February/March 2012 1 Support Services • Investigations • Document Solutions

Home , Equal Pay Act of 1963

LEADERSHIP

Lori Akina Chapter Manager 207 W. Los Angeles Ave., #218 Moorpark, CA 93021 EXCHANGE February 2012/March 2012

10 GENERAL MANAGEMENT • Full-service Private Investigations Firm, including • Experienced court staff skilled in traditional On- ATTORNEY DEVELOPMENT: Traditional Surveillance, Witness Interviews, Statements. Demand Filings, PDF/Fax Filings and e-Filing solutions. IS THERE AN APP FOR THAT? • Cost-effective Skip Tracing (also known as ‘locates’), • Nationwide network of certified Service of Process Asset Searches and Background Investigations. providers with multiple service levels available. • Comprehensive International and Difficult Service of 14 Process solutions for every budget and time line. • 24/7 Customer Service is only a phone call or click away via our online order and chat solutions. HUMAN RESOURCES Don Fritsch Brendan White 213.276.0142 HITTING THE RESET BUTTON AT WORK [email protected] [email protected] P: 714.550.1375 ext. 1 Nancy Xander 213.494.4605 32 [email protected] FINANCE SMART GROWTH: HOW TO INCREASE PROFITS PER PARTNER

Brendan White 213.276.0142 [email protected]

Nancy Xander 213.494.4605 [email protected]

2 Greater Los Angeles Leadership Exchange December 2011/January 2012 45 TABLE OF CONTENTS 10 GENERAL ALA Encyclopedia...... 40 MANAGEMENT ALA Legal Marketplace ...... 41 ATTORNEY DEVELOPMENT:Support Services • InvestigationsALA Webinars •...... Document Solutions 41 IS THERE AN APP FOR THAT? Coach’s Corner...... 42 by Dr. Cindy Pladziewicz 14 HUMAN RESOURCES HITTING THE RESET BUTTON AT WORK BUSINESS PARTNERS by Tillman Coffey Afinety ...... 2 32 FINANCE American Language Services ...... 39 SMART GROWTH: CARM Consulting, Inc...... 15 HOW TO INCREASE PROFITS PER PARTNER Communique...... 17 by Michael Moore, J.D. Davidson Legal Staffing...... 11 ESP Legal Technology...... 39 INSIDE THIS ISSUE First Legal Network...... 11, 43 & Back Cover Publication Information...... 4 Hefferman Professional Practice...... 29 President's Message...... 6 Innovative Computing Systems...... 24 Editor’s Message...... 7 Nationwide Legal, LLC...... 22-23 Region 6 Officers...... 7 Pride of Los Angeles...... 39 February Calendar...... 8 Ricoh Legal/Ikon...... 40 Save The Dates...... 8 Robert Half Legal...... 5 March Calendar...... 9 Steelcase...... 39 Employment Law Forum Thank You...... 12 WAMS...... 33 SAVE THE DATE Community Connection...... 13 Community Outreach Program...... 16 GLA ALA Write to Win Essay Contest Winners...... 18-19 DON'T MISS THESE New Members & Member Updates...... 20-21 New Member Spotlight...... 21 UPCOMING EVENTS Annual Conference Flyer ...... 25 03/15...... Member/BPBrendan White Mixer 213.276.0142 (Westside) Holiday Luncheon Recap ...... 26-27 03/20...... [email protected] Dinner - Evening Seminar Understanding Vision And Change ...... 28 03/22...... New Member Orientation Board of Directors...... 30 & 31 Nancy Xander 213.494.4605 04/09...... President’s Reception GLA ALA Chapter Evening Seminar ...... 34 & 35 [email protected] San Fernando Valley Section Report ...... 36-37 04/10...... Leadership Luncheon SOS — Succeed Over Stress...... 38

2 Greater Los Angeles Leadership Exchange February/MarchDecember 2011/January 2012 2012 3 45 PUBLICATION INFORMATION

The legal profession and businesses must adhere to high ethical standards to maintain public trust. The ALA Code of Professional Ethics sets forth guidelines and standards for the ethical administration of legal practices. All members of GLA ALA are required to adhere to these standards. To read the Code in its entirety, please go the following page of the ALA website: http://www.alanet.org/join/ethics.html.

The GREATER LOS ANGELES LEADERSHIP EXCHANGE is PUBLICATION TEAM published bi-monthly to provide information for the Monica Celis, Magazine Editor education and benefit of legal administrators, law office [email protected] managers, managing partners of law firms and of corpo- 323-852-1000 rate law departments, and others interested in law firm Michael Morales, Creative Editor management. The Greater Los Angeles Chapter of the mmorales@ plllaw.com Association of Legal Administrators is not engaged in 310-277-7117 rendering legal, financial or tax counseling through this Magazine Team publication. No statement in this bi-monthly magazine Elizabeth Wagner should be interpreted as legal, financial or tax advice. [email protected] 213-380-3880 Any article, letter or advertisement published in John V. Purins The GREATER LOS ANGELES LEADERSHIP EXCHANGE [email protected] should not be considered an endorsement by the 213-457-8051 Greater Los Angeles Chapter of the Association of LAYOUT & DESIGN Legal Administrators of the opinions expressed therein Tra-Co Graphics or any product(s) advertised. Contributing authors are [email protected] requested and expected to disclose financial and/or 626-487-0784 professional interests and affiliations which may influ- ence their writing position. All advertising is subject to PRINTING Classic Litho & Design approval by the Editor. Advertisers assume liability for all www.classiclitho.com content of advertisements printed and assume respon- 310-224-5200 sibility for any claims based upon subject matter.

GLA ALA MISSION STATEMENT The Association of Legal Administrators’ mission is to: Promote and enhance the competence and professionalism of all members of the legal management team; Improve the quality of management in law firms and other legal service organizations; and Represent professional legal management and managers to the legal community and to the community at large.

4 Greater Los Angeles Leadership Exchange A wealth of legal salary data at your ﬁ ngertips.

Our Salary Center tools offer in-depth compensation data for more than 70 legal positions. To review salary trends, calculate local salary ranges and download a FREE 2012 Salary Guide, visit roberthalﬂ egal.com/salarycenter.

