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Privacy & Ethics In An Internet Age: The Sad Truth For Citizens & Facts For Attorneys

There is no more privacy in America.

Friends. Family. Neighbors. Strangers. They can gather information about your whereabouts, your actions, your accolades, and even your darkest hour.

Take, for example, the case of three people charged with two counts of aggravated assault and other offenses in Philadelphia this week after a horrific attack on two gay men in Center City.

According to an article by The Examiner, about a dozen men and women in the 20s dressed to the nines and started for a night out. They ended up verbally and physically assaulting a homosexual couple based on the victims’ sexual orientation.

Then, assault transformed into theft as one of the suspects stole a bag containing the personal information of one of the victims. By the time police arrived on the scene, the group got away.

Or so they thought.

Philadelphia police quickly released a surveillance video of the suspects, which sent the social media-savvy public in a massive manhunt.

Blog, the Daily KOS, breaks down the process here. First, a Twitter user obtained a photograph that allegedly showed the suspects at dinner and retweeted the photo. Next, Philadelphia residents replied to that tweet with the name and location of the restaurant, located 500 feet from the attack.

Finally, another Twitter used went to the restaurant’s Facebook page and looked at who “checked-in”. Facebook users “checked-in” at the restaurant were easily matched to individuals seen on the surveillance photo.

There are at least a few attorneys—those defending the individuals arrested in the attack—who are gaining business from social media sleuths. But, certainly there are many other law firm professionals and citizens who have some concerns over the implications of incidents like this one.

Why? Let’s briefly consider another incident.

In 2006, an eighteen-year old woman crashed her father’s car into a tollbooth in Orange County, California. She was decapitated in the accident and the local coroner deemed the manner of death so gruesome that he did not allow the girl’s parents to identify her body, according to a recent article in the New Yorker.

“About two weeks after the accident, I got a call from my brother-in-law,” the girl’s father told Jeffrey Toobin of The New Yorker. “He said he had heard from a neighbor that the photos from the crash were circulating on the Internet. We asked the C.H.P., and they said they would look into it.”

Sure enough, two employees admitted that they had shared the photographs, which were now permanent additions to the World Wide Web of moral depravity.

People told the girl’s father it would all blow over.

“Nevertheless, [her father] embarked on a modern legal quest: to remove information from the Internet. In recent years, many people have made the same kind of effort, from actors who don’t want their private photographs in broad circulation to ex-convicts who don’t want their long-ago legal troubles to prevent them from finding jobs,” writes Toobin.

“Despite the varied circumstances, all these people want something that does not exist in the United States: the right to be forgotten.”

The New Yorker article discusses the U.S. versus European legal opinions about “the Internet’s unregulated idyll” here.

For law firm professionals right here, right now, the issue is very much at large.

When conducting an internal investigation, social media sites are veritable gushers of evidence. But counsel should curb their impulse to freely access and use social media accounts.

The rules surrounding the use of social media for investigations are changing as fast as online media grows and counsel must consider state enforcement rules, professional ethics opinions, and specific terms of use for each social media site.

What are the recent cases and statutes that have curbed some access to social media information? What are best practices for using specific social media platforms in an investigation? When is social media information discoverable? When is it not?

Can your employees at your firm answer all these questions? Are your clients aware of the same?

The New Yorker wants to discuss the right to fade away into the background. But what about when the law is justly brought against human rights violators, as in Philly? What about the rights to atone, stand up, or move forward?

Clearly lawyers are wrestling with many questions regarding the Internet and rights to privacy. At the same time, citizens—of all professions—should start to think about what side they’re on: the right to be forgotten or the right to be remembered.

For that last food for thought, there’s not clear answer. But, to learn more about social media and your law firm investigations, attend the Center for Competitive Management’s audio course “Social Media in Internal Investigations: What Every GC Must Know About Privacy and Ethics,” Wednesday, October 1, 2014, from 2pm to 3:15 EST.

This comprehensive webinar explores different methods for accessing and recording social media evidence, along with pitfalls, and practical tips for establishing an investigation that’s lawful, responsible and yields credible evidence.

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Settling Law Firm Disputes Like Scotland’s Referendum? Maybe Not…. But Here Are Other Ideas

Maybe it’s the referendum in Scotland, or maybe it’s the Season 6 return of legal sitcom The Good Wife, but partnership dissolution is on everybody’s mind.

Since we’re against television spoilers, let’s talk politics. On Thursday, voters said “no” to a plan to tend the 307-year union with England in 55.3 percent to 44.7 percent margin of victory. So, this week, at least, there is a single United Kingdom.

