Maximizing Law Firm Profitability: Hiring, Training and Developing Productive Lawyers

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Maximizing Law Firm Profitability: Hiring, Training and Developing Productive Lawyers shows you how to manage your own practice and how to develop the potential of the people reporting to you.

Whether you practice with a small group of lawyers or manage a large law firm, Debra Forman's Maximizing Law Firm Profitability: Hiring, Training and Developing Productive Lawyers will help you become more effective, productive and successful.
Completely rewritten by an acknowledged expert, this comprehensive resource will enable you to better manage your practice and effectively realize the potential of junior colleagues.
With practical advice for legal professionals that is updated two times every year, its coverage includes:
Building a unique blueprint for your firm's success
Establishing hiring and integration procedures for summer and lateral associates and lateral partners
Creating professional development programs for associates and partners
Formulating social media guidelines
Standardizing effective evaluation processes
Instituting elevation and development policies
Following personal branding standards
Focusing on client service
Developing delegation and feedback techniques
Fostering internal and external relationships

Book #00614; looseleaf, one volume, 510 pages; published in 1991, updated as needed; no additional charge for updates during your subscription. Looseleaf print subscribers receive supplements. The online edition is updated automatically. ISBN: 978-1-58852-053-1

Additional Information
SKU 614ONL
Division Name Law Journal Press
Volumes 1
Product Types Books
Brand Law Journal Press
Jurisdiction National
ISBN 978-1-58852-053-1
Page Count 510
Edition 0
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Debra Forman

Debra Forman is a ProfessionalCertified Coach (PCC) and founder of Pinstripe Coaching, an executive coachingand training firm. Debra held senior positions at three major Canadian lawfirms before establishing Pinstripe Coaching. Sinceforming Pinstripe, Debra has workedwith more than 2,000 clients and hasprovided over 25,000 hours of executive coaching and training services with a focuson business development and practice management coaching. Building on more than30 years of legal and business experience, Debra partners with legal and business clients inindividual and group coaching sessions that help them realize theirprofessional and personal goals.

Anacknowledged expert in law firm management, Debra is regularly engaged tofacilitate law firm retreats across the globe. Leveraging her expertise in business development, Debra produced 70 videos in her MakingRain series, created in partnership with Canadian Lawyer Magazine.  In January 2016, Debra launched AfterIt Rains, a video/blog seriesthat focuses on being a trusted advisor, generating business and retainingclients. Her videos and blog can be found at pinstripecoaching.com.

Based in downtown Toronto, Debra has an international coachingpractice. Debra has coached clients in Alberta, Argentina, Belgium, Brasilia,Brazil, British Columbia, California, Chile, Colorado, Costa Rica, Czechia,D.C., Denmark, Dubai, Finland, Florida, France, Germany, Illinois, Ireland, Italy,Japan, Kentucky, Latvia, Louisiana, Luxembourg, Maryland, Mexico, theNetherlands, New Jersey, New York, Northwest Territories, Nova Scotia,Oklahoma, Ontario, Oregon, Pennsylvania, Poland, Quebec, South Carolina, Spain,Sweden, Switzerland, Texas, Turkey, United Kingdom and Washington,face-to-face, or by telephone or Skype.

Table of Contents

CHAPTER 1

Defining Profitability: Your Blueprint for Success

§ 1.01         Introduction

§ 1.02         Defining Profitability

[1]          Legal Talent

[a]          SummerAssociates

[b]          Defining theOCI Process

[c]          Associatesand Lateral Associates

[d]          Counsel

[e]          Partners

[f]           ManagingPartner

[g]          Rainmakers

[h]          ServicePartners

[i]           LateralPartners

[j]           SpecialCounsel

[2]          Practice Areasand Practice Group Leadership

[a]          PracticeGroup Leadership

[b]          PracticeGroup Leader Responsibilities

[3]          FirmLeadership

[4]          EvaluationProcesses

[5]          CareerDevelopment

[6]          LawyeringSkill Development

[a]          FormalTraining

[b]          InformalTraining

[7]          ProfessionalDevelopment

[8]          Business andClient Development Focus

CHAPTER 2

Summer Associates and Lateral Associates: MaximizingProfitability Through Effective Hiring

