case load

98 – Delisi Friday – Scaling Your Law Firm, Your Way

In this episode of the Trial Lawyer Nation podcast, Michael Cowen sits down once again with his Chief Marketing Officer, Delisi Friday, to discuss law firm growth and how they’ve scaled their firm over the years in the way that best suited their goals.

The pair begins the episode with a look at the motivation for their most recent hiring expansion and how they knew it was time to grow. Delisi shares her frustration on the marketing and intake side, where she would receive a new case and have to decide between overwhelming an attorney with an already large docket or rejecting a case she would normally accept.

Michael echoes this sentiment and adds that rejecting “bread and butter” cases from referral partners was hard to do at times but needed to be done to ensure that the proper time and care was being put into existing cases; and that his staff was not going to be stretched too thin. This is how they knew it was time to hire 3 new associate attorneys.

“I always want to market our firm honestly, and I want us to fulfill our promises as well.” – Delisi Friday

Following this, Delisi asks Michael how he knows when the firm needs to grow and how to figure this out. Michael breaks down his answer in two points:

  1. “If I see the workloads on my people are becoming unhealthy.”
  2. “If [I’m] having to turn down things [I] wish we could keep,” paired with asking yourself, “Am I having to turn down enough things that justify hiring someone else?”

Adding onto these points, Michael says he saw that his firm was at the point where they had to hire more lawyers or start saying “no” to cases at a rate that he felt would damage his referral relationships. To this, Delisi brings up the firm’s weekly docket discussions. During these meetings, she not only brings up the number of cases on attorney dockets, but also the phases of those cases to properly assess if they have the bandwidth for more cases. Michael then discusses doing something similar in his monthly attorney development meetings and adds that a further challenge is getting lawyers to trust him enough to tell him when they are overwhelmed.

“I have to prove to them that I’m worthy of their trust … [by taking] steps to help and not punishing them for being overloaded.” – Michael Cowen

Delisi then asks Michael how he decides how he’s going to grow, to which he explains why he looks for what the pain points are and what type of hire would resolve them in the most efficient and logical way. This leads them to discuss the pros and cons of hiring an experienced lawyer, which has historically not had the best “hit rate” at their firm. This, according to them, is due to the firm’s established culture, procedures, and systems, which many experienced lawyers may find difficult to adjust to; having been trained in and working under different systems and procedures beforehand.

“I can’t do legal work, market the firm, and run a 33-employee firm.” – Michael Cowen

Michael then touches on the fear associated with growth; more specifically the fear of letting responsibilities go. He goes on to say that finding and hiring the right manager to cover those responsibilities and run with them is essential. By hiring and promoting the right people, such as his firm operations and intake managers, Teresa and Delisi respectively, most of those fears and anxieties have subsided while productivity and efficacy have only increased.

Building from this conversation, Delisi asks Michael what he’s learned along the way from scaling his firm and his advice for other lawyers, which he breaks down into 3 main points.

  1. Do you want to grow?
  2. Is this a temporary bump, or do you have a sustainable flow of business where it makes economic sense to grow?
  3. Do you have the cash flow to grow?

Throughout these points, Michael notes that growth is not for everyone, and it’s not the only way to build a successful and profitable practice.

“You should grow if it’s going to fulfill you, and if it’s what YOU want to do.”– Michael Cowen

Delisi then adds how every year, they seem to bring in roughly the same number of new cases without even realizing it, month-to-month. Michael clarifies that while this doesn’t sound like growth, the value of those new cases grows with each year, which reflects the growth model his firm follows. This is tracked through a concept learned from former podcast guest Chad Dudley, called the 5-Star Case Rating system, which assigns each case a star rating based on a variety of factors, and helps to accurately analyze a lawyer’s docket and the firm’s entire case load.

“We may have the exact same number of cases that we did last year, but the type of cases, the quality, and what our projected attorney’s fees are going to be vastly different.” – Delisi Friday

Michael then shares that growth isn’t always about adding more lawyers, but frequently requires more paralegals, marketers, or other positions. This leads Delisi to dig deeper into the onboarding and training process for all these new hires, especially the young lawyers.

Michael answers candidly, sharing how large the time commitment is to bring someone completely new and inexperienced up to speed. But, from his experience, the more time you put in up front, the better the outcome is in the long run. He elaborates on this sentiment by sharing his lengthy 3-step deposition training process with new hire lawyers, an incredible training strategy which everyone considering hiring young lawyers would benefit from hearing.

Delisi then references Chad Dudley’s podcast episode once again, sharing his fantastic quote about how being a great tennis player doesn’t necessarily make you a great tennis coach. This leads Michael to share that, while he’s a great teacher, he doesn’t see himself as a great coach, something Delisi commends him for realizing.

“We have a promise we make to our referral partners that if you’re nice enough to bring us in on your case, we are going to do the case to this standard. Which means I have to enforce those standards at my firm.” – Michael Cowen

Michael and Delisi then discuss some of the challenges they’ve faced when hiring new lawyers. For the most part, it boils down to setting expectations and being willing to have tough conversations when those expectations aren’t being met. This has led them to their current strategy of hiring 3 lawyers who are all relatively young in their careers, something Michael has been very happy with, citing their energy and willingness to learn and adapt.

Delisi agrees and adds that these associate additions have required the senior attorneys to communicate more with each other, which has led to more idea sharing and even a hint of competitiveness, which has been fun and rewarding to see.

