The Wolf Theiss law firm held a unique lawyer retreat in Austria that brought together over 300 lawyers from across 12 offices to focus on business development training. The retreat program directly engaged 8 top in-house counsel from major companies to provide objective guidance to the lawyers on how to secure client work. Through case studies and presentations evaluated by the in-house counsel, the young lawyers from Wolf Theiss gained confidence and skills in client relations. The retreat succeeded in further integrating the firm and empowering the next generation of lawyers, and has led to new client mandates and awards for the firm.
This document provides guidance on building a diverse legal department through effective recruitment and retention strategies. It discusses that diverse lawyers pay close attention to company culture when considering jobs. A culture that embraces diversity is key to both attracting and retaining diverse talent. The document recommends casting a wide net to recruit from diverse professional organizations. It also emphasizes the importance of a long-term commitment to diversity, including involvement with non-legal groups. Measuring retention success and ensuring all employees can clearly define the supportive culture is important.
The document summarizes key points from a conference on diversity and inclusion in Boston law firms. It discusses national trends showing a decline in minority attorneys and partners from 2009 to 2011. For Boston firms, the number of minority partners decreased slightly from 2009 to 2011, while the percentage of minority associates remained similar. The document also provides diversity numbers for Boston firms from 2009 to 2010 NALP reports, showing the number of minority partners, associates, men and women in those groups.
The document discusses an in-house careers evening event. It provides summaries of four presentations: 1) What it means to be in-house today, 2) Working with boards on corporate governance, 3) Taking your career international, and 4) How to stand out from recruiters. It also discusses the current job market for in-house lawyers and what employers look for, including experience, education, skills, and cultural fit.
Paralegal101 - The Ultimate Guide on Everything Paralegal!jsoudy
This is a guide aimed at those seeking information as to how to become a paralegal. It runs through some basics of the industry including what a paralegal is, and what it is exactly that they do. A large resource section is included with blogs and interesting links for those interested in pursuing their career further.
Paralegal Outsourcing Services by Legal Support ExpertsCogneesol
A paralegal is someone qualified through education, training, or experience who performs legal work under the supervision of a lawyer. Cogneesol offers on-demand outsourced paralegal services to law firms and legal organizations to help lower costs, increase efficiency, and maintain quality. Their services include paralegal support, document review, contract management, and litigation support. Cogneesol aims to provide a cost-effective solution for legal outsourcing needs.
Experts provided advice on pursuing alternative careers for lawyers struggling in the difficult legal job market. They recommended doing self-assessment to identify interests, researching potential industries, conducting informational interviews, and emphasizing transferable legal skills rather than perpetuating lawyer stereotypes when marketing oneself to employers outside the law. Key steps included assessing personal strengths and interests, researching alternative fields, speaking to those already working in desired industries, and presenting legal experience as providing valuable skills for other careers.
Lets Talk Business Building Your Business Advisory TeamThe Events Agency
The document discusses selecting business advisors and legal advisors. It recommends business owners work with advisors to gain outside perspectives and avoid becoming trapped within their own knowledge. When choosing advisors, business owners should consider the advisors' skills, experience, networks, values, and ability to understand both logical and emotional aspects of the business. The document also provides tips for selecting legal advisors, including considering expertise, costs, reputation, and whether the advisor can add value beyond just legal advice.
Grant Proposal for The People's Legal Centerrudyxp
The People's Legal Center is seeking funding to establish itself and provide legal services to underrepresented individuals in San Francisco who cannot afford professional legal help. It will offer case management and referrals, legal education workshops, assistance completing forms, and notary/loan signing services on a sliding scale. Services will be evaluated through needs assessments, litigation audits, and workshop quizzes to ensure quality. The goal is to empower clients and promote access to justice and legal knowledge for all. The proposed budget of $126,000 will fund personnel, operations, and programs.
This document provides guidance on building a diverse legal department through effective recruitment and retention strategies. It discusses that diverse lawyers pay close attention to company culture when considering jobs. A culture that embraces diversity is key to both attracting and retaining diverse talent. The document recommends casting a wide net to recruit from diverse professional organizations. It also emphasizes the importance of a long-term commitment to diversity, including involvement with non-legal groups. Measuring retention success and ensuring all employees can clearly define the supportive culture is important.
