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94 – Delisi Friday – Building Your Leadership Dream Team

By Michael Cowen — 1 year ago

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In this episode of the Trial Lawyer Nation podcast, Michael sits down with his Director of Marketing and Business Development, Delisi Friday, to discuss how they built their leadership team.

The episode begins with a look at how the leadership team started. Michael shares how it started like many of his business decisions, based on a concept from Patrick Lencioni. He started by having regular meetings with his partners, but quickly noticed the flaws in that system – 3 lawyers were making decisions for everybody at the firm, without any input from the non-lawyer leaders who had “boots on the ground.” He found that decisions were being made with old or incomplete information and decided to include Delisi and Teresa (the firm operations manager) on the team.

“Lawyers don’t have a monopoly on good ideas.” – Michael Cowen

Delisi shares why she loves being on the leadership team. Not only does she provide a valuable and unique perspective in the decision making process, but being privy to the firm’s finances and operations has helped her do her own job better. Michael also adds that many team members feel more comfortable going to Delisi or Teresa with problems than they would feel going to him or the other partners.

“It’s uncomfortable to come to the person who signs your paycheck and tell them something that’s not favorable.” – Delisi Friday

Michael then goes into detail on how they formed the team and what they did. He explains that the foundation for any good leadership team (and a common theme in this episode) is trust. Building that trust has taken time, but he noticed that trust grew rapidly once the leadership team spent two days answering just five questions about the business. This is where their core values were decided, which form the basis for every decision made. If something doesn’t fit in those core values, everybody on the leadership team feels comfortable calling that out and vocalizing their disagreement.

“The debate needs to happen, and it takes a lot of trust to say, ‘Michael Cowen, I don’t think that’s a good idea and here’s why.’” – Michael Cowen

After a brief discussion on how they measure success in different areas of the firm and how they use those metrics in lieu of a prepared agenda for their weekly meetings, Michael and Delisi continue to talk about trust, conflict, and decision making in their leadership team.

Michael shares why it’s important for leadership team members to know if he says something critical about them, it’s coming from a good place rather than trying to put them down – and this vulnerability-based trust is really hard to develop. Delisi agrees and reveals she can take things personally and has had learn to be in the right mindset going into these meetings. And while most of their decisions are a consensus, not all are, giving the recent example of a vaccine mandate at the firm, which they decided against after a lengthy and heated debate. The most important thing, Michael says, is that everybody feels heard and the team is respectful of one another.

“It’s a beautiful thing to see in a business, and I also think it makes us a healthy business.” – Delisi Friday

After sharing how to look for disagreement in facial expressions and body language when it’s not being vocalized, with Delisi sharing an interesting comparison of this and voir dire, Michael opens up about how it isn’t unnatural for him to have uncomfortable conversations. But as he’s gotten better at having them at work, he’s also grown more comfortable having them with his family at home.

“It’s a skill that we have to develop, like anything else. And it’s a skill that really pays dividends.” – Michael Cowen

One of the most uncomfortable conversations for him was that of the firm’s finances, which he now shares the details of with his entire leadership team. At first, Michael shares, he was worried that they would panic and leave because of the ups and downs that happen in a contingency fee-based practiced- but nobody was criticizing, and nobody quit.

Recognizing the emotion involved in sharing your business’s finances with other team members, Delisi asks Michael if he felt relieved to share that burden with others. Michael says he did, and he encourages other firm owners listening to do the same, especially if there’s a team making business decisions involved. And while there have been some challenging times, especially during COVID, Delisi agrees that it’s important for her to have that information when she’s involved in making business decisions.

So, how big does a firm need to be to consider having a leadership team? Delisi believes that no firm is too small – even if that means the team is only 2-3 people. Whether you meet with your CPA or even just a trusted mentor once a quarter, the important thing is to have somebody helping you make decisions, set goals, hold you accountable, and reach them.

After once again recommending the book “The Advantage” by Patrick Lencioni (seriously, buy it), Michael ends the show on a sentimental note and encourages everyone listening to put in the effort to making their work family the best family it can be.

“We spend more time with our work families than with our own families. Let’s try to make it the happiest, healthiest family we can.” – Michael Cowen

This podcast also covers why your core values can’t be aspirational, how to look for disagreement when it’s not vocalized, how to assess a team’s performance, and much more.

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80 – Tim McKey – Peak Performance: Developing Systems for Optimum Success

By Michael Cowen — 2 years ago

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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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42 – Cynthia Rando – Human Factors: How Space Station Precision Leads to Courtroom Results

By Michael Cowen — 4 years ago

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In this Trial Lawyer Nation podcast, Michael Cowen sits down with Cynthia Rando, a Certified Human Factors Professional who also operates as an expert witness on human factors in the courtroom.