February/March 2012 5 PRESIDENT’S MESSAGE

Jean Jewell, CLM [email protected] 310-712-6167

“We can watch the turbine blowing in the wind ” Thoreau, however, shared the same thought as Lincoln on this Neil Young topic, only a dozen years earlier: “First, there is the power of the Wind, constantly exerted over Barring the homage to Bob Dylan and/or Woodie Guthrie, even Neil the globe.... Here is an almost incalculable power at our disposal, Young is thinking more green. It’s a vision few could have predicted: yet how trifling the use we make of it! It only serves to turn a few that a musical icon’s love of gas-guzzling muscle cars would result in mills, blow a few vessels across the ocean, and a few trivial ends updating a 1959 Lincoln using green charging and eco-friendly fuel besides. What a poor compliment do we pay to our indefatigable sources. How fortunate that Mr. Young can put this process to music and energetic servant!” and sing about it. To Lincoln and Thoreau, I would add that there is another force, It is not important that the Lincvolt’s on-board computer system newer to our planet, but with a frightening capacity to move things – the determination and tenacity of professional legal managers. The burned down the Lincvolt’s garage, almost destroying all his guitars responsible for the electrical charging system caught fire and nearly and memorabilia – the important thing was his vision, working toward winds of change blow softly in law firms. Sometimes it may take that vision and then not giving up. If it has not already, the Lincvolt is put measures in place to maintain or sharpen its competitive edge. years for a firm to change its course to become more profitable or to scheduled to make a come back soon. Much like Dean Chemerinksy And yet, legal administrators do execute change sometimes softly, shared with us, an audacious idea, be it establishing a new top 10 sometimes with hurricane-force winds, but always with a sense of renewable energy, because no matter what happens today, we throw in a phenomenally short period of time – with vision, persistence and ourselves into our work, tomorrow and the day after that and the day law school or finding a new way to fuel an SUV, can become reality passion. after that… Many of us were fortunate enough to attend our 2011 Holiday This past year has been wonderful -- and for that I am truly Luncheon with motivational speaker and violinist North Wood. grateful to all the GLA ALA and ALA members, our Board members North explained that part of the work to become great is to visualize and Business Partners that made it that way. And speaking for the perfect performance. During this year, my virtual dress rehearsals entire Board, we all hope that our members enjoyed this year, too. If of our events differed from the performances – in some cases, they you get the chance, open your GLA ALA magazine to the Board pages – were wildly different. But the commitment, energy and sheer the dedicated individuals who make our Chapter hum right along – to expertise expended by our Board members and volunteers boggle the imagination. And looking back, I would not have wanted these events has been working tirelessly to take the baton and delve straight ahead see the faces of those who have really stepped up. Shaun Morrison to turn out any differently. This year exceeded my expectations in into her year as President of GLA ALA. Not just this year, but several what we accomplished, what we learned and how much fun we had. years of moving up the ranks, learning all she can to serve you the best It should come as no surprise that your Board members dedicate anyone can. We are in for a fabulous year! many hours of their free time working together at Board meetings, As a parting thought, many of you noticed that I link management committee meetings and individually to support our members and to put on our events without a hitch. Performers who are stars in their own right, but who must share skills of our offices or GLA ALA with conducting a group of performers. Abraham Lincoln is not well know for his quotations about science, but harnessing the power of the wind is something that Lincoln you with one closing thought by an anonymous source that links both a vision to work in harmony toward a common goal. So I will leave pondered. Lincoln said in 1860: music and wind power: An oboe is an ill woodwind that nobody blows “Of all the forces of nature, I should think the wind contains the good. largest amount of motive power—that is, power to move things…. It is applied extensively, and advantageously, to sail-vessels in Thank you all for this wonderful opportunity! navigation. Add to this a few windmills, and pumps, and you have Jean Jewell, CLM about all. ... As yet, the wind is an untamed, and unharnessed force; GLA ALA President and quite possibly one of the greatest discoveries hereafter to be made, will be the taming, and harnessing of it .”

6 Greater Los Angeles Leadership Exchange EDITOR’S MESSAGE

Monica Celis [email protected] 323-658-9709

Welcome to the February/March issue of the

Leadership Exchange! in the first place. Thank you to Classic Litho, eLaw and Jess Block. Oh With this issue we are welcoming spring which promises to yes,I and walk to awayTerri Oppelttaking andthis Wayne experience Mitchell with for me paying and thosecoming invoices. down bloom away and bring many surprises to unfold AND we are also with the realization that I may just be a bit more creative than I saying farewell to GLA ALA’s 2011-2012 Board of Directors and its current president, Jean Jewell, CLM. I am also ending my term as the thought,others. and that any project IS possible, especially with the help of Editor and rolling off the Board of Directors. long!!!

I’ve been part of the magazine team for three terms and Editor MonicaSo Celis for the last year and a half and it’s time to give the opportunity to Magazine Editor another GLA ALA member. When I started working for GLA ALA’s Leadership Exchange back in 2009, I did not have an iota of experience on what putting together a magazine entailed. As I’ve always said, the magazine is a collab- Call For Volunteers! orative effort, and I could not have done it without the help of my other team members, our designers, Tracy Dragoo and Tess Gee, GLA There are still ALA’s Board of Directors, our Business Partners, some of which were always ready and willing to provide me an article, and some of our openings on the regular article contributors, Ed Poll, Gloria Albert, Judy Hissong, Jan Christensen, and Randall Farrar. GLA ALA Board Michael Morales – thank you for your creativeness, for showing me the ropes, and your support throughout my term. Elizabeth Wag- for 2012-2013! ner – thank you for your amazing writing skills which have been a If you are interested, key in the few last issues. Tracy Dragoo – thank you for all of those please contact Shaun Morrison at hours working late evenings and weekends. Thank you GLA ALA Board of Directors for replying to my incessant “reminder” (aka nag- [email protected].

ging) emails. Debra Gray, thank you for introducing me to the Board REGION 6 OFFICERS

Region 6 Director Region 6 Projects Officer Communications Officer Education Officer Steven M. Morris, CLM At-Large Director Cindy A. Snook, PHR Matthew S. Ogden Helen Ferentinos Allen Matkins Leck Gamble Stephen G. Dempsey, CLM Kronick Moskovitz Hinshaw & Bingham McCutchen LLP Mallory & Natsis LLP Sidley Austin, LLP Tiedemann & Girard, PC Culbertson, LLP 650-849-4811 415-273-7452 202-736-8866 916-321-4500 415-362-6000 [email protected] [email protected] [email protected] [email protected] [email protected]

February/March 2012 7 FEBRUARY CALENDAR

DATE EVENT TIME & LOCATION CONTACT 6:00 p.m. – 8:30 p.m. GLA ALA Beverly Hills Country Club Jean Jewell, CLM 8 BOARD OF DIRECTORS MEETING 3084 Motor Avenue (at Manning) [email protected] Los Angeles, CA 90064 Noon – 1:30 p.m. Downtown Location: Reed Smith 355 S. Grand Ave, #2800 MULTI-OFFICE ROUNDTABLE Los Angeles, CA 90071 John V. Purins 9 SECTION MEETING [email protected] Westside Location: Reed Smith 1901 Ave. of the Stars, Suite 700 Los Angeles, CA 90067 ANNUAL CHAPTER MEETING AND 11:30 a.m. – 1:30 p.m. FEBRUARY LUNCH MEETING The Palm Restaurant Terri Oppelt, CLM 14 Change: Inevitable But Manageable 1100 South Flower Street [email protected] Speaker: John Childers Los Angeles, CA 90015 6:00 p.m. - 7:00 p.m. Kelley Drye/White O’Connor Lucia Donat 21 CLM BROWN BAG 10100 Santa Monica Blvd, 23rd Floor [email protected] Los Angeles, CA 90067 ALA WEBINAR ALA Headquarters Employee Handbooks for www.alanet.org 22 Law Firms – Careful, Careful! 11:00 a.m. PST Speaker: Michael S. Cohen, J.D, Rosemary Shiels Partner at Duane Morris LLP [email protected] 6:00 p.m. – 8:00 p.m. Stroock & Stroock & Lavan LLP Terri Oppelt, CLM 22 EDUCATION TEAM MEETING 2029 Century Park East [email protected] 16th Floor Los Angeles, CA 90067

CLM APPLICATION DEADLINE FOR Sue Powers 27 APRIL 22, 2012 TEST [email protected] SAVE THE DATES

March 15, 2012 Business Partner/Member Mixer Kristine Koeckenberg, [email protected] Westside Location

March 20, 2012 Chapter Dinner/Seminar with Terry Hawkins Terri Oppelt, CLM, [email protected] “There are Two Times: Now and Too Late”

March 21, 2012 IT Section Meeting: IP Phones David Neesen, [email protected]

March 22, 2012 New Member Orientation Manjit Ender, PHR, [email protected]