The document summarizes key points from a conference on diversity and inclusion in Boston law firms. It discusses national trends showing a decline in minority attorneys and partners from 2009 to 2011. For Boston firms, the number of minority partners decreased slightly from 2009 to 2011, while the percentage of minority associates remained similar. The document also provides diversity numbers for Boston firms from 2009 to 2010 NALP reports, showing the number of minority partners, associates, men and women in those groups.
The document discusses an in-house careers evening event. It provides summaries of four presentations: 1) What it means to be in-house today, 2) Working with boards on corporate governance, 3) Taking your career international, and 4) How to stand out from recruiters. It also discusses the current job market for in-house lawyers and what employers look for, including experience, education, skills, and cultural fit.
Paralegal101 - The Ultimate Guide on Everything Paralegal!jsoudy
This is a guide aimed at those seeking information as to how to become a paralegal. It runs through some basics of the industry including what a paralegal is, and what it is exactly that they do. A large resource section is included with blogs and interesting links for those interested in pursuing their career further.
Paralegal Outsourcing Services by Legal Support ExpertsCogneesol
A paralegal is someone qualified through education, training, or experience who performs legal work under the supervision of a lawyer. Cogneesol offers on-demand outsourced paralegal services to law firms and legal organizations to help lower costs, increase efficiency, and maintain quality. Their services include paralegal support, document review, contract management, and litigation support. Cogneesol aims to provide a cost-effective solution for legal outsourcing needs.
Experts provided advice on pursuing alternative careers for lawyers struggling in the difficult legal job market. They recommended doing self-assessment to identify interests, researching potential industries, conducting informational interviews, and emphasizing transferable legal skills rather than perpetuating lawyer stereotypes when marketing oneself to employers outside the law. Key steps included assessing personal strengths and interests, researching alternative fields, speaking to those already working in desired industries, and presenting legal experience as providing valuable skills for other careers.
Lets Talk Business Building Your Business Advisory TeamThe Events Agency
The document discusses selecting business advisors and legal advisors. It recommends business owners work with advisors to gain outside perspectives and avoid becoming trapped within their own knowledge. When choosing advisors, business owners should consider the advisors' skills, experience, networks, values, and ability to understand both logical and emotional aspects of the business. The document also provides tips for selecting legal advisors, including considering expertise, costs, reputation, and whether the advisor can add value beyond just legal advice.
Grant Proposal for The People's Legal Centerrudyxp
The People's Legal Center is seeking funding to establish itself and provide legal services to underrepresented individuals in San Francisco who cannot afford professional legal help. It will offer case management and referrals, legal education workshops, assistance completing forms, and notary/loan signing services on a sliding scale. Services will be evaluated through needs assessments, litigation audits, and workshop quizzes to ensure quality. The goal is to empower clients and promote access to justice and legal knowledge for all. The proposed budget of $126,000 will fund personnel, operations, and programs.
The document discusses the history and importance of chocolate in human civilization. It details how chocolate originated from cacao plants domesticated by the Olmecs and Mayans as early as 1100 BC. Cacao beans were used as currency and their preparation into a drink was an important cultural and religious ritual across Mesoamerica. The Spanish conquest introduced chocolate to Europe in the 16th century, where it became a popular beverage among the elite before mass production made it accessible to the public in the 19th century.
Este documento contiene un protocolo para que los estudiantes puedan regresar a casa solos desde la escuela. Consiste en un formulario de autorización que los padres o tutores legales deben firmar para permitir que su hijo regrese a casa solo después de la escuela. El formulario incluye espacios para los nombres del estudiante y padre, así como la firma y fecha del padre o tutor legal.
Homeopathy as replacement to antibiotics in the case of Escherichia coli diar...home
The use of antibiotics in the livestock sector is increasing to such an extent
that it threatens negative consequences for human health, animal health and the environment.
Homeopathy might be an alternative to antibiotics. It has therefore been tested in
a randomised placebo-controlled trial to prevent Escherichia coli diarrhoea in neonatal
piglets.
Katherine Boss is the Librarian for Journalism, Media, Culture and Communication at New York University. Her research focuses on the issues facing born-digital news content and pedagogies in library instruction. She holds a bachelor’s in Journalism from Grand Valley State University and two master’s degrees, in Library and Information Science from Long Island University, and in Media Studies from The New School. She is the co-leader of the Archiving and Preserving News Applications Working Group of the Journalism Digital News Archive.
Amanda Benner is seeking a professional position where she can utilize her friendly personality. She has experience in various roles including sales, food service, housekeeping, office maintenance, and site maintenance. Her education includes a high school diploma from St. Cloud Technical High School and a technical diploma from Alternative Learning Center. She has over 10 years of volunteer experience with organizations helping children and animals.
