for their clients. It is rarely the lack of competence that makes them struggle. Most often than not the hurdles pop up as a result of misaligned corporate, business, and functional decisions.

We will work with top management and managing partners of law firms on various challenging topics such as strategy, structure, culture, positioning, client satisfaction, marketing, lead generation, service offering design, professional engagement, teamwork, and other important areas of strategic management.

We’ve identified nine criticial control points (CRICPs) in professional organizations where, due to organizational entropy, loss of useful work occurs more often and has dramatic effects on the organization. In our advisory work, we employ proprietary models and frameworks to grapple with organizational entropy.

Firms that don’t offer discounts win 30% more new business than firms that discount heavily.

The top challenges of law firms

Among many challenges legal firms have, senior management report the following as topmost priority:

  1. Finding better talent
  2. Motivating junior partners, associates and para-professionals
  3. Reducing non-billable hours
  4. Increasing efficiency and effectiveness
  5. Finding better clients
  6. Selecting marketing tactics that work best for us
  7. Rank ordering strategic actions
  8. Setting marketing budgets
  9. Creating and nurturing the right culture
  10. Identifying better ways of making smart business decisions

Take a look at some of our management solutions developed specifically for professional services firms to tackle the aforementioned challenges and more.

See solutions

Get better clients for your legal practice

Buyers of legal services are confused — the marketplace is saturated with so many undifferentiated alternatives.

The problem isn’t with the absense of competent lawyers and attorneys. It’s about who to pick from the sea of sameness.

From buyers’ perspective, a typical practice group at a law firm hasn’t any meaningful differentiation; more so the whole firm. “We do A, B, C and sometimes also Y for . . . everyone,” — is the common elevator pitch of a typical law firm. The problem of choosing among seemingly equal alternatives results in comparison on price.

Unless the firm aims at being the price leader (aka the cheapest lawyers in town) the one way we know works is to differentiate your legal practice.

To get better clients at your front doors we will look at your positioning, revisit your offerings and create a custom marketing framework that generates more leads.

We want to make it a no-brainer for your prospects to know when to pick you instead of your competitors.

Make your legal practice more profitable

Non-billable hours is a pain in the neck. But when it comes to utilization rates there is a threshold at both ends of the spectrum: too low and your firm needs more work, too high and you’re overworking your people. The closer you are to a sweat spot the better your performance.

Another part of the equasion is positioning. We need to position your law firm in a defensible yet compelling way so that your clients stop seeing you as an interchangeable commodity.

The next part of the solution is to play to your strengths by using your trump card — your expertise in creating more value for your best-fit clients. When your service offerings match your buyers’ strategies, your prospects find you irreplaceable.

Once you have a surplus of clients, you will be able to increase your rates, cull non-fit clients (aka clients from Hell) and focus on productivity, thus becoming more profitable.

Become a magnet to best talent

Attracting top talent and retaining good employees has always been hard. Yet some firms manage to perform on this measure better than their peers. Organizational culture plays a big role in this.

A company cannot expect a 100% retention rate. But if your voluntary turnover is higher than the industry average it should (can) be fixed.

Working together, we’re not going to substitute your recruitment or HR management efforts. Rather, we’ll figure out and introduce actionable tactics to improve your retention and reduce attrition rates at your firm.

Apart from fair pay, better talent gravitate toward professional firms with a clearly articulated vision, compelling mission, a point of view, sense of direction, career-boosting spring boards, challenging yet non-overwhelming work, great cultural fit — to name a few.

We will discuss who to prioritize in your hiring efforts, who to let go and who to promote. Because A players attract and recruit similar A players themselves, done right, shifting focus on developing better A players essentially makes most hiring somewhat peripheral.

Connect with us to discuss your aspirations

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