April 9, 2012 Meet the ALA President Karen Griggs, CLM Shaun Morrison, [email protected] in a hosted Cocktail Hour

April 10, 2012 Leadership Luncheon Shaun Morrison, [email protected] with ALA President Karen Griggs, CLM

April 22-26, 2012 ALA Annual Conference in Honolulu Hawaii www.alanet.org

April 30, 2012 Food From the Bar Francie Jones, [email protected]

May 22, 2012 Managing Partner Event Shaun Morrison, [email protected]

8 Greater Los Angeles Leadership Exchange MARCH CALENDAR

DATE EVENT TIME & LOCATION CONTACT

5 MAGAZINE ARTICLES AND AD DEADLINE FOR APRIL/MAY 2012 ISSUE

6:00 p.m. – 8:00 p.m. GLA ALA Allen Matkins Jean Jewell, CLM 7 BOARD OF DIRECTORS MEETING 515 S Figueroa St # 700 [email protected] Los Angeles, CA 90071-3304

Kris Koekenberg 15 BUSINESS PARTNER AND MEMBER EVENT Westside Location TBD [email protected]

Jean Jewell, CLM 6:00 p.m. - 8:30 p.m. CHAPTER DINNER - EVENING SEMINAR [email protected] Century Towers Concourse Level 20 Speaker: Terry Hawkins 2029/2049 Century Park East “There are Two Times: Now and Too Late” Terri Oppelt, CLM Century City, CA 90067 [email protected]

ALA Headquarters ALA WEBINAR www.alanet.org The Art of Active Listening 21 11:00 a.m. PST Speaker: Debra Bruce, President of Rosemary Shiels Lawyer-Coach, LLC [email protected]

12:00 p.m. - 1:30 p.m. IT SECTION MEETING Greenberg Glusker David Neesen 21 IP Phones 1900 Avenue of the Stars, 21st Floor [email protected] Los Angeles, CA 90067

12:00 p.m. - 1:30 p.m. Downtown Location: Allen Matkins 515 N. Figueroa St, #700 Los Angeles, CA 90070-3304 Manjit Ender 22 NEW MEMBER ORIENTATION MEnder@fulpat@com Westside Location: Allen Matkins 1901 Avenue of the Stars, Suite 1800 Los Angeles, CA 90067-6019

David Neesen TBD IT SECTION MEETING TBD [email protected]

9:15 a.m. - 6:00 p.m. GLA ALA Allen Matkins Shaun Morrison 31 BOARD OF DIRECTORS 515 South Figueroa, 9th Floor [email protected] CROSSOVER MEETING Los Angeles, CA 90071

February/March 2012 9 GENERAL MANAGEMENT

ATTORNEY DEVELOPMENT:IS THERE AN APP FOR THAT?

Dr. Cindy Pladziewicz 1. - [email protected] nel dedicated to lawyer development, look for ways to team with 214-438-1125 If you have the good fortune to work for a firm with person

them in developing young lawyers. As Chief Development Officer with a large law firm, I worked closely with my firm’s administrative leaders to make sure our lawyers got the full benefit of the training and resources available to them. Our efforts ran in both directions. Law schools don’t do a very good job of equipping new lawyers I worked hard to make sure new lawyers received the full benefit of for practice. I am privileged to have completed two professional edu- group, HR and staff leadership worked with me to make sure l hit the our technology, and knew how to work better with our staff. Our IT cations, law school and a psychology graduate program. These two right chords with our new lawyers in preparing them to effectively experiences could not have been more different. - When I completed law school in 1982, I knew little about the man resources. work with all of our firm’s resources, especially our incredible hu practice of law or the business of lawyering, much less how to form 2. The Dallas Bar Association (www.dallasbar.org) offers a year- corporations, draft contracts or take a case to trial. I had no idea how long structured transition to law program that pairs an experienced lawyer mentor to each new attorney. In addition, DBA membership - to check for conflicts, ensure that my fees would be paid, work with a show me everything. I was embarrassed to ask questions. I thought mal training program, this resource will be particularly valuable. secretary or keep a file. In short, I relied on my first legal employer to fees for new lawyers are a bargain. If your firm does not have a for I should know everything and was keenly aware that I did not. Fortu- 3. nately for me, I began my practice in a kinder and gentler time when more time-urgent, pessimistic, skeptical, sensitive to criticism, and Understand lawyer personalities. As a group, lawyers are senior lawyers and staff had much more time than they do today to independent-minded than the typical person. I recommend taking a tend to my education. Even so, I now realize that when I resigned my look at Dr. Larry Richard’s article “Herding Cats: The Lawyer Person- legal partnership in 1991 to return to graduate school, there were ality Revealed” to learn more: (http://www.managingpartnerforum. management to which I remained blissfully ignorant. -%20ARTICLE%20-%20Herding%20Cats%20- %20Richards1.pdf). still many aspects of law firm economics, client development and org/tasks/sites/mpf/assets/image/MPF%20-%20WEBSITE%20 In contrast to my law school experience, graduate school pre- For those of us working with lawyers, tact, responsiveness to time pared me well to practice my craft as a psychologist. By the end of demands, resilience and adaptability go a long way toward forging relationships. experience in negotiating and collecting professional fees on behalf 4. my first year of school, I had real patients, well-documented files, of the student clinic, and a reasonable understanding of the ethics for attorney mentors. I would take it a step further. Newer attorneys Use mentoring as a tool. Firms often understand the need and liability issues associated with my new profession. During the need business mentors as well. This person may well be you. entire four years of graduate school, my fellow students and I car- 5. Consider utilizing a coach yourself or referring a coach to ried a patient caseload and worked 20 hours per week or more as - lenges. When people and organizations need to change to meet the your lawyers to manage individual and firm developmental chal completed a one-year apprenticeship required for licensure. I then demands of the marketplace, good coaches can often get them there psychology interns in the community. Upon receipt of my degree, I put out a shingle and started my own practice with a reasonable level more quickly and with less effort. In many corporations, coaching is an investment made in top leaders and high potentials to help the or- Why am I telling you this? To reinforce what you already know…… of confidence. compared to many other entry-level professionals, new lawyers are coaching in my article “Do Lawyers Need a Coach?” http://amlaw- ganization grow and thrive. You can find more information on lawyer less prepared to practice their craft. And until our IT departments daily.tvpepad.com/ Pladziewicz.pdf for the American Lawyer Daily. come out with a smart phone application to bring them along, they 6. Ask lawyers if they want to know more about an issue. When will need your guidance just as I did. Here are a few ideas for how to do just that: understanding billing and collections, dealing with a personnel issue, a lawyer comes to you for help in opening a file, running a conflict,