La chatarra electrónica incluye productos eléctricos y electrónicos desechados como computadoras, teléfonos, televisores y electrodomésticos. Se caracteriza por su rápido crecimiento debido a la obsolescencia de los dispositivos y la mayor demanda global. La ONU estima que se generan 50 millones de toneladas anualmente. El tratamiento inadecuado puede dañar el medio ambiente y la salud humana. La película WALL-E crea conciencia sobre la contaminación por basura electrónica.
Este documento describe el sistema de desarrollo profesional continuo para maestros en Gales. Comienza con la inducción de maestros recién graduados y su apoyo en los primeros años, luego describe oportunidades adicionales de desarrollo como la calificación para directores y programas voluntarios. También cubre fondos y recursos disponibles a nivel nacional, regional y local para apoyar el desarrollo profesional continuo.
Este documento describe los esfuerzos de un grupo de maestros para mejorar el clima escolar y la convivencia en su escuela. Explican conceptos como el apego, las emociones, y la resiliencia. También describen las estrategias que usan como rutinas, estructura, y coordinación entre maestros y el centro educativo para crear un ambiente positivo y facilitar el aprendizaje de los estudiantes.
The document contains a spelling test where the words are spelled backwards and the student has to write them correctly. It lists the backwards spelled words: cat, dog, hog, happy, cup, drink, three for the student to solve.
La arquitectura de aplicaciones se refiere al diseño lógico y físico de una aplicación. Existen arquitecturas centralizadas, distribuidas y cliente-servidor. Las aplicaciones web se basan en una arquitectura cliente-servidor y las de escritorio generalmente son centralizadas. Una arquitectura de tres capas separa la lógica de negocio, los datos y la interfaz de usuario.
The document summarizes the key findings of a survey conducted by LexisNexis Pacific in 2014/2015 regarding workflow and productivity challenges facing law firms. The survey found that the top initiatives used by law firms to improve efficiency were technology, knowledge management, and staff training. It also identified that the main goal for law firms and in-house legal teams is to make each individual lawyer more productive and efficient. The document explores how optimizing technology resources, talent management, and modifying staff roles can help achieve greater efficiency.
Insights Success’ latest edition titled ‘The Most Trusted Corporate and Commercial Law Firms’ makes it easy for you by listing some of the best and most compassionate law firms.
Read More :- https://www.insightssuccess.in/the-most-trusted-corporate-and-commercial-law-firms-edition-2-december2021/
The law and the lawyers have been a part of our society
for centuries, to restore order and bring peace. Today,
aŌer year of evoluƟon, it sƟll remains one of the most
respected fields. With globalizaƟon, there has been a
rapid development in every country, and with it there
have been numerous changes in the laws. There have
evolved new branches of law like the business law,
Intellectual Property law and many such more.
International opportunities are increasingly available for attorneys at large law firms. Many firms now have overseas offices and encourage associates to accept temporary or permanent placements abroad to work on international deals and transactions. This provides valuable experience for associates and allows them to take advantage of the learning opportunities, responsibility, and travel that come with such positions. Firms benefit from having a more globally experienced talent pool and from being able to better serve multinational clients.
This document discusses several issues that are dramatically changing the legal profession and forcing law firms to rethink their office space models. It identifies five key issues driving changes: 1) client demands to reduce legal costs, 2) use of legal teams instead of individual stars, 3) work-life balance concerns, 4) expansion of firm geography, and 5) needs for attractive workplaces. It also outlines four "truths" that will guide how firms address these issues, including the ongoing need for private offices balanced with collaborative spaces, the importance of technology and group-based practices, and the goal of creating interesting workplaces. The document concludes that successful future law firm offices will focus on facilitating collaboration and harnessing technology in efficient, productive
Building and Sustaining a Business Development Culture _ Law Practice DivisionTea Hoffmann
This document discusses how law firms can build and sustain a business development culture. It notes that while many firms emphasize the importance of business development, few make training mandatory or hold lawyers accountable. The document outlines various approaches that firms take to promote business development, including mandatory and voluntary training programs, integrating business lessons, using successful rainmakers as mentors, and rewarding business development efforts. It stresses that to build a strong culture, firms must communicate the importance of business development and use a variety of training tools tailored to their lawyers.