 

§ 2.01         Introduction

§ 2.02         HiringSummer Associates

§ 2.03         FollowingNALP Guidelines

§ 2.04         NALPPrinciples and Standards

§ 2.05         ASystematic Approach to Summer Associate Hiring

§ 2.06         DefiningYour Hiring Criteria

[1]          Skills

[2]          PersonalQualities

[3]          Behaviorsand Values

§ 2.07         ApplyingHiring Criteria in Entry-Level Recruitment Process

[1]          ReviewingResumes

[2]          EffectiveInterviewing Skills

[3]          EvaluatingStudent Candidates and Making Offers

[4]          TrackingRecruiting Statistics

§ 2.08         TheBehavioral Interview—Keys to a More Effective Recruitment Process

§ 2.09         AssociateLateral Hiring

§ 2.10         TheInterview Process

[1]          EnsuringConfidentiality

[2]          ChoosingYour Interview Teams

[a]          InitialInterview Team

[b]          CallbackInterview Team

[c]          Follow UpInterview Team

[3]          Goals forEach Interview Phase

[4]          GatheringEvaluative Information

§ 2.11         WorkingEffectively with Search Firms

§ 2.12         Diversityand Recruiting

§ 2.13         Sample JobDescriptions for Law Firm Recruiting Professionals

[1]          LegalRecruitment Director

[2]          LateralRecruitment Director

[3]          AttorneyRecruiting and Development Coordinator

CHAPTER 3

Lateral Partners: Maximizing Profitability ThroughEffective Training

§ 3.01         StrategicPlanning for Bringing in Lateral Partners

§ 3.02         InternalPlanning for Onboarding Laterals

§ 3.03         Choosing aTeam to Oversee the Process

§ 3.04         Responsibilitiesof the Committee

[1]          Recruitment

[2]          DueDiligence

[3]          Integration

§ 3.05         SelectionCriteria

[1]          The “What”Criteria

[2]          The “WhyCriteria

[3]          The “Who”Criteria

[4]          PersonalQualities and Cultural Fit

[5]          Next Steps

§ 3.06         TheLateral Partner Recruitment Process

[1]          InternalDiscussions

[2]          ProfessionalLegal Search Firms

[a]          ContingentSearches

[b]          RetainedSearches

[3]          Advertising

[4]          SamplePartner Candidate Selection Criteria

[a]          PracticeConsiderations

[b]          CulturalConsiderations

[5]          Determiningthe Materials that Each Candidate Will Be Asked to Submit

[a]          ProfessionalResumes/Curriculum Vitae

[b]          Lists ofRepresentative Engagements

[c]          Client Lists

[d]          Three Yearsof Billing/Collection Figures

[6]          BusinessPlans

[a]          Permissionsto Conduct Background or Credit Checks

[b]          References

§ 3.07         TheInterview Process

[1]          CandidateConsideration

[a]          Expectations

[b]          Respect andHonesty

[c]          Responsiveness

[2]          Screeningthe Applications

[3]          The InitialInterview

[4]          Follow UpInterviews

[5]          DecisionMaking Factors

[6]          CompensationIssues

[7]          ChoosingTitles for Lateral Hires

[8]          FinalMeeting

[9]          CheckingReferences

§ 3.08         EvaluatingPortable Client Relationships and Revenues

[1]          Overview

[2]          VettingLateral Partners’ Portable Relationships

[a]          ProductionValues and Stage Setting

[b]          Steps to VetPotential Lateral Practices

[i]         Endorsement

[ii]        Goal Accomplished Assessment

 [c]         Vanishing Act: Now You See It

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