A lot of Europeans are left wondering, “What happens now?”

The queen, who reigns over the people, not politics, called for “mutual respect and support” and believes the “enduring love of Scotland” will help propel the kingdom forward, reports CBS news.

For his turn, Former Prime Minister Gordon Brown took a no-nonsense approach to the question of what’s next. Hail the conqueror, Brown is considered largely responsible for the Scottish referendum defeat. He said:

“There is a time to fight, but there is a time to unite, and this is the time for Scotland to unite and see if it can find common purpose and move from the battleground to the common ground, and let us seek to find high ground in trying to find a way forward for the future.”

The problem with a call to change is often only extreme solutions prevail. Then, at the end of the day, when more moderate voices overcome, there’s leftover resentment.

Why? Because nothing has changed.

Defeated SNP leader Alex Salmond is alleging Scotland can still separate, despite the referendum (via DailyMail Online).

Plus, headlines read “Scotland’s young, feisty yes generation has nowhere to go,” “With one battle over in Scotland, Another begins,” and “Scotland’s vote settle’s nothing.

This kind of toxic talk doesn’t just rattle national borders, it rattles law firm bureaus.

Disputes within law firms occur as often as between parliaments—whether it’s over associate compensation, partnership agreements, or even office space. Left unchecked, resulting negative chatter, gossip, and backstabbing stalls productivity and increases turnover.

Even if an internal “referendum”-style vote is taken for certain workplace decisions, law firm professionals or partners may not feel appeased.

Cue, leadership. Leaders must set reasonable standards, gain employee trust and cooperation, and constantly assess employee problems to determine appropriate action.

Set reasonable standards for change. Make sure you encourage suggestions for new practices within your firm, but these suggestions should be framed by what your firm is able and willing to do or can afford. The rhetoric you use should be firm and steadfast, but sensitive.

Next, spend time to gain the trust of your employees. This means responding to communication in a timely manner. This means being attentive to even “trivial” matters. And, it means following through on any verbal or written promises (or not making them in the first place.).

Finally, as a law firm manager, you need to spend quality face-time with your associates. This means talking to them individually, finding out their job satisfaction levels, and listening to their personal suggestions for workplace improvement. Only then will you know what kind of reasonable action can be taken—without resorting to resentment-breading referendums or radical change.

In the workplace, like politics, the storm is rarely quickly resolved. But, with proper preparation and leadership, your firm can ride out it out until the calm just around the proverbial corner.

For more advice, take The Center for Competitive Management’s audio course on Friday, October 3, 2014, at 11AM to 12:15PM EST. Sign up here.

Toxic Behavior at Work: Strategies to Reduce Dysfunction, Defuse Venom, and Improve Workplace Morale” is a comprehensive, content-rich session provides realistic solutions to reduce negativity and toxic behavior at work and provides concrete solutions to:

  • Assess the current toxicity level in your group or company,
  • Set a clear, healthier standard;
  • Detoxify the workplace environment; and
  • Get everyone on the same page about positive communication.

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Shedding Light On “Dark Data”: Answers For Academics & Attorneys

It was a happy day (for coffee drinkers) when a 1981 New England Journal of Medicine article, which published a Harvard study linking drinking coffee with pancreatic cancer, was finally double-checked and deemed bunk.

Bunk science is the term generally used when studies—even those meticulously conducted by prestigious academics—go array. When they show positive, but anomalous results.

Sometimes, as with the Harvard study, correlations are considered causation, which—we all know–confuses fiction for fact.

The existence of bunk science, however, is perhaps a positive thing. Medical studies don’t always have publishable or even particularly interesting results. But, the fact remains, they’re being conducted.

The same applies to the social sciences, where large datasets of findings often have no immediate, practical use. The key word here being “immediate.” It’s possible that one day, a new idea or new research direction could make use of such big data. So, why not hang on to it?

Well, unfortunately, big data is both costly to collect and costly to store. In 2007, the world watched Google create an unprecedented step in storage with its Palimpsest project, which offered to store and–better yet–share gigantesque data sets.

For the first time, academics had a way to preserve and perhaps reuse old data. And Google was participating in the name of science.

Sadly, the very next year, Google abandoned the project, citing financial cut-backs.

“As you know, Google is a company that promotes experimentation with innovative new products and services. At the same time, we have to carefully balance that with ensuring that our resources are used in the most effective possible way to bring maximum value to our users,” wrote Robert Tansley of Google on behalf of the Google Research Datasets team to its internal testers, reports Open Access News.