The document discusses the history and importance of chocolate in human civilization. It details how chocolate originated from cacao plants domesticated by the Olmecs and Mayans as early as 1100 BC. Cacao beans were used as currency and their preparation into a drink was an important cultural and religious ritual across Mesoamerica. The Spanish conquest introduced chocolate to Europe in the 16th century, where it became a popular beverage among the elite before mass production made it accessible to the public in the 19th century.
Este documento contiene un protocolo para que los estudiantes puedan regresar a casa solos desde la escuela. Consiste en un formulario de autorización que los padres o tutores legales deben firmar para permitir que su hijo regrese a casa solo después de la escuela. El formulario incluye espacios para los nombres del estudiante y padre, así como la firma y fecha del padre o tutor legal.
Homeopathy as replacement to antibiotics in the case of Escherichia coli diar...home
The use of antibiotics in the livestock sector is increasing to such an extent
that it threatens negative consequences for human health, animal health and the environment.
Homeopathy might be an alternative to antibiotics. It has therefore been tested in
a randomised placebo-controlled trial to prevent Escherichia coli diarrhoea in neonatal
piglets.
Katherine Boss is the Librarian for Journalism, Media, Culture and Communication at New York University. Her research focuses on the issues facing born-digital news content and pedagogies in library instruction. She holds a bachelor’s in Journalism from Grand Valley State University and two master’s degrees, in Library and Information Science from Long Island University, and in Media Studies from The New School. She is the co-leader of the Archiving and Preserving News Applications Working Group of the Journalism Digital News Archive.
Amanda Benner is seeking a professional position where she can utilize her friendly personality. She has experience in various roles including sales, food service, housekeeping, office maintenance, and site maintenance. Her education includes a high school diploma from St. Cloud Technical High School and a technical diploma from Alternative Learning Center. She has over 10 years of volunteer experience with organizations helping children and animals.
La chatarra electrónica incluye productos eléctricos y electrónicos desechados como computadoras, teléfonos, televisores y electrodomésticos. Se caracteriza por su rápido crecimiento debido a la obsolescencia de los dispositivos y la mayor demanda global. La ONU estima que se generan 50 millones de toneladas anualmente. El tratamiento inadecuado puede dañar el medio ambiente y la salud humana. La película WALL-E crea conciencia sobre la contaminación por basura electrónica.
Este documento describe el sistema de desarrollo profesional continuo para maestros en Gales. Comienza con la inducción de maestros recién graduados y su apoyo en los primeros años, luego describe oportunidades adicionales de desarrollo como la calificación para directores y programas voluntarios. También cubre fondos y recursos disponibles a nivel nacional, regional y local para apoyar el desarrollo profesional continuo.
Este documento describe los esfuerzos de un grupo de maestros para mejorar el clima escolar y la convivencia en su escuela. Explican conceptos como el apego, las emociones, y la resiliencia. También describen las estrategias que usan como rutinas, estructura, y coordinación entre maestros y el centro educativo para crear un ambiente positivo y facilitar el aprendizaje de los estudiantes.
The document contains a spelling test where the words are spelled backwards and the student has to write them correctly. It lists the backwards spelled words: cat, dog, hog, happy, cup, drink, three for the student to solve.
La arquitectura de aplicaciones se refiere al diseño lógico y físico de una aplicación. Existen arquitecturas centralizadas, distribuidas y cliente-servidor. Las aplicaciones web se basan en una arquitectura cliente-servidor y las de escritorio generalmente son centralizadas. Una arquitectura de tres capas separa la lógica de negocio, los datos y la interfaz de usuario.
The document summarizes the key findings of a survey conducted by LexisNexis Pacific in 2014/2015 regarding workflow and productivity challenges facing law firms. The survey found that the top initiatives used by law firms to improve efficiency were technology, knowledge management, and staff training. It also identified that the main goal for law firms and in-house legal teams is to make each individual lawyer more productive and efficient. The document explores how optimizing technology resources, talent management, and modifying staff roles can help achieve greater efficiency.
Insights Success’ latest edition titled ‘The Most Trusted Corporate and Commercial Law Firms’ makes it easy for you by listing some of the best and most compassionate law firms.
Read More :- https://www.insightssuccess.in/the-most-trusted-corporate-and-commercial-law-firms-edition-2-december2021/
The law and the lawyers have been a part of our society
for centuries, to restore order and bring peace. Today,
aŌer year of evoluƟon, it sƟll remains one of the most
respected fields. With globalizaƟon, there has been a
rapid development in every country, and with it there
have been numerous changes in the laws. There have
evolved new branches of law like the business law,
Intellectual Property law and many such more.
