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In this Trial Lawyer Nation podcast, Michael Cowen sits down with a licensed attorney and founder of Preferred Counsel, Morgan Matson. Morgan specializes in connecting job seekers with great firms and vice versa for law firms and legal departments in companies of all sizes who are looking for legal talent.
Starting as a litigator doing mass pharma defense work, then moving on to work for a smaller boutique firm handling medical defense litigation, Morgan found his purpose to be more of a “connector” than a “divider” which then drove him to start working for a recruiter and ultimately owning his own recruiting firm since 2007. He notes his enjoyment for working with small to mid-sized law firms mainly due to finding that “all the boxes that need to be checked” when those firms are looking for a candidate, become amplified when the office dynamics are much more close-knit than in a larger firm.
In a world that has taken “digital” job searches to seemingly every corner of the globe, Morgan is not only happy to be a legal “headhunter” but explains that his localized, relationship-driven recruiting tactics actually have an even greater competitive advantage in this day and age. Morgan leverages his experience as a litigator to find the needle in the haystack for law firms, oftentimes finding the people who are NOT actually looking to make a move to be the best candidates as they are happily working … until Morgan calls with a very unique opportunity. Michael also points out from his own experience the troubles that come with having to sift through hundreds of resumes and find many with exaggerated qualifications.
For those who are looking to break into the legal industry, Morgan sites that recruiters can be an extremely good resource along with professional social media platforms, such as LinkedIn. Morgan elaborates on LinkedIn as being a fairly under-utilized resource in that there are many groups you can join and ways you can find commonalities with others who are doing what you want to be doing, at which point you can connect with them and find out if there is an opportunity foreshadowing or being hired at their firm. Michael and Morgan also discuss the need to get involved and start having conversations with those who you aspire to work with, whether that’s through attending CLE courses and starting conversations, or by simply picking up the phone and politely pursuing those who are either in the position you want to be in or who may have the ability to hire you. All of this contact, of course, should be done with respect and in search of understanding what it may take to achieve your career goals.
Morgan reveals several other tips for candidates and those looking to hire talented legal professionals throughout the podcast and ends with a striking description of his firm’s fee structure, for both candidates and employers, which is likely not how you think … remember, “relationship-driven.” Michael also uncovers a particularly beneficial reason to utilize a recruiter which ALL law firm partners can certainly relate to. All in all, Morgan is the type of recruiting resource any candidate can appreciate and any sensible law industry employer needs.
Background on Morgan Matson
Morgan is a 1999 graduate of The University of Texas School of Law. From there, he worked as a litigation associate with Fulbright & Jaworski (n/k/a Norton Rose) and later Ball & Weed, a litigation boutique where his practice focused on the defense of healthcare professionals in civil litigation matters and before the state licensing boards. In 2007, he founded Preferred Counsel, a legal recruiting firm focusing on the placement of lawyers and support staff in law firms and corporate legal departments throughout Texas on a direct hire, contract, and part-time basis.
For more info on Morgan Matson visit:
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80 – Tim McKey – Peak Performance: Developing Systems for Optimum Success
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In this episode of the Trial Lawyer Nation podcast, Michael sits down for the second time with Tim McKey, co-founder of Vista Consulting. As a business consultant who works with law firms, Tim was welcomed back to the show to talk about the effects of COVID-19 on law firms, measuring success using KPI’s, organizational culture, hiring, optimum vs. maximum, new trends in the industry, and transparency at your firm.
Michael and Tim begin their conversation with a look at remote work and how to measure the performance of your team members when you can’t see them. Tim’s solution doesn’t vary whether or not there’s a global pandemic. He insists you should ALWAYS measure success using KPI’s (Key Performance Indicators). This strategy focuses on the output of the employee, not the input. For example, a common KPI for a paralegal is to contact every client and conduct a meaningful check-in every month. Measuring this produces an objective number which can be used to evaluate performance and coach the team member on.
