If you want to get paid for your consulting time (which you should), it’s easier than ever to capture that value.

But, like all good things, every workflow must come to an end. If it doesn’t, you’ve got a problem: you have a loose end.

There are ways to measure the performance of your staff, and those effectively break down across three categories: (1) Efficiency; (2) Proficiency; (3) Profitability.

If you belong to one of the few law firms that raises their rates annually – Kudos to you! 

Lots of law firms are on the hunt for ‘perfect’ software.  But that doesn’t really exist with off-the shelf-software.  There’s always going to be something you don’t like.

Every lawyer I’ve spoken to in the last year plus has been talking about ChatGPT, which has sort of captured the societal zeitgeist.  And whenever the concepts of machine learning or artificial intelligence are brought up – they’re two very different things, actually – attorneys always start asking: Is this new tech going to take my job?

Law firms have traditionally been built on the back of referral marketing.  You know, lawyers going to events, meeting other attorneys and business owners, and thus generating inbound leads to their firms.  That’s pretty much how it’s always been.  And that focus exists for a number of reasons.

There’s actually lots of different tactics you can use to eliminate unnecessary meetings, reduce the time spent in meetings you need to have and/or better organize those necessary meetings.

If you’re looking to reduce your budget, your office footprint should be in your sights.  Especially as a small law firm owner, the office is overrated.

Law firms are now looking to hire employees who work solely on intake.  This could be an ‘intake specialist’, or an ‘intake manager’, or an ‘intake coordinator’.  Whatever you call this person, the job is to focus entirely on managing intake.