“It has been a difficult decision, but we have decided not to continue work on Google Research Datasets, but to instead focus our efforts on other activities such as Google Scholar, our Research Programs, and publishing papers about research here at Google.”

Scientific research without corporate agenda is rare. And if the financial crisis of 2008 had another victim, it was the trend of setting dark data free.

Dark data is the term applied to all those unused datasets: the ones that are collecting digital dust on somebody’s virtual shelf.

According to Thoams Goetz for Wired Magazine, however, “Technology is actually the simple part.”

“The tougher problem,” Goetz writes, “lies in the culture of science. More and more, research is funded by commercial entities, which deem any results proprietary. And even among fair-minded academics, the pressures of time, tender, and tenure can make openness an afterthought. If their research is successful, many academics guard their data like Gollum, wringing all the publication opportunities they can out of it over years. If the research doesn’t pan out, there’s a strong incentive to move on, ASAP, and a disincentive to linger in eddies that may not advance one’s job prospects.”

Law firm professionals are especially sensitive to this culture—where all information is precious and proprietary.

Luckily, in science, there’s renewed hope.

“There are some islands of innovation. Since 2002, the Journal of Negative Results in Biomedicinehas offered a peer-reviewed home to results that go negative or against the grain. Earlier this year, the journal Nature started Nature Precedings, a Web-based forum for prepublication research and unpublished manuscripts in biomedicine, chemistry, and the earth sciences,” reports Goetz for Wired.

“At Drexel University, chemist Jean-Claude Bradley practices ‘open notebook’ science—chronicling his lab’s work and sharing data via blog and wiki.”

Researchers and scientists are trying to keep data from disappearing into the dark. But, for law firm professionals, the need for dark data is dubious.

When should dark data be deleted? When should it be kept? What makes this material a potential liability, and when does that liability outweigh the potential benefits of keeping this material?

These are all questions that law firm managers should be asking, alongside legal IT departments.

Unmanaged, uncategorized content is lurking in your enterprise. This legacy data sits unmanaged and unknown in email repositories and file shares, and presents an added challenge for eDiscovery or investigations. A lack of control when it comes to ‘dark data’ can result in data spoliation, and increased collection, processing, and eDiscovery review costs.

By shrinking the dark data abyss, counsel can dramatically reduce costs and risks during litigation and government investigation. So why isn’t every GC doing it? Because dark data management is confusing, and knowing what to delete and what to keep is no easy task.

You’re not alone. The Center for Competitive Management offers a course on Wednesday, September 24, 2014, from 2pm to 3:15pm EST on “Dark Data: GC’s Guide to Identifying, Managing and Defensibly Disposing of Unmanaged Data.

During this interactive session, you will learn:

  • What ‘dark data’ is, and how it raises eDiscovery costs
  • How to create a compelling business case for data handling that is consistent with the business environment
  • What makes an information governance strategy legally defensible
  • And much more!

Sign up here.

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Legal Mentoring Or Mental Coaching? Sports Star Advice About Securing A Successful Mindset In Law Practice

Professional golfers, like most athletes have a team of coaches for every aspect of their game: swing coach, short game coach, strength and conditioning coach. However, one of the most important coaches on the roster might just be the one you’d least expect: the mental coach.

Yet, when PGA pro-golfer Jason day needed to replace his regular caddie in an important tournament, that’s exactly where he looked for help, reports Forbes Contributor Carmine Gallo in his article, “5 Mental Tune-Ups To Deliver the Presentation Of Your Life”.

“When asked how he hits a good shot, Jack Nicklaus once attributed 50 percent of it to having a solid mental picture. Only 10 percent was the swing itself,” continues Gallo.

So who is the mental coach in the practice of law?

Attorneys are rarely alone on the courtroom floor. There’s first chair and second chair to back them up. Which is why it is especially important to recognize the value of mentorship and mental coachmenship in the legal profession.

Here are some qualities from some of world’s greatest coaches of all time that law firm professionals should look for in a workplace mentor:

Be animated when you argue

Whether it’s a presentation pitch to a new client or an opening statement by counsel, you should not be afraid to be animated in your arguments. When you look for a mental coach, look for a person with a great sense of passion for his or her practice.

Slow and steady, Bobby Cox, four-time winner of Manager of the Year, led the Braves to a division title every playable season from 1991 to 2005, and a World Series win in 1995. He also holds the record for most ejections of all time with 158.