International opportunities are increasingly available for attorneys at large law firms. Many firms now have overseas offices and encourage associates to accept temporary or permanent placements abroad to work on international deals and transactions. This provides valuable experience for associates and allows them to take advantage of the learning opportunities, responsibility, and travel that come with such positions. Firms benefit from having a more globally experienced talent pool and from being able to better serve multinational clients.
This document discusses several issues that are dramatically changing the legal profession and forcing law firms to rethink their office space models. It identifies five key issues driving changes: 1) client demands to reduce legal costs, 2) use of legal teams instead of individual stars, 3) work-life balance concerns, 4) expansion of firm geography, and 5) needs for attractive workplaces. It also outlines four "truths" that will guide how firms address these issues, including the ongoing need for private offices balanced with collaborative spaces, the importance of technology and group-based practices, and the goal of creating interesting workplaces. The document concludes that successful future law firm offices will focus on facilitating collaboration and harnessing technology in efficient, productive
Building and Sustaining a Business Development Culture _ Law Practice DivisionTea Hoffmann
This document discusses how law firms can build and sustain a business development culture. It notes that while many firms emphasize the importance of business development, few make training mandatory or hold lawyers accountable. The document outlines various approaches that firms take to promote business development, including mandatory and voluntary training programs, integrating business lessons, using successful rainmakers as mentors, and rewarding business development efforts. It stresses that to build a strong culture, firms must communicate the importance of business development and use a variety of training tools tailored to their lawyers.
HLS Students Harness Artificial Intelligence to Revolutionize How Lawyers Dra...Evisort
Evisort might just be the hottest legal tech and AI company you’ve never heard of. Born out of Harvard Law School, MIT and the Harvard Innovation Lab; funded by an investment firm backed by Bill Gates, Mark Zuckerberg, Jeff Bezos and other Silicon Valley luminaries; recently profiled in a Columbia Business School case study on entrepreneurship; and its three founders named to Forbes 30 Under 30, it’s safe to say this is a company worth watching.
The 10 Most Influential Women Leaders in Legal Services, 2024.pdfInsightsSuccess4
As the Founder Holistic Lawyer of Holistic Law Dominique Calcò Labbruzzo, her journey from personal introspection and healing/development to the forefront of legal practice has equipped her with a nuanced understanding of human complexities.
- International arbitration in Asia has boomed in the past decade as Asian jurisdictions have modernized their arbitration regimes. However, the article argues that arbitration service providers have focused more on their own interests rather than the priorities of their customers.
- Customers are seeking more direct involvement in arbitration processes and earlier resolution of disputes through assessments and settlements. However, networking events tend to exclude customers and the process can resemble litigation.
- The article calls for service providers to more proactively involve customers by including their perspectives, conducting bi-lingual events, and focusing on problem-solving and early dispute resolution rather than lengthy hearings and motions. Addressing customers' priorities will be critical for the future success of international arbitration in Asia
Mitchell Kowalski believes the legal industry is undergoing major changes called "The Great Legal Reformation". Alternative service providers and the rise of legal AI are putting pressure on traditional law firm models. To survive, law firms must create new strategies for legal service delivery. Kowalski argues firms should shift to a holistic, team-based approach that leverages people from various backgrounds alongside technology and process improvements. This will allow firms to differentiate themselves and provide a unique client experience that makes clients' worlds "gloomy" without the firm, securing their loyalty and competitive advantage in the future legal market.
In studying the changes rolling across the global legal services market, it has become clear to me that we are at the beginning of what I call, The Great Legal Reformation.
S&BLAW is a leading business law firm in Vietnam with offices in Hanoi and Ho Chi Minh City. It has a team of 40 lawyers and professionals who provide legal services across various practice areas including corporate law, banking, intellectual property, real estate, and dispute resolution. The firm represents both domestic and international clients such as IBM, Total, and HSBC. S&BLAW has received several awards recognizing its expertise and achievements in finance, M&A, and intellectual property law.
Public Trust is undergoing significant changes to transform its culture and become more customer-focused and collaborative with lawyers. The CEO acknowledges Public Trust was previously too rigid and difficult to work with. Now, it aims to partner with lawyers by providing outsourced legal services while lawyers retain control of clients. Public Trust launched its first partnership product called ExecutorAssist to help lawyers administer estates more efficiently. The goal of these changes is to overcome past misconceptions of Public Trust and build trust with both lawyers and the public.