Michael then speaks to his experience using the KPI dashboard, and how he used to struggle to stay on top of it. Tim explains how the highest performing firms have somebody assigned to it, such as an Operations Manager. Some firms find success in the owner managing KPI’s, but Tim says it all comes down to what the owner is passionate about and good at. The goal is to remove as much of the other “fluff” as possible and hire great people to do the rest.
A brief discussion about the merits of having daily meetings leads Michael to ask Tim how to maintain culture when many are still working remotely. Tim explains that it’s even more crucial to intentionally develop culture when you’re not meeting in person. You do this through daily meetings, social events, strong core values, and reminding everyone of their part in the firm. After sharing an enlightening example of a receptionist and their huge purpose in the firm, Michael proudly recites his firm’s core values. He says them at the beginning of every meeting to remind his team members (and himself) of why they do what they do. This has also helped make decisions in the office and staying true to their values.
Tim adds that defining your core values makes the hiring process a lot easier, which leads Michael to dig deeper into Tim’s advice for hiring good team members. Tim insists that finding a good cultural fit is even more important than finding someone with the right skills, because it’s easier to train skills than values. His hiring process, which he calls “intentional hiring,” takes a LOT of time. He brings the prospective team member into the office, has them sit beside people, and explains to them in detail what their values and KPI’s are. Even with this lengthy hiring process, Tim says, “You’ll never bat 1000.” But, as Michael agrees, you can’t measure the cost of a bad hire. This thinking is why his firm is now creating an internal paralegal training program to help him continue to promote from within.
After a conversation that tied culture to college football, which will resonate with Alabama and A&M fans alike, they move on to discuss Optimum vs. Maximum, first in the context of intakes. Most lawyers saw a downturn in intakes during the pandemic, but Tim shares how there are two ways to a grow a law firm – get more cases, or add more value to the cases you already have. Citing The Dip by Seth Godin, Tim explains that while your reservoir of cases may be low, it’s not dry. Work on pushing the cases you DO have over the dam. Michael then ties this in beautifully to how far you push a case. It makes sense to push certain cases all the way to trial, but on other cases it’s better for the lawyer and the client to settle earlier on.
As a business consultant for law firms, Tim is always ahead of the curve when it comes to news and trends that effect how law firms do business. Something he’s keeping a close watch on is non-lawyer ownership of law firms, which recently became legal in both Utah and Arizona. He and Michael discuss the possible consequences of non-lawyer ownership, most notably consolidation of firms into large national practices. Michael says he’s already noticed this happening in large markets, and he’s very glad he found a niche in trucking litigation. Tim agrees within the next 10 years, it’s going to become very hard to be a general firm if you don’t have a huge advertising budget.
Tim and Michael end their conversation by talking about transparency. Tim shares an enlightening “10% rule” that he encourages every lawyer listening to consider. And while he falls on general transparency as much as possible, he acknowledges some limits to that.
If you’d like to learn more from or work with Tim, you can visit his website, email him at tmckey@vistact.com, or call his cell at 225-931-7045. He also has his annual conference coming up May 6-7 in Dallas, Texas, which will have in person and virtual attendance options.
This podcast episode also covers a creative way to take advantage of the competitiveness of lawyers, why daily meetings and word choice are so important, the problem with traditional recruiters, developing “a discipline” in your team members, why Michael has two types of “clients” at his firm, deciding who can work remotely vs. who needs to work in the office, and so much more!
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26 – Jack Zinda – Success by Design
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In this Trial Lawyer Nation podcast, Michael Cowen sits down with an accomplished trial attorney, Jack Zinda, for an inside look at his bustling personal injury law practice. Built from the ground up in a county where seemingly no one wanted to start a law office because the juries are so conservative, Jack has built his practice up to include 3 offices with 63 people on his team, 23 of which are lawyers.
Jack’s humble beginnings working in his father’s restaurant washing dishes and waiting tables, contributed to him becoming a great trial lawyer by teaching him to learn how to talk to people, which he says was “great training.” Michael admits that he actually looks for “waiting tables” on the resumes of his potential lawyers as he understands that such experience comes with being able to deal with people, even when they are being unreasonable, among other reasons.