10 Greater Los Angeles Leadership Exchange etc., it’s a great time to ask if they would be interested in knowing About the Author: Dr. Cindy Pladziewicz (www.professionalde- more about how this particular aspect of the practice works. velopmentperspecives.com) trains, coaches and consults with lawyers 7. Client Development is key. The biggest complaint I receive and law firms on lawyer and staff development, including leadership from the young partners I coach is that they are ill-prepared to devel- and interpersonal skill development, diversity and women’s issues, and op clients and, yet, are expected to do so fairly quickly after entering business development. Her professional experience includes practicing the partnership. Engaging your marketing personnel, senior lawyers as a Partner, and serving as Chief Development Officer, with the law and others in helping young lawyers understand business develop- firm of Thompson & Knight LLP; ten years in private practice as a psy- ment early in their careers is critical for their long-term success and chologist at Baylor University Medical Center in Dallas: and service on the board of a publically traded corporation. As an adjunct professor, 8. Let your staff know that it’s okay to offer help when they see she taught and developed courses in law and psychology at Southern for that of your firm. a better way. In my experience, lawyers are not very good at asking Methodist University. She frequently speaks and writes about lawyer for help in understanding what they do not know. Reinforce to young leadership, coaching and career development. Her work has been fea- - tured in the American Lawyer, Law Firm, Inc., the ABA Journal online, tion that they will respect and utilize the wise people you have put in the Dallas Morning News, the Dallas Business Journal (2009 Change- lawyers the wisdom that your staff provides, and the firm’s expecta place to help them. maker Award), Metro Newspapers and D Magazine. Cindy holds a BEA In - in Accounting with special distinction from the University of Oklahoma, ment, young lawyers must hit the ground running and develop quick- a J.D. with honors from Southern Methodist University Dedman School today’s fast-paced and constantly changing law firm environ ly. And yes, there is an app for that: It’s you. of Law, and a Ph.D. in Clinical Psychology from the University of Texas Southwestern Medical Center at Dallas. Reprinted with permission from “The Lonestar Administrator,” the newsletter published by the Dallas Chapter of the Association of Legal Administrators, October/November 2011

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February/March 2012 11 Thank you to our sponsors for their generous support of the A Chapter of the Association of Legal Administrators 2012 Employment Law Forum

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12 Greater Los Angeles Leadership Exchange

COMMUNITY CONNECTION

Nomination Deadline is December 31, 2011.

In 2011, Food From The Bar raised over $315,000, collected over 10,500 pounds of food and brought in 445 volunteers. The GLA ALA Chapter would like to support LACBA and the Los Angeles Regional Food Bank in exceeding these numbers in 2012!

For information on how your law firm can participate, please contact the GLA ALA members below:

Francie Jones [email protected] Shaun Morrison [email protected]

February/March 2012 13 HUMAN RESOURCES

HITTING THE RESET BUTTON AT WORK

Tillman Coffey THE PROBLEM [email protected] Allegations of discriminatory or inconsistent treatment may also 404-231-1400 arise after an employer takes disciplinary action against an employee who has recently made a complaint of inappropriate conduct (e.g., - tion claim, or requested or taken leave protected under federal or discrimination, harassment, safety, etc.), filed a workers’ compensa state law. The circumstances and timing of the disciplinary action may give rise to a claim of retaliation, especially when the employer relies upon a seldom- or never-enforced rule or performance standard as the basis of the discipline after the employee engaged in a form of protected activity. Again, the issue ultimately may not be whether the employee broke the rule, but instead whether the employer’s enforcement of the rule was consistent with its normal or past practice. With the growing number of retaliation claims being made (retaliation - ers should be cautious when taking disciplinary action under these was the number one charge filed with the EEOC in 2010), employ circumstances.

HOW DID WE GET HERE? reason for enforcement failure is that most supervisors prefer to avoid confrontation with their employees. The com- One mon thought is that they have to work with and rely upon these employees day in and day out, and believe it is hard enough to get work done when they do not have an adversarial relationship with their employees. If you have ever attended an employment law seminar or a man- other supervisors fail to act because they do not know what agement training class, you have no doubt heard the speaker extol to do. They are afraid that if they do the wrong thing, the Company, Still the virtues of consistency when dealing with employees. Consistency and maybe the supervisor, will be sued. Faced with this perceived di- provides your employees with clear direction and minimizes uncer- lemma, many supervisors take the path of least resistance, do nothing, and hope the problem goes away on its own. The supervisor likely to meet those expectations without the need for discipline. feels safer doing nothing about the underperforming employee and tainty. Once your employees know what you expect, they are more Consistency is also the key to prevailing in the unemployment simply lives with the problem. compensation arena and reducing your company’s exposure to dis- When the problem does not correct itself – and it rarely does – crimination claims. In both contexts, the issue of whether the dis- and the supervisor has no choice but to act, the timing may be bad, ciplined or discharged employee engaged in inappropriate conduct, or the discipline may be inconsistent with established “precedent.” or failed to meet the performance expectation, often is not in dispute. In a recent case, an employee alleged race discrimination and retali- Instead, the basis for many claims is that the company allegedly ation following his termination. The facts showed that the former failed to treat the claimant the same as it did another “similarly- employee had an eight-year history of documented performance situated” employee who engaged in comparable conduct. In other words, the employee complains that the company acted inconsis- had enough and terminated the employee, but did so a few months problems and numerous “final” warnings. The company had finally tently and the reason for the inconsistent actions is the employee’s after employees complained about race discrimination. The compa- protected status. ny eventually prevailed, but its failure to act earlier subjected it to the

14 Greater Los Angeles Leadership Exchange costs and disruption of litigation. that they understand and agree. A copy of the signed form should A supervisor’s inaction creates several potential problems in the workplace that go beyond the “problem” employee. Good employees employees are put on notice of your expectations and pos- then be placed in each employee’s personnel file. may lose respect for supervisors because they fail to enforce the rules sible consequences of failure, each supervisor must follow up and Once and standards, and good employees may move on. Most employees ensure that the employees are meeting the standards. For those who adhere to the rules, and think it’s only fair that other employees be don’t, take appropriate action – and do so on a consistent basis. Ter- required to do so as well. Employees like structure. How often do mination for failing to meet the reset expectations must be an unfor- supervisors hear from the co-workers of the former employee: “it’s tunate reality if efforts to regain control are to be effective. about time you did something” or “we were wondering when enough would be enough?” GET BACK ON TRACK Failure to enforce the rules and standards also may actually lower It’s never too late to reset expectations. If you do, the next time the standards for everyone, not just the problem employee. In most you contact your human resources department or your employment cases, the lowest conduct or performance standard accepted by man- lawyer for approval to take disciplinary action and are met with the agement by not enforcing the rules becomes the de facto standard for usual list of questions designed to determine whether your actions everyone in the group. For example, if the standard is to produce ten are consistent, you should be in good shape. units a day and an employee is allowed to produce only seven with- Reprinted with permission from “A’la Carte,” the newsletter pub- out penalty, then seven may be the new standard for everyone. If - - lished by the New Orleans Chapter of the Association of Legal Admin larly allowed to start at 7:45, is the new start time 7:45? The same 7:30 is the “official” or posted starting time, and an employee is regu istrators, Summer 2011 About the Author: Tillman Coffey is a partner at Fisher & Phillips, tolerance level for employee conduct, that tolerated level may be the a national law firm that limits its practice to representing manage- concern applies to conduct issues. Once the supervisor establishes a new code of conduct, not the one set forth in the handbook. ment in labor and employment matters. He can be reached at tcoffey@ Employers and supervisors may be left thinking that they are laborlawyers.com or 404.231.1400. damned if they do and damned if they don’t. Fortunately, it does not have to be that way: There is there is a way out. You can escape the history of your inaction, or that of your predecessors, by “resetting expectations.” If expectations are reset correctly, you may be able to shed the past, get everyone on the same page going forward, and take necessary corrective action without creating unnecessary exposure for the company.