“And then you’ll probably have to write a $500 check. Or you can do what I do, write a $10,000 one and tell them when it runs out, let me know,” Cox infamously said.

Have faith in your team and your strategies for moving cases toward a win. Surround yourself with people of similar attitudes.

Take wins graciously

In sports, like law, it’s all about the win. But, for every win there’s sure to be a loss—or at least a setback. Which is why it is important to take all news, good or bad in stride.

A mental coach will respect tenacity, the ability to keep going, rain or shine, win or lose.

“I celebrate a victory when I start walking off the field. By the time I get to the locker room, I’m done,” said the leader of the Nebraska Cornhuskers, Tom Osborne.

Osborne never won fewer than nine games in a season and won national championships in 1994 and 1995, as well as a share of a third in 1997.
He led a powerful ground game and tenacious defense, leaving a legacy and a record of 60–3 over his final five seasons, as the fastest coach in Division I-A history to win 250 games.

Osborne didn’t stop there. He was eventually elected as a member of Congress. Clearly people respected the personality of leader, desired the stick-with-it attitude of a man who wants to get things done, and were looking for a mental coach in their political representation.

Don’t sweat the small things

A mental coach knows that disputes between colleagues or gossiping, for example, can bring down the productivity of a case.

Walter Alston knew that about his team, the Los Angeles Dodgers. He won seven National League pennants in 23 years as the Dodgers Manager. He also knew how to keep his team focused.

“Individual grievances and pet peeves have got to go by the wayside. Generally, you don’t have to worry about the guys who are playing every day, it’s the guys who are sitting on the bench that are the ones that get needles in their pants,” said Alston.

Law firm professionals need mental coaches who have no patience for pettiness.

Don’t hurry, hustle!

Chuck Noll earned respect for his winning and caring nature. Under Noll’s leadership, Joe Gilliam became the league’s first African-American starting quarterback and Franco Harris became the first African American to win the Super Bowl MVP award.

Noll knew how to cultivate talent. He also realized that winning isn’t about rushing through plays, but about the moment when mental preparedness meets action:

“Good things happen to those who hustle.”

Law firm professionals, like professional athletes, have a lot to gain by a well-nurtured mental game.

Take The Center for Competitive Management’s audio course, “Integrating Legal Mentoring With Law Practice Management,” to find out more about how successful firms create a culture in which mentoring and coaching becomes an inclusive process that is fully integrated with how it does business.

Need other inspiration? Read “The 50 Greatest Coaches of All Time.

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Legal Mentoring Or Mental Coaching? Sports Star Advice About Securing A Successful Mindset In Law Practice

Professional golfers, like most athletes have a team of coaches for every aspect of their game: swing coach, short game coach, strength and conditioning coach. However, one of the most important coaches on the roster might just be the one you’d least expect: the mental coach.

Yet, when PGA pro-golfer Jason day needed to replace his regular caddie in an important tournament, that’s exactly where he looked for help, reports Forbes Contributor Carmine Gallo in his article, “5 Mental Tune-Ups To Deliver the Presentation Of Your Life”.

“When asked how he hits a good shot, Jack Nicklaus once attributed 50 percent of it to having a solid mental picture. Only 10 percent was the swing itself,” continues Gallo.

So who is the mental coach in the practice of law?

Attorneys are rarely alone on the courtroom floor. There’s first chair and second chair to back them up. Which is why it is especially important to recognize the value of mentorship and mental coachmenship in the legal profession.

Here are some qualities from some of world’s greatest coaches of all time that law firm professionals should look for in a workplace mentor:

Be animated when you argue

Whether it’s a presentation pitch to a new client or an opening statement by counsel, you should not be afraid to be animated in your arguments. When you look for a mental coach, look for a person with a great sense of passion for his or her practice.

Slow and steady, Bobby Cox, four-time winner of Manager of the Year, led the Braves to a division title every playable season from 1991 to 2005, and a World Series win in 1995. He also holds the record for most ejections of all time with 158.

“And then you’ll probably have to write a $500 check. Or you can do what I do, write a $10,000 one and tell them when it runs out, let me know,” Cox infamously said.

Have faith in your team and your strategies for moving cases toward a win. Surround yourself with people of similar attitudes.

Take wins graciously

In sports, like law, it’s all about the win. But, for every win there’s sure to be a loss—or at least a setback. Which is why it is important to take all news, good or bad in stride.

A mental coach will respect tenacity, the ability to keep going, rain or shine, win or lose.

