724a Successful Associate Attorneys

KEYWORDD 1st in real keyword title here

Other Office Information

Successful Associate Attorneys in this office understand the following:

Our 3 critical numbers are highly visible on the Modelaw dashboard.

% Icon Conversions is the most important one.
How can you improve your conversion rate? Click Here.

Net Questing – telling people about the office, about your lawyer which helps get more client applicants and therefore better client applicants.

Brainstorm with coworkers how we can get more client applicants, screen better, or improve icon conversion.

Ask other lawyer teammates if you can sit in on a couple of Ions and then brainstorm with her how the session could be improved.
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% Collections “is listed as” the 2nd most important critical number.

Make and log Collection Attempts.  Ask paralegals and business staff to make specific Collection Attempts on a timely and scheduled basis.  Some clients only respond to their lawyer so determine who they are and make those collection attempts yourself or train that client better.

Explain to Business Staff what you know that they may not that would improve % collections such as how to communicate and when to collect for a newly scheduled hearing.

Encourage your helpers to be tougher, smarter, more proactive on collections by making specific observations and comments about specific clients.
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Billed Hours “is listed as” the 3rd most important one.
How can you ensure your own billed hours are consistently > 100 per month?
Please each client. Build trust from them.

How can you help your other legal staffers be able to bill their hours at consistently > 100 per month?
Encourage them. Be a team player. Help keep morale high.

Intangibles (loose definition for our purposes):
immaterial but important things not directly perceivable or measurable but having value in connection with something else. Examples: work ethics, team spirit, responsibleness.

Critical numbers are based on Tangibles. Yet these Tangibles depend upon Intangibles. For example, in order for an associate to consistently bill more than 100 hours per month (a Tangible quantity), she must have earned and keep earning the confidence (Intangible feelings) from her clients.

Therefore: Performance pay for Associates is directly based on Tangibles and indirectly based on Intangible Qualities and Intangible Performances. Intangibles differentiate people from machines and people from animals and people from other people. What makes employees great are intangible qualities and intangible performances. Intangibles are difficult factors to evaluate because they are personal, subjective, and subject to intangible opinions. However, they are important to maintaining effective working relationships and getting the job done well. Intangibles can make your personal stock values go up.

Body Language is a great example of an intangible. Contrast our good-looking smiling friendly receptionist with good posture and warm greetings for our clients and other visitors with that of a competing office that has a frumpy grouchy curt cold receptionist. It’s easy to see the difference but hard to measure and hard to measure the results.

Consistent Associate Intangible Performances (verbs) in the order of importance:
recognizing and acting on the most important priorities (consistently being proactive)
achieving or exceeding expected results in the expected time
paying attention to details
learning from experiences
performing well in the absence of supervision
seeing relationships between facts and then drawing appropriate conclusions quickly
dealing smoothly with unexpected developments
going the extra mile
taking the high road
billing efficiently and aggressively yet fairly

Consistent Associate Intangible Qualities (adjectives or nouns) in the order of importance:
hard-working (positive work ethics)
knowing when and when not to ask for help
team player
intelligent
personality
commitment
dedication
resourcefulness
confidence
positive attitude
behavior

More Intangible Qualities – in no particular order –
character
effort
firm pride
friendly, outgoing
moral
morale
motivated
Initiative
judgment
cooperativeness
dependability
empathy
desire to please others
loyalty and dedication to the company
energy level
people skills
determination