GETTING FROM HERE TO THERE – AND BACK AGAIN The resetting expectations process requires that the company give everyone a clean or almost clean slate on the specific issue at are, where you want to be, and what it will take to get there. Next, hand. Here’s how it can work: The first step is to identify where you communicate with your employees the new (or renewed) expectations of them. You can, and probably should, admit that you or the company allowed the standards to slip and that you and the company accept full responsibility for the past. Management should then: 1) tell the employees what its expectations are going forward; 2) provide a date when employees are expected to begin meeting these standards; and 3) explain the possible consequences for their failure to do so. The timeline should be reasonable under the circumstances and the message should include an offer of assistance to achieve the goal. The more reasonable your demand, the increased likelihood of success. Put these expectations in writing and request that the employees acknowledge by signing

February/March 2012 15 COMMUNITY OUTREACH PROGRAM

Maricela D. Gonzalez [email protected] 562-435-3666

GLA ALA’S 2011 EFFORTS TRULY PAID OFF – CASA OF LOS ANGELES SHOWS APPRECIATION

In recent Holiday Luncheon made the holidays brighter and the New

2011 GLA ALA worked with CASA of Los Angeles (CASA)- Year more hopeful for all of the children that we serve in Los Angeles throughnership wasour successfulCommunity is Outreachan understatement. Program. ToIn additionsay that thisto raising part County’s foster care system. We hope this is the beginning of a long awareness, this year GLA ALA raised funds that exceeded our expec- and fruitful partnership to better serve our community.” tations – which tells a lot about the level of success achieved through level of gratitude for each and every GLA ALA effort was this partnership. an evenCASA’s greater incentive to work harder on its behalf and we so truly The value of the services rendered and donations awarded to

appreciatedlarge presence its levelat the of events participation and the and planning support; meetings specifically, held CASA’sby the

CASA are a direct result of the excellent working relationship that Justice Jog Committee and its assistance in marketing and promoting waswere established many factors with that CASA’s contributed representatives to our success from the in getworking go. There with through the website, newsletter, and through the use of their market- - ing representatives.

CASA including the number of law firms that are regular support I ers of CASA and are more willing to participate in raising funds for programam endingand I must my term say thatas the it hasChair been for athe truly Community rewarding Outreach experi- such an organization; the level of recognition CASA has in the legal- communitytablished a foundationmakes them through a good thematch support for our of Chapter,Goodwin CASA Procter has LLP es ence to serve the board, the members, the non-profit organizations.

Itthe has members been a pleasureof the board to work and with the the Justice CASA Jog representatives, Committee. andof excitement, is trying to enthusiasm get an arm and established gratitude for demonstrated law firms; and by thisthe levelnon- [email protected] – Maricela Gonzalez profit’sDecember directors and13, 2011,volunteers during was our overwhelming. annual holiday luncheon, our

Chapter$15,000 Board– the netwas proceeds thrilled toraised give duringCASA a 2011 check Justice in the Jog amount held onof -

Octobernations in 2, the2011. form In of addition cash, checks, to these gift funds, cards CASAand other received needed other items. do John Charnay, Director of Development and Communications along with Dilys Garcia, their Executive Director, have been so amazed and so grateful for all GLA ALA has done for them that he wanted to give our members a message of gratitude as follows:

“Thanks so very much once again to everyone at GLA ALA for all

Jean Jewell, Norma Ayala, Nilo Bolden youyear. have Your done generous to help support make throughCASA’s volunteer both your work Justice so effectiveJog and your this and John Charnay

16 Greater Los Angeles Leadership Exchange

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February/March 2012 17 GLA ALA WRITE TO WIN ESSAY CONTEST WINNERS

“Describe How Diversity Has Made You and/or Your Firm/Company Stronger and More Resilient.”

PAMELA LOUGH the workplace. It provides a culturally well balanced environment [email protected] that allows others to accept and learn about new and different ideologies and moralities. Allowing ourselves to accept and embrace diversity creates an unspoken respect that in my experience as an Ad-

ministratorbut more importantly, tends to minimize encourages office the gossip basic and value employee and recognition law suits During my seven year tenure as the Law Department Adminis- for what each employee brings to the table. Perhaps because of the trator for Northrop Grumman, I was required to attend many differ- sheer number of employees who work under the Northrop umbrella, ent Management courses on everything from Ethics and Business

theother number countries and locationsand the multitudeof offices throughout of cultures the make United Northrop States andthe Conductseemed dry to Diversity or burdensome in the Workplace.at the time to Some have of to these sit through requirements on days - when I didn’t even have time to eat lunch, but in hindsight, I am so Equaldice but Opportunity by skill and Employer potential. that Times it is -have one thatchanged hires and without companies, preju grateful for the training because it provided me with tremendous ex- legal management teams and employers in general have become far perience and knowledge.

Diversity in the Workplace is a course that everyone should be moreof certain tolerant beliefs and or less issues judgmental. that are Sadlyso deeply enough, embedded, however, there because are required to take because it’s a subject that affects all employees and some individuals that may never be capable of allowing themselves employers. The course on Diversity in the Workplace that I attended to embrace the core meaning of diversity in their life time. early on in my employment was expertly presented by one of our Diversity includes everything ranging from acceptance of race, own in-house Labor and Employment counsel. It interpreted diver- ethnicity, religious beliefs, sexual orientation, age, gender, physical sity as something far beyond the laws that mandate an employer to disabilities, political beliefs or different ideologies. It is the explora- have an equal ratio of gender or race, or even the laws that date back tion of our differences, the understanding of one and other and the to the Equal Pay Act of 1963 or the Civil Rights Act of 1964. ability to move beyond simple tolerance that allows us to embrace doesn’t need to be a manager or Human Resources repre- and celebrate the rich dimensions of diversity contained within each

sentativeOne to understand the complexities of equal opportunity and of us. diversity in the work place, yet as hard as it is to believe it could still exist in our lifetime, there are still individuals that are blatantly neg- Pam won her 2012- 2013 ALA and GLA ALA Membership dues ligent, brazenly disrespectful or simply intolerant of diversity. For a thanks to the sponsorship and support of Afinety. truly congenial and equal opportunity work environment, the concept of diversity is something that should be at minimum, an annual managerial requirement or refresh course and one that should be monitored, coached, encouraged and expected of all employees – not IT Solutions That Simply Work just managers, supervisors or executive staff. Diversity is the very concept that embraces and encourages accep- Thank you Afinety for your generous support of GLA ALA’s Write tance and respect for all employees. It is the very core of resilience, to WinComplete Essay Contest, and for your Lawgenerous support Firm of GLA ALA strength and spirit that is responsible for strong ethics throughout and its members Networks throughout the year! & Support

18 Greater Los Angeles Leadership Exchange Servicing Law Firms in Los Angeles for 19 years

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www.afinety.com/glaala 877-4AFINETY VALEDA MERCIER achieve increased organizational competitiveness. (213) 312-9200 Ext. 121 I - [email protected] have helped firms improve diversity by serving on diversity tries, and having food catered that may be culturally familiar to some committees, coordinating firm events with themes from other coun staff and attorneys. Just this year, I was introduced to Persian food by