As they dig in deeper to Jack’s practice, he directly correlates the growth of business to an exercise he did after reading the book “The E Myth” where he laid out a plan for where he wanted his firm to be in the future and worked backward from there in order to develop a plan of action. He also made sure to account for his core values and not giving up practicing law seeing as one of his top motivators for getting into Personal Injury law was to help people, and he never wanted to lose that. Michael and Jack also talk through their views regarding the use of consultants and how egos sometimes get in the way of success in this industry. Jack makes it extremely clear that “none of what [he’s] done is original” and that he’s simply taken what he has learned from others and built upon it to become successful. It also, from Jack’s perspective, comes down to the systems that get put in place and following them consistently; an example being that each lawyer in his firm is highly encouraged to attend two networking events per week in order to continue to build relationships.
As Jack reflects on the continued growth of his practice over the years, one of the most important decisions he discovered was who he hired to work at his firm. To prove his point, he describes the scenario where if you hire the most brilliant and amazing people to work for you in every aspect of your business and you have poor systems in place, chances are that you will likely still be successful. Whereas, even if you have the most robust and well-oiled systems in place, if you hire people who are unmotivated and don’t want to work hard, you are likely to fail. He goes on to say that even experience can be overrated when looking to hire someone. At the core, when looking to add people to your organization, people need to be hungry and driven, they need to be smart and organized, and they need to be hard working. Michael and Jack also talk through their hiring processes to get the “right people” into their firm. Surprisingly, the interview has very little to do with it and sometimes… neither does a candidate’s aspirations of working with your firm!
The conversation shifts to internal systems where Jack has gone so far as to hire a developer to create their case management system to his specifications. And not only has he found it to be a great way to customize his practice to run the way he wants it to but also works as a great training tool for everyone in his firm, even the most seasoned attorneys. Jack points out that even the simplest of things go into the firm’s checklists and procedures such as “read the local rules,” which, as easy as that might sound, he points out that it can be vital when working in as many jurisdictions as his firm does. Jack has also raised the bar on training and development within his firm by creating a position that solely focuses on it. Listening to Jack’s description of how he came up with and implemented this position is likely to deliver shock and awe to anyone who runs a firm, as it did for Michael during this podcast.
Michael wraps up the podcast with the question that is likely on everyone’s mind – How much of a “life” do you get to have, running a firm of this size and as successful as yours? Jack boils it down to really deciding what success means to you, first and foremost. What do you want to get out of the practice (note the sentiment of beginning with the end in mind)? Jack explains that he sets hard and fast rules on family time and personal time and has become VERY intentional about it, down to the alarm on his phone that goes off at 6 pm that reminds him to “go home.” Michael points out that there is also a difference between being in the room with your kids and being present with your kids. Jack goes on to describe how he turns off his phone when he gets home and puts it in a drawer, making it harder for him to somehow “find” it back in his hands, IE: working when he shouldn’t. “Willpower is overrated. I think you’ve got to set yourself up for success by setting the atmosphere to do what you want to do in order to be successful,” which is certainly a great mantra for us all to take away from this conversation with Jack.
John C. (Jack) Zinda is the founder and senior trial lawyer at Zinda Law Group.
Jack has served as lead attorney on a wide range of complex catastrophic injury cases across the United States, including:
- Fire death cases
- Gas explosions
- Wrongful deaths
- Governmental torts, including wrongful death cases caused by law enforcement
- Federal tort claims act cases
- Traumatic brain injury cases
- Commercial litigation
- Motor vehicle collisions
- Premises liability
- Interstate 18-wheeler collisions
- Product liability
As a trial attorney, Jack takes tremendous pride in giving a voice to individuals and families who need help battling Fortune 500 companies and large insurance conglomerates. His firm balances aggression with a strategy to maximize the outcome for clients, and every case is handled with a focus on getting ready for trial. He also knows the importance of communicating with his clients and ensures that they are part of the process. He is dedicated to always putting the needs of his clients first.