Knowing she always wanted to run her own business, Cynthia started her career at NASA Johnson Space Center in Houston, Texas as a human factors engineer, working with the space station program where some of her work is still flying in space, assisting the crew it their missions. Michael notes the space station as an environment where the margin of error is small, and the consequence of error is huge to which Cynthia describes them as one of the most hostile environments you could ever have to design for and in the most stressful safety type environment.

Digging right in, Michael asks the question which is likely to be on most listeners minds – what exactly is “human factors?” Cynthia describes human factors as an extremely broad science that deals with how people interact and perceive their environment, the things they use in that environment, and also how they interact in work with other people. She goes on to boil it down to two things:  1. helping people optimize what they do well, whether it’s through design or understanding of human behavior, and also your physical body shape and limitations and, 2. mitigate what we don’t do well to avoid risk of injury or human error. For example, she describes driving perception, where a lot of people have issues on the roadway taking turns, so it is considered a very high cognitive load task. The human factors look at the process and procedure that the person took in taking a turn, the visibility of oncoming traffic, what that person or reasonable driver could have been able to see, and if all conditions were perfect, did they take the right steps.

Michael and Cynthia continue to explore examples and how they determine these scenarios retrospectively. It’s interesting to hear how her firm, Sophic Synergistics, doesn’t do accident reconstruction, but rather often works extremely close with the accident reconstructionist on the case. Cynthia describes her process of going out to conduct a site visit in order to look at the environment, the design of the roadway, where the vehicles were, and the vantage points for all the drivers or entities involved, including pedestrians, which establishes what everybody could see from their vantage point in a reasonable fashion. From there, she’s looking for the best line of facts which line up in corroboration with each other and which make the most sense in terms of probability based on what you know as human factors. Examples of this would be whether there is a question of reaction time, perception, performance, or if speed was involved or not. She describes it as dissecting the actions, behaviors, as well as the cognitive processes, to know what was possible or what wasn’t, based off the actual physical environment. In other words, it leads to understanding what the facts are telling you, and where they align and where they don’t.

To understand more on how this might work in other types of cases, Cynthia describes a product liability case which involved a consumer product marketed to adults but ended up being used by children. She describes the product’s design as having been so attractive to little children that the children ended up becoming the primary users despite all the company’s efforts to say this product isn’t for kids. She goes on to describe how labeling is also hard to use as a strong enough warning because we, as human beings, are bad at seeing risk and how it pertains to us, making it very difficult to convince people via labeling. A great example Michael brings up of how those risks impact our behaviors is wearing your seatbelt, because there have always been consequence of dying, looming among us all if we don’t wear our seatbelt, but it wasn’t until laws were passed which extended the consequence to something as simple as getting a $200 ticket became associated with it, sparking more people to relate to it. Cynthia goes on to explain why this example worked saying “you need to believe the consequence, and if the consequence has never happened to you or you’ve never known someone to experience it, then you don’t really think it will happen to you.” IE: Perhaps you might not know someone who has died from not wearing their seatbelt, but you likely have experienced being pulled over, or know someone who has been, making the $200 ticket a more “real” potential consequence.

Michael and Cynthia continue to explore several other examples of human factors and how they become introduced in courtroom cases, as well as the many other areas Cynthia’s full-service human factors consulting firm works with using human factors in a wide variety of other industries. The detail to which they discuss human factors in this episode goes well beyond the surface and provides a great understanding in how they play a seemingly granular role with potentially momentous impacts 
 not unlike how they pertain to space stations.

 

BACKGROUND

Cynthia Rando is the Founder/CEO of Sophic Synergistics, LLC, a Human Factors consulting firm that is focused on optimizing human performance and experience in any environment- Building Better Businesses by Design.TM. Cynthia introduced the SOPHIC Conceptual model to the field, a model that utilizes human factors/human centered design as a profitable business model and strategy.

She has spent 17+ years in the field of Human Factors Design including 12 years at NASA’s Johnson Space Center in Houston, TX. During this time, she provided extensive leadership to the organization addressing several critical areas in Human Factors and Human Centered design including: user interface design, ergonomics, safety and risk mitigation strategies, usability and user experience, accident investigation and root cause analysis activities.  During this time, she was instrumental in spearheading several culture change initiatives and innovative solutions for the agency including: the U.S. Governments’ first use of crowdsourcing as a disruptive business model and the development of the Center of Excellence for Collaborative Innovation and the NASA Human Health and Performance Center.

Cynthia is a Certified Human Factors Professional and the Vice President of the Board of Certification in Professional Ergonomics. She received her B.S. and M.S. in Human Factors Engineering from Clemson University and an MBA from Northeastern University.  She has served as an associate professor at University of Houston Clearlake providing instruction in Human Factors and Ergonomics course material.  Currently, she provides Human Factors consultation to the Texas Medical Center Innovation Incubator assisting medical device and software startup companies.   She also serves on the board of advisors to ORintel for Human Factors and Ergonomics.