We decided we wanted Persian food at least once a month after that! an attorney whose mom cooked an entire Persian meal for the office. Has diversity in my career and personal life made me stronger Many of us have coordinated adopt-a-family or adopt-a-school pro- and more resilient? The answer is absolutely yes. The American poet, Maya Angelou framed my thoughts on diversity, for purposes communities different than our own, and at the same time improve of this essay when she wrote, “...in diversity there is beauty and there grams for our firms which help familiarize attorneys and staff with is strength.” My the image of the firm, while giving back. I was raised in a predominantly African American community. I GLA ALA have a pool of talent that include people from varied back- belief is that local law firm vendors, business partners, and had extraordinary parents who exposed me to a myriad of cultures grounds including race, gender, religious, ethnic, age, disability, and through education and travel, before the multicultural makeup of some businesses and communities evolved. They felt I would need have been models of success due in large part to diversity, and their sexual orientation. Some of these organizations and businesses an open-minded view of the world, and be sensitive to differences consideration of ethics and the values of our multicultural society. I in people, in order to grow as a person and develop in my working respect and feel enlightened by a diverse workforce. career. Has diversity in my career and personal life made me strong My growth in the legal community was fostered under the guid- - the support of partner/owners who believed like me, that diversity and more resilient? Absolutely! Diversity can make a law firm stron ance of a wonderful law firm mentor. I had the leadership skills and ger given the expanding global nature of the law firm business. Fact -- “...in diversity there is beauty and there is strength.” Clients would strengthen their firms. Maya Angelou. the diversity trend by hiring employees from different ethnicities, of firms, particularly, the larger corporate clients began Valeda won her 2012- 2013 ALA and GLA ALA Membership dues women to partnership, although diversity policies and procedures backgrounds, and of different genders. Law firms began to elevate thanks to the sponsorship and support of Davidson Legal Staffing. been slow, particularly in recruiting and retaining lawyer talent. Cor- were slow to be developed. It is a fact that law firm diversity has porate clients increasingly demand that law firms adopt an action more of the following: plan for diversity. Since 2004, more firms have implemented one or

Adopted diversity initiatives Adopted diversity policies Developed a diversity statement Thank you Davidson Legal Staffing for your generous support Established a diversity committee of GLA ALA’s Write to Win Essay Contest, and for your generous Hired a diversity expert or team to provide strategic leadership support of GLA ALA and its members throughout the year! Conducted diversity training and do so on an ongoing basis Put in place practices to address diversity issues Created an ongoing diversity action plan Conducted diversity reviews “We all should know that diversity makes for a rich Provided a diversity plan and statement in the firm policy manual tapestry, and we must undertand that all the threads of the tapestry are equal in value no matter what - their color.” vided me with a sense of inclusion in my professional career. My Strides law firms have made in the area of diversity have pro -Maya Angelou interactions with people culturally different than me provide intel- lectual growth and opportunities to learn and share knowledge. Law For more information on ALA’s Diversity Initiative - please visit www.alanet.org/diversity firms that have “stepped up to the plate” with sound diversity prac tices and policies, definitely receive an improved public image, and February/March 2012 19 NEW MEMBERS & MEMBER UPDATES

NEW MEMBERS Christine Cornett Reina Galindo Shawn Derfer Administrator Director Director of Administration – West Coast Reicker Pfau Pyle & McRoy LLP Quinn of Benefits and Compliances Austin LLP 1421 865 Emanuel Urquhart & Sullivan, LLP 555 Barbara CA 93101 Los Angeles CA 90017-2543 Sidley State St Ste B S Figueroa St, 10th Flr Los Angeles CA 90013 Phone (805) 966-2440 Phone: (213) 443-3837 West Fifth Street, Suite 4000 Santa Phone: (213) 896-6140 Email: [email protected] Email: [email protected] Email: [email protected] Robert Moore Jennifer Nino Administrator Margaret Galaz Katz Golden Rosenman LLP Human Resources Director Bradford & Barthel LLP 2001 Senior Office Manager Manning & Kass Ellrod Ramirez Trester LLP 3270 Los Angeles CA 90403-5686 801 Wilshire Blvd Ste 400 CA 91764 Phone: (310) 264-2168 Los Angeles CA 90017 Inland Empire Blvd., Ste 200 S Figueroa St 15th Flr Phone: (909) 476-0552 Email: [email protected] Phone: (213) 486-2203 Ontario Email: [email protected] Email: [email protected] Mio Osuga Christopher Page Administrator Jackie Nielsen Director of Administration Administrator Operations Mullen & Henzell 601 Allen & Kimbell LLP SNR Denton US LLP 122 Los Angeles CA 90017-5704 317 S Figueroa St Ste 2500 Barbara CA 93101 Barbara CA 93101 Phone: (213) 892-5171 E Carrillo St E Victoria St Phone: (805) 963-8611 Phone (805) 966-1501 Email: [email protected] Santa Santa Email: [email protected] Email: [email protected] Marianne Vega Jennifer Boyd Sandra Barron HR Manager Administrator Administrator Lower & Kesner LLP Ferguson 333 Office SulmeyerKupetz 15910 1050 Los Angele CA 90071-1406 Case Orr Paterson LLP S Hope St 35 Flr Encino CA 91436 CA 93004 Phone: (213) 617-5254 Ventura Blvd S Kimball Rd Phone: (818) 933-0930 Phone: (805) 659-6800 Email: [email protected] Ventura Email: [email protected] Email: [email protected] Brian Walsh Claire M. Bothwell Heather Bradford Manager HR Generalist Dept Waters Kraus & Paul LLP Staff Services Manager II Office Bradford & Barthel LLP 300 222 of Justice Attorney General’s Office 3270 Los Angeles CA 90013-1230 El S Spring St, Ste 1702 N Sepulveda Blvd Ste 1900 CA 91764 Phone: (213) 897-2755 Phone: (310) 414-8146 Inland Empire Blvd Ste 200 Segundo CA 90245 Phone: (909) 476-0552 Email: [email protected] Email: [email protected] Ontairo Email: [email protected] Scott Price Amy Freeman Nancy Dillon, PHR Director of Human Resources Administrative Manager Jackson Lewis LLP Michelman & Robinson LLP Office Support Manager 15760 Foley 725 300 Los Angeles CA 90017-5408 Encino CA 91436 & Mansfield PLLP S Figueroa St Ste 2500 Ventura Blvd, 5th Flr Los Angeles CA 90071 Phone: (213) 630-8282 Phone: (818) 728-5538 S Grand Ave Ste 2800 Email: [email protected] Phone: (213) 283-2100 Email: [email protected] Email: [email protected] Lynette Baker Administrator Law Corporation 420 Snyder Barbara CA 93117 S Fairview Ave Phone: (805) 692-2800 Santa Email: [email protected]

20 Greater Los Angeles Leadership Exchange NEW MEMBER SPOTLIGHT

MEMBER CHANGES Amy Freeman Jeannette Vella Michelman & Robinson, LLP HR/Administrator Freeman How long have you been an administrator? 1888 Freeman Smiley LLP Los Angeles CA 90067 6 months Century Park East, Suite 1900 Phone: (310) 255-6112 Email: [email protected] What career or profession, other than your own, have you always Kimberly K. Holme wanted to try? Chief Freeman I always wanted to be a lawyer or Oprah. Financial Officer 1888 Freeman Smiley LLP Los Angeles, CA 90067 Century Park East, Suite 1900 What advice would you give someone entering the legal Phone: (310) 255-6110 administrator field? Email: [email protected] Join GLA ALA Gary Maxwell – Past President 611 Palm Canyon Drive #7234 Share an interesting “tidbit” about yourself that most people Palm would not know: Phone: (760) 537-1019 Springs CA 92264 I am an expert skier. Email: [email protected]

Frank Gould To be successful, legal administrators have to: Executive Director Be patient and able to go with the flow. Heroux & Helton PLLC 6120 The best advice I received from a fellow legal administrator was: Tulsa S Yale Ave Ste 1800 Phone: (213) 440-0866 Don’t worry, you are not alone. OK 74136 Email: [email protected] In my spare time I like to: Carol Leemon Read, hike, do Zumba, and spend time with my amazing husband. Tarzana CA 91356 Phone (818) 522-2900 Email: [email protected] Activities (other than work) I’m involved in: Local Library, sorority alumni association. Byron Hibdon - Past President Box 29001 Glendale CA 91209-9001 Describe yourself in three words: PO Effective, efficient and extroverted. MEMBERS IN TRANSITION Karen LaFleur Describe your management style and why it works for you: Email: I am a classic one minute manager—clear expectations/goals, feedback and [email protected] follow up. Letting people excel and grow has always worked for me. My staff trusts that I want them to succeed and this makes them want to succeed.