“I celebrate a victory when I start walking off the field. By the time I get to the locker room, I’m done,” said the leader of the Nebraska Cornhuskers, Tom Osborne.

Osborne never won fewer than nine games in a season and won national championships in 1994 and 1995, as well as a share of a third in 1997.
He led a powerful ground game and tenacious defense, leaving a legacy and a record of 60–3 over his final five seasons, as the fastest coach in Division I-A history to win 250 games.

Osborne didn’t stop there. He was eventually elected as a member of Congress. Clearly people respected the personality of leader, desired the stick-with-it attitude of a man who wants to get things done, and were looking for a mental coach in their political representation.

Don’t sweat the small things

A mental coach knows that disputes between colleagues or gossiping, for example, can bring down the productivity of a case.

Walter Alston knew that about his team, the Los Angeles Dodgers. He won seven National League pennants in 23 years as the Dodgers Manager. He also knew how to keep his team focused.

“Individual grievances and pet peeves have got to go by the wayside. Generally, you don’t have to worry about the guys who are playing every day, it’s the guys who are sitting on the bench that are the ones that get needles in their pants,” said Alston.

Law firm professionals need mental coaches who have no patience for pettiness.

Don’t hurry, hustle!

Chuck Noll earned respect for his winning and caring nature. Under Noll’s leadership, Joe Gilliam became the league’s first African-American starting quarterback and Franco Harris became the first African American to win the Super Bowl MVP award.

Noll knew how to cultivate talent. He also realized that winning isn’t about rushing through plays, but about the moment when mental preparedness meets action:

“Good things happen to those who hustle.”

Law firm professionals, like professional athletes, have a lot to gain by a well-nurtured mental game.

Take The Center for Competitive Management’s audio course, “Integrating Legal Mentoring With Law Practice Management,” to find out more about how successful firms create a culture in which mentoring and coaching becomes an inclusive process that is fully integrated with how it does business.

Need other inspiration? Read “The 50 Greatest Coaches of All Time.

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Snapchat’s Sleight Of Hand & Lessons In PR For Law Firms

Like a magician sleight of hand trick, Snapchat founders CEO Evan Spiegel and CTO Bobby Murphy settled its contentious lawsuit quietly while Apple was announcing its new iPhone launch.

Former fraternity brother and alleged cofounder Reggie Brown had sued the dynamic duo, claiming he developed the initial idea for the app, according to Forbes. And while Snapchat has just raised funds leaving its valuation at a whopping $10 billion, the company had much wealth at stake.

This is just one of the many lawsuits facing app-building billionaires. One of Tinder’s creators, Whitney Wolfe, also settled a lawsuit, although its terms are highly confidential, according to Forbes.

As for Snapchat’s admission? Spiegel smartly said (via Forbes):

“We are pleased that we have been able to resolve this matter in a manner that is satisfactory to Mr. Brown and the Company. We acknowledge Reggie’s contribution to the creation of Snapchat and appreciate his work in getting the application off the ground.”

Certainly no big surprised in that statement. Nor any doubt shed on the success of the company, itself, admit such controversy.

If there’s one thing these companies understand, it’s that image matters most. So, while the world was looking toward iPhones and iWatches, entrepreneurs were putting out litigious, fictitious fires.

For law firms, this is the best outcome for a client. However, sometimes image problems emerge regarding firm wrongdoing. Hiring a smart public relations firm may be as valuable as gaining new clients for equity partners.

Law firms—like any private company—experience a fair share of litigation. Whether it’s a dispute filed by a former employee, accidental release of confidential client information, or compliance issues, online news these days breaks faster than cold glass in hot water.

And your firm will be in hot water if it’s not prepared.

Richard Levick, President of Levick Strategy Communications, writes of law firm PR strategy:

“Reporters are like stray cats –if you don’t feed them, they go to someone else’s door. Call them back first, even if it is to say that you can’t say anything. Reporters remember who calls them and who doesn’t. Not returning the journalist’s call today, no matter what the reason, guarantees that you won’t get the call when you do want to be in the paper.”

A PR person does not substitute for a well-spoken (and sometimes apologetic) law partner. But, law partners may need to consult a PR professional before he or she can become well-spoken.

Reduce the risk of malpractice claims (and the need for a PR firm!) by listening to C4CM’s webinar: “Drafting Ethical, Effective Engagement Letters that Reduce Firm Liability and Improve Client Relationships.”

