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Our expanded mission is to connect the right
people, ideas and information to position our law firm clients at the forefront of the next era of the legal industry.
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In more ways than one, it's time for the seasons to change. As budget and strategy discussions unfold, I propose an additional topic for conversation; one that will also shape and define your work in 2018. This month, and in the months ahead, I will be speaking with LMA local groups across the country about shifting the collective perspective from labeling business services professionals as "non-lawyers" to embracing the concept of being Revenue Enablers who are critical to advancing their firms' strategies. The "non-lawyer" terminology is antiquated, but more than that, it serves as a restriction in a profession that merits elevation.
I urge my colleagues throughout the industry to view this shift as imperative to your strategy for the next year, just as any other tool or resource you would use to your competitive advantage. I look forward to seeing many of you in person and continuing to see the colors change in this professional season.
Warmly,
Jennifer Scalzi
Founder, CEO
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"Exit interviews have long been used to determine why employees leave organizations. That feedback can be valuable, but the window to prevent losing that person has already closed. Now, a developing practice aims to discover what factors contribute to a talented employee’s satisfaction level and that person’s decision to stay with the organization."
- Carol Crawford
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A marketing planning war story as we dive deeper into strategy season – with suggestions and best practices for making the process less painful and more relevant. Luckily, a comprehensive marketing planning process will help ensure you have the right talent, programs and tools to help your firm achieve its objectives. It will also challenge you to ensure those objectives align with your ultimate business goals and not rely on precedent alone. For your own sake, the sake of your colleagues and your firm’s bottom line, it pays to think about how you can personally make the planning process more relevant and responsive this year.
- Gordon Braun-Woodbury
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Programming Offerings for Team Retreats:
- Ensuring Your Team Dynamics Foster Effectiveness
- Keeping Team Members Engaged and Operating at Their Highest and Best
- Closing the Year with Momentum, Preparing for a Strong Start in 2018
Contact Whitney Hudson for information on dates and pricing.
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Senior Manager of Legal Talent
New York
Thompson Hine LLP, an Am Law 200 firm, is seeking a seasoned talent management professional with a strategic mindset who can effectively lead the lateral partner and associate recruiting initiatives for the firm’s New York office. A key leadership role in the firm and the NY office, the ideal candidate will be a highly effective communicator with demonstrated strengths in building relationships and working collaboratively with others across the firm and throughout the legal and business community.
Next step:
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Business Development Manager (Flex Schedule)
New York
We are recruiting on behalf of Luxembourg’s largest law firm, to recruit its first U.S.-based business development professional. Arendt specializes in advising and representing clients in the field of Luxembourg business law. The ideal candidate will possess an entrepreneurial spirit and be a natural dot-connector between people and ideas; candidates who have a genuine interest in the financial markets would be a plus.
Next step:
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Marketing Manager
Chicago
We are recruiting a Marketing Manager on behalf of Laner Muchin, a premier law firm concentrating exclusively in the representation of employers in labor relations, employment litigation, employee benefits and business immigration. The Marketing Manager will lead the Firm’s business development, client relations and marketing strategies with a focus on refining their brand and creating a marketing and business development platform to achieve maximum exposure for the firm and its lawyers on a national level. Ideal candidates are self-starters who bring collaboration and communication skills to the table.
Next step:
Please send your cover letter and a copy of your resume to Robyn Cohen: Robyn@calibrate-legal.com.
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Business Development Manager (Antitrust)
Washington, D.C.
We are working on behalf of Shearman & Sterling to recruit a BD Manager to work closely with Partners in the firm's Antitrust practice, with a focus on the Americas region, and to support BD initiatives in the DC office. In addition to BD and Marketing activities, the Manager will also have Practice Management responsibilities. Seeking candidates with a minimum of 7 years of frontline work experience in business development and marketing preferably in an international law firm or other professional services environment.
Next step:
Please send your cover letter and a copy of your resume to Robyn Cohen: robyn@calibrate-legal.com.
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RFP Specialist
Atlanta or New York
We are working on behalf of Greenberg Traurig to recruit a Specialist to join their RFP team. This integral member of the team will project manage multi-practice RFP’s, interfacing across practice groups and other departments, to bring in a high-quality product. Qualities of a successful candidate include exceptional writing, organizational skills, and a passion for curating meaningful content to target new opportunities.
Next step:
Please send your cover letter and a copy of your resume to Robyn Cohen: robyn@calibrate-legal.com.
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RFP Coordinator
Atlanta or New York
We are working on behalf of Greenberg Traurig to recruit a Coordinator to join their RFP team. This role will assist in developing strategic, client-centric proposals and pitch materials. The successful candidate will thrive in a fast-paced environment, keep calm under pressure and effectively juggle deadlines. Attention to detail is a must.
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See you on the West Coast :
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Jennifer Scalzi Presenting
"Recalibrate from 'Non-Lawyer' to Revenue Enabler: Shifting the Collective Perspective"
It’s time to put law firm business services professionals at the forefront of the next era of the legal industry’s evolution. Jennifer Scalzi will continue to bring this message to LMA local groups across the country in order to redefine marketing professionals as Revenue Enablers -- not overhead.
9/26: Los Angeles
9/27: Orange County and San Diego
9/28: Seattle & Portland
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A Case for Letting Associates Drive Technology Advances in Law Firms
For six years, Bryan Cave has offered a training retreat for 50 young lawyers who are "prepared to confront trends in the industry that will impact their firm when they take over as partners."
It's good business for four reasons, as this one program touches on: employment brand, client service, change management, and succession planning.
In a tight employment market, firms are investing in their future when they task those best-equipped to tackle tech advancements. They gain the benefits of how new advancements will positively impact their clients and shape their evolving business models. Beyond that, they are also acknowledging that younger members have a contribution to make in the way of leadership. This flies in the face of what "leadership" has historically looked like in law firms.
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