February/March 2012 21 22 Greater Los Angeles Leadership Exchange February/March 2012 23 SAVE THE DATES! April 22-26, 2012 Hawaii Convention Center, Hilton Hawaiian Village HONOLULU, HAWAII

• Pre-eminent education • Renowned speakers and industry leaders A ChapterA Chapter of the Associationof the Association of Legal of Administrators Legal Administrators A ChapterA Chapter of the of Association the Association of Legal of Legal Administrators Administrators 20112011 SPONSOR SPONSOR • Connect with colleagues and business partners A Chapter of the Association of Legal Administrators 20112011 SPONSOR SPONSOR 2011 SPONSOR • Unparalleled networking opportunities • See the latest in legal management products/services at the Exposition

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conference_fp_ad.indd 1 7/21/11 10:22 AM SAVE THE DATES! April 22-26, 2012 Hawaii Convention Center, Hilton Hawaiian Village HONOLULU, HAWAII

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conference_fp_ad.indd 1 7/21/11 10:22 AM HOLIDAY LUNCHEON RECAP

Terri Oppelt, CLM [email protected] brought directors, members and volunteers to the holiday lunch to the October 2011 Justice Jog Community Challenge Event. CASA 310-556-5800 mingle with guests. In lieu of holiday centerpieces, an array of gift

The - cards were purchased and were donated to CASA. Other dignitaries dust Room on the 9th Floor of the Beverly Hilton Hotel. What a beau- presidents, Dani Barr from the Beverly Hills Bar Association. Michael December 13, 2011 Holiday luncheon was held in the Star in attendance included Diamond Sponsor First Legal, numerous past Palmer, Past President of both ALA and GLA ALA, was presented with frames for the beautiful Los Angeles skyline – a gracious introduction a 2011 sponsor gift for his tireless support of GLA ALA and for the tiful venue! On the inside, floor to ceiling windows created perfect to the outside patio with its 360-degree view. The networking before - the program was lively and loud as over 135 attendees caught up ed presentations and awards to winners of various 2011 GLA ALA generous support by his firm, Allen Matkins. Other highlights includ with each other, viewed the photo online photo gallery of the past initiatives including: year’s events, and shared well wishes for the holiday season and for the new year. GLA ALA MEMBERSHIP AWARD WINNER: Nine Business Partners sponsored this holiday meeting, which Tanya Russell who won an iPad enabled us to have a keynote speaker - Musician and Personal De- velopment/Motivational speaker North Wood. North interspersed BUSINESS PARTNER MEMBERSHIP AWARD WINNER his presentation with classical music expertly played on his violin. Ahern Insurance who won a table at ELF talented people understand the joy of hard work and commitment, JUSTICE JOG FIRM TEAM WINNER North’s presentation focused on Solving the Mystery of Talent: how and how fun should be brought into our work to inspire creativity. Lucia Donat who won GLA and ALA dues for 2012 North feels that without personal creativity, there can be no real success. This creativity is in us all; it really only takes commitment and MEMBERSHIP CONNECTION WINNERS: effort to be truly successful. North’s very engaging and thoughtful First Place presentation earned an overall rating of 3.1 from the evaluations. Second Place - Tammy Saetia won an iPad Comments from attendees included that North was an inspirational Third Place – Janet Krause won GLA dues - Carolyn Smallwood won ALA dues and refreshing speaker; other attendees remarked that they would have liked more time to network, catch up and talk. drawings at this event included full day scholarships to the Employment Law Forum, 2012 GLA dues, 2012 ALA dues and a full Other package of ALA and GLA dues for 2012! Our chapter was thrilled to present a check for $15,0000 to CASA of Los Angeles, GLA ALA’s target beneficiary of the net proceeds of

Jean Jewell, CLM, Norma Ayala, Nilo Bolden Lydia Tavera, Terri Oppelt and Don Hoefnagel Scott Dressler, Greg Kaplan, Richard Dilgren and John Charnay and Lucia Donat

Jim Van Dusen, CLM and Allison Kirk Hugo Ospina Jr and Don Hoefnagel Valeda Mercier and Catherine Singh

26 Greater Los Angeles Leadership Exchange Todd Williams and Ernesto Casas Mark Ledesma and David Teuber Jennifer Hill, Jennifer Marcinkowski and Manjit Ender

Tanya Russell and Melanie Mawema Sandy Williams and Barbara Wood Nilo Bolden Patty Green Maricela Gonzalez

Carolyn Smallwood, Francie Jones and Pam Lough Mike Palmer and Martha Bernard Mary McDonnell and Robert Santos

Manjit Ender and Tiffany St. John Carolyn Smallwood Kim Holme, Barbara Thrush, Jeanette Vella and Art Miller

Bruce Herron, John Charnay, Joanne Solar, Jean Jewell, CLM and Kathy Starr North Wood Lynne Gabriel and Sarita Carden of CASA