Eric Gouvin, a law professor at Western New England College, created a unique program pairing his law students with local entrepreneurs at a business incubator. Through this program, called the Small Business Clinic, law students provide free legal services to startup businesses. This gives the law students hands-on experience working with clients, while providing much-needed assistance to entrepreneurs. The program has benefited both parties, providing real-world lessons for students and helping local businesses address legal issues like contracts and intellectual property.
The document provides a company profile for SBLAW, a law firm operating in Vietnam. It details SBLAW's areas of practice including corporate and commercial law, banking and finance, intellectual property, dispute resolution, real estate, construction, and telecommunications. The profile summarizes SBLAW's clients, which include many large multinational corporations. It also highlights some of SBLAW's major deals and achievements, noting the firm has been recognized by several awards organizations. SBLAW has 40 lawyers across offices in Hanoi and Ho Chi Minh City led by five partners with extensive experience in Vietnam's legal system.
The document provides a company profile for SBLAW, a law firm operating in Vietnam. It details the firm's areas of practice including corporate and commercial law, banking and finance, intellectual property, dispute resolution, real estate, construction, and telecommunications. The profile summarizes SBLAW's clients, which include many large multinational corporations, and awards the firm has received from organizations like The Legal 500. It also introduces the firm's partners and describes the experience and qualifications of its 40 lawyers.
MM Law Firm is a prestigious law firm in Egypt with over 23 years of experience. It has a diverse team of lawyers from various international backgrounds specializing in Middle Eastern law. The firm handles a wide range of legal areas including litigation, corporate law, M&A, intellectual property, arbitration, oil and gas, banking and finance, contracts, and immigration. The firm prides itself on providing high-quality legal services and excellent client communication.
1. Wolf Theiss' lawyer retreat, held in Loipersdorf, Austria, presented a unique platform for
practice development never before seen in Central, Eastern and Southeastern Europe
(CEE/SEE). The firm, with more than 300 lawyers comprised of 30 different nationalities
and speaking more than 25 languages in 12 offices throughout the region, is home not
only to arguably the top law firm in Austria, but also to the first generation of non-ex-pat
lawyers to practice law following the collapse of the Soviet Union; the average age being
34 years old.
HOW THE IDEA CAME ABOUT
Like most large law firms, Wolf Theiss
has made a point of bringing together the
firm’s entire cadre of lawyers every few
years for a weekend training session in
which the lawyers have the opportunity
to get to know one another on a firm-
wide basis and to engage in a variety of
group discussions. These sessions have
provided the training ground for the
development of practice-related skill sets
and other core competencies. However,
they have largely been hosted and
trained by firm lawyers on narrow areas
of technical expertise, together with
"outside" legal consultants that provide
their own "subjective" views on what
they believe clients really want and need.
This being the first firm-wide retreat
since the onset of the global financial
crisis, it was critical to create the type of
program that would take out the "guess
work" and cut straight to the core of how
clients actually buy legal services and
what they seek out from their legal
service providers when selecting counsel
for their high-value work. The decision
was therefore made to take the partners
and consultants out of the mix and to
bring in the "actual buyers" of law firm
legal products and services to
"objectively" teach these young lawyers
what it would take to not only become
the type of lawyer that was skilled
enough to legally advise top-level
multinationals on a local level, but more
importantly how to leverage both their
technical expertise and business acumen
to secure a spot on one of their small
panels of "regional preferred providers."
Lessons Learned From the
Wolf Theiss Lawyer Retreat
Nothing is impossible. By presenting a
unique opportunity to teach young lawyers
who had never before had the opportunity
to present to top decision-makers, let alone
advise them, the firm was able to secure
eight leading General Counsel to
participate at the retreat.
Times they are a changing. The
professional services environment has
gone through a transformation and
business development plays an ever-
increasing role in a firm's strategy. All
lawyers need to be cognizant of this fact.
Preparation is key. The firm was able to
keep 300+ lawyers and eight top legal
leaders actively engaged for three solid
days of business development training.
These types of programs can ignite a spark
and reenergize a firm's business
development efforts.
It cannot be all work and no play. In
addition to tremendous amounts of
guidance, the firm was able to foster an
atmosphere of camaraderie and fun.