The pair wraps up the episode with their final thoughts on law firm growth. It’s been a wild, scary ride, but if you plan for it and grow at a rate you can handle while keeping an eye on your finances, it can be very rewarding.

This podcast episode also covers how to know when and why your lawyers are overwhelmed, why Michael likes promoting paralegals from within, a look at some of their past hiring mistakes, and so much more.

37 -Sonia Rodriguez – Caseloads: Quality vs. Quantity

In this Trial Lawyer Nation podcast, Michael Cowen sits down with Cowen | Rodriguez | Peacock partner, Sonia Rodriguez, for another installment of TLN Table Talk to answer the questions of our listeners. This show focuses mainly on questions revolving around caseloads and determining the best approach for your practice.

The first question from our listeners is about the number of cases an attorney should take on at any given time. Sonia discusses the balancing act, especially for younger lawyers, of quality vs. quantity. Attorneys may want to trim down their docket of cases, but need to make sure these are quality cases that will help keep the lights on and not arbitrarily setting a number for maximum cases. She also reviews some of the dangers of trimming a docket and how it can be a very dangerous economic decision. And she notes that each case should be thoughtfully selected to match the goals for the practice.

Sonia came from a practice with partners with duel loads. (IE: One partner that handles big cases and more complex cases, and the other might carry a larger volume case load to help pay the bills and keep the lights on.) This was a consensus among the partners about how the practice would operate. She points out that her practice has never been based on a very small docket and personally finds this to be a scary prospect. Michael, on the other hand, has operated in the full spectrum of caseloads. He recalls early on having 200 car wreck cases at one time with average case values being fairly low, some of which in hindsight were never economically viable. He even breaks down the impact some of those low value cases can have on a practice. And he also points out it is nearly impossible to be a high-volume lawyer while also trying to be a boutique, high-quality on one case, lawyer. The systems for handling each are very different as well as the tradeoffs which need to be made regarding one type of practice versus the other, both from a personal and professional perspective. Sonia adds there are many lawyers out there building a heavy case load practice and becoming very successful, which ties directly into Michael’s assertion that the type of practice you choose to run must also match your personal preferences, personality type, and aspirations. Michael also describes this as knowing where you are in the marketplace and his explanation on how you figure this out is phenomenal for both young and seasoned lawyers to take note of. He also gives some direct advice for our younger attorney listeners to understand the path to getting bigger cases when you work in someone else’s firm and don’t have the final say in certain matters such as case load.

The next question comes in a few parts. The first being, do firms making the transition into reducing their caseloads spend less on marketing and instead spend more time focusing on referrals? Michael explains why he made a conscious decision to stop marketing to the public when he decided to raise the threshold on the size of cases he wanted to take on. He goes on to reveal the reasons behind this decision which may or may not be what you think. Sonia also brings up a great point about the type of practice you run being largely based on your own risk tolerance and how it relates to the demands of different types of practices.

Secondly, when a firm makes the transition to a smaller caseload, do they end up reducing staff as well? Michael has definitely seen this model work both ways, but discloses why he personally has more staff now, working even fewer cases. He has found when your average fee goes up, you can increase the amount of man/woman-power you can put into the case and so you can pay better, which in turn helps you attract more and better team members to work on cases. Sonia also adds, from her own experience, the more time you have to focus on a case for an extended period of time the more ways she thinks of how to really make a big impact on a case. In other words, the luxury of being able to focus your time and energy on one case, actually creates much more work than she previously appreciated. Michael also explains how it is important to make sure you have the right people in your firm based on the practice model you want to run with since not everyone will be the right fit.

And third, the listeners concern is that like many firms, there are highs and lows and the only way to neutralize this is by taking on a higher number of cases. Michael debunks this right off the bat from his own experience, by explaining how the lower his case volume is, the steadier his revenue has become. Sonia also lays out a great way to analyze the true value of a case when looking at a high-volume practice where cases can sometimes be prolonged with continuance requests (Hint – cases that you carry for a shorter amount of time tend to use less office resources).

Another listener asks: Are you ever embarrassed to have a damages number that is too high? Michael starts right out in stating if you don’t believe this is the right number to get justice for your client, or you are embarrassed about the number, then you definitely shouldn’t present it to a jury. Sonia also asserts that such embarrassment felt by a lawyer is likely to be attributed to the lack of understanding of what their client’s pain or damages truly is. Furthermore, she goes on to say any lawyer using a formula to come up with a number, such as 3X damages, isn’t doing what they’ve been retained to do. You really have to believe what you are fighting for, which sometimes requires you to work through some of your own thoughts which may be holding you back. Michael also points out when you’re trying a case, you want to be 100% dedicated to doing everything you can to win a case, but you cannot be attached to the result.

The conversation concludes with Michael and Sonia reviewing, by listeners request, some of the books they’ve read and would recommend to help run a better practice. And Michael shares his obsessive behavior to really dig into his reading when he finds resources that really click with him. This not only includes his reading of books pertaining to being a great trial lawyer, but also books about becoming a successful business owner.

These Table Talk podcasts could not happen without the interaction and questions submitted by our listeners. We are incredibly thankful for your feedback. We encourage you to continue to send us your thoughts, ideas, and questions as we love sharing our experiences.

“Please note the TLN19 discount code mentioned in this show has now expired.”

 

RESOURCES

The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni

The Truth about Employee Engagement: A Fable about Addressing the Three Root Causes of Job Misery by Patrick Lencioni

The Advantage: Why Organizational Health Trumps Everything Else in Business by Patrick Lencioni

Scroll to top Secured By miniOrange