A native Texan, Jack graduated with a bachelor’s degree in business and political science from Southwestern University, where he distinguished himself as president of the Interfraternal Council and as a member of the Student Congress, the Student Judiciary, Phi Delta Theta, and the Pirates basketball team.
Jack went on to earn his Juris Doctorate from the prestigious Baylor University School of Law, which is perennially ranked as one of the top law schools for trial advocacy in the nation by U.S. News & World Report. While there, he was one of the finalists in the Bob and Karen Wortham Practice Court Competition.
Over the years, Jack has earned a reputation as a thought leader in the legal industry, and he has been featured as a speaker for numerous groups across the country, including the Brain Injury Association of Texas, the Williamson County Bar Association, and Mothers Against Drunk Driving.
Jack has also benefited his professional community through leadership positions in a variety of legal organizations. He has served as president of the Capital Area Trial Lawyers Association, as a member of the board of directors of the Texas Trial Lawyers Association, and as a member of the American Association for Justice, the Texas Bar Association, the Austin Bar Association, and WCBA. He is also involved with a number of consumer advocacy organizations.
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77 – Gregory Cusimano – Understanding & Utilizing The Jury Bias Model
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In this episode of the Trial Lawyer Nation podcast, Michael sits down with trial lawyer and consultant Gregory Cusimano. As one of the authors of “Winning Case Preparation: Understanding Jury Bias,” Gregory has conducted a plethora of research on why plaintiff’s lawyers win and lose cases. He and Michael discuss his 10 part jury bias model in detail and how you can apply it to your own cases.
They start off the episode with Michael asking Gregory how he first got involved with this research. He explains how it began as an AAJ committee which he co-chaired with attorney David Winters. The committee was instated because there had been a trend of good lawyers losing good cases, and they wanted to understand why it was happening. After conducting around 1,000 focus groups on every case type imaginable, they developed the foundations of the jury bias model.
Gregory goes on to share how it didn’t take long to identify the five common anti-plaintiff biases, which they called “untried issues.” These are issues which are important to a jury, but not to the plaintiff’s lawyer, so most lawyers would try the case without ever addressing them. The initial 5 untried issues included personal responsibility, suspicion, victimization, “stuff” happens, and “blame the plaintiff.” While some of these may seem obvious, Gregory explains why understanding these issues is critical for your case.
Michael then asks Gregory what plaintiff’s lawyers can do about these issues, which he admits was the much harder answer to find. In time, he was able to come up with the “10 Commandments,” or 10 decision-making events or aspects that tend to work. He emphasizes that these are in no way a fool-proof formula to win every case, but instead are a way to use social science to present your case in the best way possible.
The first (and incredibly important) step is to develop the trial story. The story should be discovered through jury research. Then, you frame your trial story to be consistent with the beliefs of the potential jurors in your venue. Gregory then eloquently ties in the concepts of Fundamental Attribution Error and Availability principle to explain how important framing and ordering of the facts is to the success of your case.
The next step is to elicit confirmation. Once you’ve found through research what the jurors in your venue believe, you need to present the case in a way which is “hand in glove” to what they already believe. When Michael asks Gregory how the lawyer should figure this out, his answer is fitting with the research he’s done: concept focus groups. If the case warrants it, this is the gold standard in Gregory’s opinion. If it’s a smaller case or you don’t have the funds to hire an outside consultant to hold the focus group, Gregory STRONGLY cautions against attempting to do it yourself. Instead, you should ask colleagues, friends, or family to participate in the process. This is because lawyers are already so invested in their own cases it’s nearly impossible to not project your own biases to your mock jury. Lastly, it’s important to remember that a focus group is qualitative, not quantitative research. A group of 10 is not a big enough sample size to conclude why you need a specific type of person on your jury.
Another “commandment” is to “head the norm.” Gregory explains how this stems from the “norm principal,” and when applied to trial it means if the conduct of the defendant is “according to the norm,” juries are not likely to find liability. He shares an example of a case he had where a man was on the back of a garbage truck that crashed into another vehicle, amputating the man’s leg. He thought the case was perfect, but he kept losing in every focus group and mock trial. Eventually, he realized even though men standing on the back of a garbage truck is incredibly dangerous, every juror had seen people doing it. It was the norm, so they never found liability.