Exiting the retreat, it was easy to witness
the excitement and enthusiasm on young
attorneys' faces who had experienced their
first real opportunity to prove themselves.
Buckle-up for an increased interest in
business development. Business
Development and Marketing Departments
should be prepared.
2. The program was the brainchild of the Firm's Chief Strategy Officer, Janis Nordstrom, a
top legal strategist, "innovation agent" and 25-year pioneer in international practice and
business development, who has served as a key architect in helping to build and unify
some of the largest and most profitable law firms in the world.
"I know from first-hand experience, that the best way to find out what it is you really need
to get a client mandate is to go directly to the source. That way, you can get clear-cut
advice on what it will take to succeed with a particular audience and narrow your focus on
exactly what they want. Over the years, I have learned so much from speaking and
interacting with General Counsel, that I felt strongly that this would be the type of
opportunity that would leave a lasting mark on a young attorney's career and I was very
pleased with the results."
THE PROGRAM
Over the course of three days, the firm put forth a "first-to-market" program designed to
unite the firm's highly diverse talent, with the goal of transforming these young country-
specific "technical" lawyers into more regional "trusted advisors" while embedding them
with eight of the world's leading General Counsel to learn directly from them, as the true
experts, how to pitch for high-level work and to be judged on their own merits as to
whether or not they could secure a spot on one of their coveted panels. A daunting task for
any young lawyer let alone a "first generation lawyer" from Central and Eastern Europe.
For unlike their western counterparts, these lawyers had never before been exposed to any
high-level business development training, or undertaken in-depth market research and
case study analysis in preparation for pitching to some of the most prominent General
Counsel in the world.
Such a wide-ranging program had several challenges and it required the firm's entire
business development department to put together the program in which they secured the
general counsel participation, helped in drafting case studies and panel questions,
assembled 300+ lawyers and kept everyone occupied for three days -- a process which
took over four months.
Two different case studies were prepared and the lawyers were broken up into eight
different groups with each group being represented by lawyers from different countries,
practice areas and seniority. The aim of the exercise was to create a roadmap of solutions
for a client’s multijurisdictional legal issues and to provide advice on how to achieve the
most successful business result. As the largest law firm operating in the region, this
exercise fit in well with their goal of breaking down silos, drawing upon diversity to
achieve a "one firm, one voice" culture with similar standards of excellence in all offices,
and a true understanding of client expectations from their outside legal advisors.
To facilitate this effort, the firm brought in eight General Counsel from world renowned
companies such as Siemens, EADS, Borealis, and members of the Association of
Corporate Counsel to work together with the lawyers. The General Counsel panel also
reflected the firm's diversity with representatives from Germany, Belgium, France, Russia,
Switzerland, United Kingdom, and United States participating. In a region that has had no
formalized legal business development instruction before, this was a true "coup de gras"
to have the opportunity to work hand-in-hand with lawyers of this caliber.
During the first day's panel discussion, the General Counsel were forthcoming in their
commentary and eagerly engaged with the young attorneys on topics such as the
3. characteristics they seek out in lawyers and the firms they retain, what lawyers
consistently do to irritate Counsel, how firms have been able to favorably differentiate
themselves from the competition, and the trend in moving away from hourly billing, etc.
Following the panel discussion, each group was sequestered to take on the case studies,
with the luxury of working directly with one of the General Counsel inside the room. In an
era when diversity is demanded from corporate counsel, each group had to call upon their
cultural, regional and vocational expertise in order to successfully complete the exercise.
This was a true test of real diversity with lawyers from traditional "hot-spot" countries
such as Kosovo, Serbia, Croatia, and Bosnia working together towards a common goal.
The results of each case study were then presented on the final day of the retreat to the
General Counsel, who then selected the legal team they would have hired and provided the
reasons why they had won and why the others had not. It was stipulated in advance that
partners were not allowed to play major roles in the pitch to the panel, only associates.
This allowed the associates to control the process.
In a region that traditionally has seen senior figures rule with a heavy hand this
requirement provided an exceptional opportunity for younger lawyers to engage directly
with in-house counsel and to take center stage.
As one of the General Counsel made clear:
"Your Wolf Theiss retreat was an unforgettable event for me. I envy Wolf Theiss for
having such a young and enthusiastic lawyer community which brings across the message
of unlimited energy and commitment to the client with the optimistic spirit of emerging
Eastern European countries."
The biggest ROI for the firm was not only the business they received as a direct result of
this exercise, but seeing what had been accomplished by these young lawyers. Priceless.