It will address:

  • The five key components every engagement letter should include,
  • How to use engagement letters as tools to substantially reduce firm risk, and
  • Why well-drafted engagement letters are vital to improving client relationships.

Why? Because when risk managers audit a law practice for the risk of legal malpractice, the first item they pull from the file is the engagement letter. This one document is the most reliable indicator of whether a law practice has in place systems that can effectively reduce the risks of malpractice claims.

So follow Snapchat’s lead, and while the world is temporarily distracted looking one way, address your potentially problematic PR issues today.

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Don’t Be The Best, Just Better: Lessons From Obama To Law Firms About Measures Of Success

The latest jobs report from the Bureau of Labor Statistics shows unemployment at just 6.1 percent—the lowest since 2007. This means President Obama outperformed Reagan on jobs growth and investing, reports Forbes.

This is great news. But in a way you may not expect.

A study by researchers at the University of Warwick and Cardiff University found that money only makes people happier when they perceive this money as being higher than their friends and colleagues. In a nutshell, people are only happy when they’re doing better than others.

“Our study found that the ranked position of an individual’s income best predicted general life satisfaction, while the actual amount of income and the average income of others appear to have no significant effect,” said lead researcher Chris Boyce about his findings in the paper “Money and Happiness: Rank of Income, Not Income, Affects Life Satisfaction” published in the journal Psychological Science.

“Earning a million pounds a year appears to be not enough to make you happy if you know your friends all earn 2 million a year.”

So when it comes to unemployment numbers, Americans are less satisfied to know that an additional 2.5 million new jobs will be created in 2014, or that 142,000 jobs were created last month alone. These are just numbers, not statistics.

Americans are only happy if they discover this year is better than the year before it. And, while this decade will never outperform the last, the 2000s-2010s could have the 1970s-1980s beat.

In the 1980s, President Reagan dealt with a recession much like the one President Obama is grappling with today, which is why the two are so often compared.

“President Reagan has long been considered the best modern economic President. So we compared his performance dealing with the oil-induced recession of the 1980s with that of President Obama and his performance during this ‘Great Recession.’” said Bob Deitrick, CEO of Polaris Financial Partners and author of Bulls, Bears and the Ballot Box, to Adam Hartung for Forbes.

And what did the comparison show? President Obama’s job creation prevented unemployment from peaking at as high a level as President Reagan, pushing people into the workforce faster than President Reagan.

“President Obama has achieved a 6.1% unemployment rate in his sixth year, fully one year faster than President Reagan did. At this point in his presidency, President Reagan was still struggling with 7.1% unemployment, and he did not reach into the mid-low 6% range for another full year. So, despite today’s number, the Obama administration has still done considerably better at job creating and reducing unemployment than did the Reagan administration.”

Which is great news for those who are keeping score—and studies show, we are all, consciously or not, keeping score.

Taking the lesson of comparative gains into account, law firm managers might consider reassessing some of their policies of business practices. For example, you may not be able to offer bonuses to employees this year, but perhaps you can offer comparatively better benefits (that cost your firm less to offer).

Clients may not care as much about the price per hour for your legal expertise as much as the fact that it is comparatively lower than your closest competitor.

Last year, two-thirds of law firm revenue involved flat rates and other “alternative fee arrangements” or pre-negotiated discounts to billable hours. What are these discounts, and can your firm offer comparatively better ones?

The Center for Competitive Management offers a webinar that explores the latest tools and approaches that law firms are using to set prices that are fair, collaborative, and align firm pricing with client-defined value.

This means providing a comparative advantage when you can’t provide an absolute one.

Sign up for the webinar titled “Law Firm Pricing: Developing a Pricing Capability, Negotiating Fees, and Locking in Clients,here. It takes place from 2:00pm to 3:15pm EST on Thursday, September 25, 2014.

During this interactive session, you will learn real-life strategies as employed by top pricing managers/directors in the field, including:

  • What clients really want from firms in terms of value and pricing (and how to deliver)
  • The latest pricing practices at top firms and how they might work for you
  • How to assure that pricing and overall firm strategy intersect (and make fiscal sense)
  • Why project management data is essential for developing successful pricing
  • Latest Alternative Fee Arrangements trends in 2014, and how legal AFAs have changed in the last five years
  • Factors to consider before your firm brings in a pricing director/manager (and what to do with them once they arrive)
  • A day in the life of a pricing manager: responsibilities, who they should report to, etc.
  • Getting Started: steps your firm can take today to begin a pricing culture reinvention
  • Top five pricing mistakes and how your firm can avoid them
  • Much more…

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