They move on to discuss another commandment, “plan for hindsight bias.” This is framing your case in a way where a jury would think, “I knew that was going to happen.” For example, a product liability case begins in a corporate boardroom six years ago when they decided not to go with a safer option. As you share the subsequent meetings and decisions made, the jury already knows how the story is going to go when your client swerves to avoid a puppy in the road.
The next commandment is to create empathy. Referencing “Thinking Fast, Thinking Slow” by Danny Kahneman, he explains how there are two distinct ways in which people make decisions – intuitive or logical and reasonable. It may seem backwards, but if you can get the jury to project empathy, they will begin to use more logic and analyze. Gregory then emphasizes empathy is NOT sympathy, and shares why it is such an important distinction.
They move on to briefly discuss Michael’s favorite commandment, “drop the anchor” before the 10th and final commandment, “build the frame.” Citing Mark Mandell, Gregory elaborates that framing can be both overall and very minor. He and Michael both share examples they’ve used in cases which appear minor, but made a huge difference in the jury’s perception of a statement.
They conclude the episode by discussing the third and final section of Gregory’s book, the new method for putting a case together. He describes how he uses the 10 commandments in such a clear and concise way anyone who puts in the work can do it. In fact, this strategy has been so successful that Gregory and his team have found it will move a good case 15-20% into the plaintiff lawyer’s favor! This incredibly informative episode is truly a must-listen for any plaintiff lawyer who wants a leg up with the jury!
If you’d like to contact Gregory to learn more from him or to consult on a case, you can email him at greg@winningworks.com or call his office at 256-543-0400.
Guest Bio:
Gregory S. Cusimano is an owner of the law firm of Cusimano, Roberts, Mills & Knowlton, LLC in Gadsden, Al. and Winning Works LLC a national trial consulting firm. He concentrates his practice on serious personal injury and death cases. He is a frequent speaker at continuing legal education programs throughout the country. Mr. Cusimano was twice elected to serve on AAJ’s Executive Committee and budget Committee, was chair of the ATLA Blue Ribbon Committee to study juror bias and continues to conduct research on tort reform rhetoric and juror attitudes. He, along with David A. Wenner, developed the Jury Bias Model™ that many say revolutionized how cases are tried today.
Cusimano has held every elected office in the Alabama Trial Lawyers Association, including president. The Association has honored him with an annual Cusimano Symposium. He was appointed by the Alabama Supreme Court to committees to rewrite Alabama Rules of Evidence, the Alabama Pattern Jury Instructions, and to revise the Alabama Rules of Civil Procedure. On two occasions, Mr. Cusimano was asked to be the plenary speaker at his State Bar Association’s annual meeting. He served on the President’s Council of the ATLA, (American Association for Justice – AAJ), and was the first to be made a Lifetime Member of the Board of Governors,
Mr. Cusimano has published numerous articles in state and national magazines and contributed to articles in various treatises. He is contributing editor of the two volume Alabama Tort Law book, through the fourth edition and co-edited the six-volume set Litigating Tort Cases. He is one of the authors to Winning Case Preparation published by Trial Guides. He is listed in Best Lawyers of America and is a Life Member in the National Registry of Who’s Who in American Law. Cusimano was the second inductee into the Hall of Fame of the Small Office Practice Section of AAJ. He is a Diplomate of the International Academy of Litigators and The American Board of Trial Advocates. The designation of Diplomat and Champion of Trial Advocacy was bestowed on him by AAJ’s National College of Advocacy. He was inducted as a Fellow of the American Bar Foundation, and the Alabama Law Foundation. Cusimano served as Chairperson of the National College of Advocacy. He was given the prestigious Lifetime Achievement Award by the Association of Trial Lawyers of America and the Leonard Ring Champion of Justice Award by AAJ.
