Law Firm Marketing and Business Development

Without the Voice of the Customer (or Client), we risk missing the mark in our strategy, messaging, and positioning, as well as delivery of work, product and service, operations, technology, staffing, and so forth — in short, we potentially miss on everything.

Effective marketing and business development is all about getting your at-bats. A desire for a perfect solution oftentimes impedes our ability to participate in efforts that are good enough.

Law firms frequently lack the appropriate marketing strategies to engage the growing U.S. Hispanic population. The lack of a cohesive strategy poses a risk to a law firm's current and future growth potential. This article explores practical insights for law firms that want to serve this rapidly expanding market.

If you're still stuck in "making a business case" for the tools needed to perform data analyses to unlock value, uncover trends and identify practice correlations to drive revenue, it's not the end of the world just yet!

Value can be derived from even the most-routine media placement of law firm news such as lateral and other attorney moves. With challenges and roadblocks going up almost daily to deter you from getting any news published by credible media sites, why in the world would you not take advantage of every conceivable opportunity to get your press releases and announcements published for free?

When you are looking to make a career move, be sure to learn about the potential employer's culture before you accept an offer. It is important to select not only a great place to work, but a place that is the right choice for you as an individual.

Law firm culture is the values the lawyers feel on a daily basis, the assumptions lawyers make when making decisions, the real behaviors that fuel the organization's success and serves as a competitive advantage. This is what you will want to understand during the recruiting process.

The "Spiral of Silence" can mean workers don't feel comfortable sharing their opinion or voicing concerns about how they or others are being treated. This allows mistreatment and biases to go unchecked at an individual level and can also result in a secondary spiral in which workers feel they are not able to fully express their personal identity in the workplace.