HOW OUR RETREAT OBJECTIVES HAVE BEEN MET
Since the retreat, it has become more and more apparent that the firm has succeeded in
reaching its initial goals. The firm has successfully built a rapport across both borders and
practices and now operate as fully integrated firm-wide industry groups that are specific to
client needs.
The Loipersdorf experience also has empowered their young lawyers and has given them
the confidence to become more actively engaged in client-facing settings. Working hand-
in-hand with General Counsel for three days taught them to address true-to-life client
needs and tackle legal issues looking through the eyes of the client which transformed
them into true "trusted advisors."
Looking back, the collapse of Lehman Brothers has put mounting pressures on law firm
economic viability and profitability. Fortune 250 companies have reduced spending by an
average of 14% on outside counsel and law firms are no longer able to keep pace with
historic profit margins. The traditional relationship between clients and outside counsel
has dramatically changed with General Counsel now facing increasing cost pressures, and
hoping to extract even greater value for each dollar spent on their firms.
4. And yet, this downturn appears to have actually brought clients and firms even closer
together as they have explored for ways to increase their performance and become even
more intertwined as mutually beneficial teams.
The Wolf Theiss lawyers retreat was a large investment in marketing and client service.
The firm wanted to put the client at the epicenter of its efforts and to further unite its 12
offices in that process and early evidence suggests that it has accomplished just that. Over
the past year, the firm has received numerous awards and recognitions for its efforts,
including The Lawyer's "Law Firm of the Year for Central and Eastern Europe," "Law
Firm of the Year for Eastern Europe and the Balkans," the Legal Marketing Association's
"Top award for Practice Development" on a global basis and has also been cited by
Chambers and Partners as a "Client Service Law Firm of the Year."
FUTURE PLANS
The Loipersdorf program was the first small step taken in the Wolf Theiss quest to
become a better firm on behalf of its clients. At the retreat, they preached client service,
unity and communication, and the necessity for becoming a true trusted legal and business
advisor.
The next step is to equip this army of lawyers with the tangible business tools that will
give credence to the lessons learned and the message that have been broadcast throughout
the firm.
According to Nordstrom, "What makes our firm special is that it has been built upon the
shoulders of entrepreneurial pioneers in the region who are willing to invest in what it
takes to make a great firm even greater. We firmly believe that better understanding of our
clients and continuing to educate our young lawyers will provide us with a life-long
journey in which we can help to stimulate and enhance young attorney careers. Our next
step in that process is already well underway. Presently, we are in the process of
implementing a firm-wide school that will ensure that all of our lawyers, from junior
associates through to our most senior partners, are constantly improving themselves in an
effort to better serve our clients and to not only meet their expectations, but to exceed
them wherever possible. Going forward, that will always be the litmus test upon which we
measure our success."
POINTS TO CONSIDER WHEN DEVELOPING A NEW BUSINESS
DEVELOPMENT RETREAT
DO's DON'Ts
Reach out to your client base and business
network and ask what they expect from
their outside counsel and then engage them
Have outside "talking heads" educating
your lawyers on what they think clients
might want
Make your program as interactive as
possible and solicit as many different
opinions as you possible can from diverse
sources to make your retreat a success
Have lawyers or outside consultants lecture
rather than engage
5. Give every participant a voice Use your office as a location for your
retreat, it is too easy to recede back to your
work and tune out the program
Draw upon all of your resources for input,
preparation, and execution
Have a monogamous program, schedule
regular break and different activities at
various intervals
Continuously check in with your senior
lawyers
Don’t forget to add the "social" element
Have fun! Business development training is
an exciting activity that should encourage
attorneys to want to get involved
Let the program be dominated by a small
group of individuals
Use the moment from your retreat to propel
your next business development venture
Exclude "the firm". Business development
involves all members of a firm, top to
bottom, not just the lawyers
6. Give every participant a voice Use your office as a location for your
retreat, it is too easy to recede back to your
work and tune out the program
Draw upon all of your resources for input,
preparation, and execution
Have a monogamous program, schedule
regular break and different activities at
various intervals
Continuously check in with your senior
lawyers
Don’t forget to add the "social" element
Have fun! Business development training is
an exciting activity that should encourage
attorneys to want to get involved
Let the program be dominated by a small
group of individuals
Use the moment from your retreat to propel
your next business development venture
Exclude "the firm". Business development
involves all members of a firm, top to
bottom, not just the lawyers