February/March 2012 27 UNDERSTANDING VISION AND CHANGE

North Wood 323-255-6626 www.north.wood.com

AN ARTISTIC APPROACH TO SUCCESS AND ACHIEVEMENT UNDERSTANDING VISION AND CHANGE

I would like to start by clearing up some misconceptions regard- by this is that instead of seeing how many free throws I could make ing creative visualization. I do believe it can work, but not in the way most people think. I believe the idea of creative visualization came shift on the violin or how perfectly I could play a run. I would make a in a row, I would see how many times in a row I could nail a difficult about when unsuccessful people began to observe the habits of suc- game out of it recording myself and seeing how few mistakes I could you were to ask a highly driven successful individual what goes on in cessful people for the purpose of finding success for themselves. If make when performing a piece of music. If I made five mistakes I their minds while achieving their goals, they would tell you that they everything became a game, playing the violin became easy and be- would try to break my record and bring it down one or two. So, when cause I could feel myself improving it also became very exciting as their visualization is a result of their needs, desires and creative joy, well. Without even trying I began to visualize what I could do to make are constantly seeing the end result or finished product. However not the other way around. The problem happens when people take my technique cleaner and couldn’t wait for the next day to come so I the act of visualization out of context and isolate it as a technique. could try out my new theories. As the excitement began to snowball, What they failed to realize is that visualization is not a quality unto the of idea playing pieces that were once outside of my ability were itself, but the result of a bigger concept. People who are successful there for the taking and I had already envisioned how I was going to play them. As you can see, it is possible to use the imagination as a goal may become a reality, they can’t help but dream and visualize tool by transposing emotions from one subject or skill onto another find excitement in what they are doing and because they believe their about the end result. The more thrilling the adventure of reaching a for the purpose of enhancing enjoyment. goal, the more visualization occurs naturally and therefore the great- I know someone who has a pilot’s license and he was telling me er the possibility of success. It is much like a child wanting a foot- that an airplane is off course the majority of the time it is in the air. ball for Christmas. While waiting for the gift to arrive on Christmas It is a matter of constantly knocking it on track and keeping it true morning, the child dreams of completing the perfect pass or throw- as it goes. Goals work the same way. There must be a straight line ing the perfect spiral. He or she will dream about it so much that between you and your goal. The line must remain clear and it must when the present arrives at Christmas, the work is already half done. remain true on a daily basis and when distractions knock you off All the child must do now is physically copy what already exists in course you must constantly right yourself. I believe distractions are his or her mind. True, it will take some work and effort to develop the skill, however the child will not call it work or effort. The child change, routines change, life happens. It is very easy to become dis- the number one reason people do not reach their goals. Schedules for play time so that the joy of the vision can be realized. This is how for this. Now, if you’re really not the “visualization” type of person will call it play, and because the child loves to play, he or she will fight tracted and loose sight of the goal. Visualization can be very helpful visualization works within the context of success and in its natural there is another technique you can try. You probably will not hear state. It then becomes clear that if you’re going to practice visual- this from many speakers as it does not sell CD’s or tapes. The tech- ization, it makes more sense to see yourself enjoying the process of - reaching your goal rather than only reaching your goal. nique is a simple walk. A walk without the dog or without the signifi now that we know that the nature of visualization, the ques- and cementing plans. It must be on a daily basis and it must be in a cant other for the soul purpose of creating a vision, confirming ideas tion becomes, how do you make yourself excited about your goal? safe peaceful area. So Let me speak from my own experience. As a kid I hated practicing the An important ingredient in the mix that is visualization is the skill violin but I loved playing basketball. In basketball I would practice of objectivity. People who are talented and successful have the abil- longs shots for hours and see how many free throws I could make in a row. I also knew that even though I loved playing basketball, play- a philosophy, it is a skill that needs to be practiced and developed ity to stand back and see the bigger picture. Objectivity is more than ing the violin was what I was known for so I had to practice. To make practicing the violin more enjoyable what I ended up doing was play- in an airplane. As you take off and look down, you begin to see that before it can be used effectively. Objectivity is much like taking off ing basketball in my head while I practiced the violin. What I mean your house is part of a block and that block is part of a city. If you

28 Greater Los Angeles Leadership Exchange were able to continue climbing you would see that that city is part of of change and knowing and visualizing what to expect. People give a state and that state is part of a country and that country is part of a up too soon because they are unaware of the chain reaction change planet and that planet is part of a universe and so on. The point is that will set off and become very discouraged. They will say things like, “If the more removed you are from something the more you are able to see and the more you are able to comprehend. When I am practicing must be a sign I shouldn’t be making this change.” Not true. It is just I was meant to make this change it wouldn’t be so difficult” or “This the violin there is an objective part of myself standing in the corner the nature of change. When you understand the nature of change, listening. This objective part of me knows nothing about playing the you will not be taken by surprise and you will not be seriously dis- appointed. Your awareness and philosophy will be greater than the awkward shifts. This objective person only cares about hearing per- change itself. You will understand the snowball effect change creates violin, nor does he care about difficult fingerings, tricky bowings or fect, beautiful and pristine music, and if I listen only to this objective and when things go south you will know why and you will know ev- part of who I am, what the physical “me” needs to do becomes crystal erything is going according to plan. Your philosophy must allow you clear. It becomes obvious what needs to be practiced, what needs to visualize the changes and goals in their entirety. It is important to see the completed version of the change from beginning to end, com- are making plans or deciding on your vision, you need to be in this plete with worst case scenarios, before you ever begin the physical to be worked on and how to go about fixing problems. When you objective mode. The skill of objectivity works especially well for the process. It is the philosophy and the ability to see the bigger picture big decisions in life such as career decisions, relationship decisions, that gives change strength and a foundation. Then, it must be very and life decisions. All big decisions need to be seen from an objective clear on a practical basis what must be done on a daily basis to make point of view because objectivity allows you to see very far down the road. Being in this objective state of mind also means you will be free you make changes that will impact you so strongly, they will become the change. Only when both of these principles work together can of emotions. I have nothing against emotions, emotions have their part of who you are. People who are talented and successful have place, but the problem with emotions is that they can turn on a dime. the completed vision of their goal before they ever go about trying to For the big decisions in life you want to be able to stand back and see achieve it and are able to affect the changes to make it happen. the bigger picture. People who are talented and successful are able to see the bigger picture. About the Author: As a professional personal development and is an important ingredient in making successful motivational speaker, North Wood has given presentations to major changes. To make changes in your life you must have a philosophy corporations and associations such as T.R.W, New York Life, Litton Aero Visualization that is larger than the change itself. As a violinist, when I auditioned Products, International Association Administrative Professionals, Na- for orchestras, I needed a philosophy that would make it easier to tional Association of Purchasing Management, California Association - of Realtors, Women’s American ORT, National School Boards Associa- ured out a way to deal with disappointments and visualized a phi- tion, O. J. Realty and Investment Corporation, Health Information As- handle disappointments that would inevitably occur. If I hadn’t fig losophy that would see me through, I would have given up after the sociation and Century 21 to name a few. He is also a member of eight major speakers bureaus and has appeared on seventeen television pro- - grams discussing his techniques regarding the nature of talent, suc- first couple of failures. When I was in my second year in college I ing to change the way I held the bow because it would make certain cess and achievement. All of his presentations are customized to fit the began to study with a new violin teacher. She decided she was go violin techniques easer in the long run. It wasn’t a big change, but it needs of each individual group. and would get used to the way it felt in a couple weeks. Well, that did feel a little awkward. I figured that I was somewhat coordinated little change sent my bow slightly off kilter which caused me to bow crooked. That meant I had to move my entire arm back to correct it. Because of that adjustment I had to use a different set of back muscles and my back and shoulders became very sore. As I tried to stop this snowball effect, I became so focused on my bow grip and • Property & Casualty Insurance • Professional Liability • Employee Beneﬁts bow arm that I started to ignore my fingering arm so my posture and my violin playing was negatively affected. It was months before I was • Law Firm Program intonation began to suffer. One by one, step by step, every aspect of able to successfully make this small change to my bow grip. This is • and Other Services the nature of change. You can see how a simple change can set off a 6 Hutton Centre Drive, #500 • Santa Ana, CA • 92707 # chain reaction and affect elements that appear to have nothing to do 714.361.7700 • www.heﬃns.com • 0564249 with the original change. Again, the trick is understanding the nature

February/March 2012 29 BOARD OF DIRECTORS

EXCOM & OFFICERS PRESIDENT-ELECT* PRESIDENT* Shaun M. Morrison VICE PRESIDENT* Jean Jewell, CLM Allen Matkins Leck Gamble Lydia A. Tavera Kelley Drye / White O’Connor Mallory & Natsis LLP Browne Woods George LLP 310-712-6167 310-788-2400 424-202-5573 [email protected] [email protected] [email protected]

IMMEDIATE PAST-PRESIDENT* EDUCATION CHAIR* TREASURER Mary McDonnell Terri J. Oppelt, CLM Wayne Mitchell Entertainment Partners Strook & Strook & Lavan LLP Alston & Bird LLP 818-955-6228 310-556-5800 213-576-1159 [email protected] [email protected] [email protected]

* Denotes SECRETARY/ WEB TEAM CHAPTER MANAGER Executive Committee Member Kimberly Lahs Lori Akina Greenberg Glusker TJ Management 310-785-6875 805-523-0464 [email protected] [email protected]

MEMBERSHIP TEAM Manjit Ender, PHR MEMBERSHIP TEAM Chair MEMBERSHIP TEAM Tanya Russell Fulwider Patton LLP Elaine van Rensburg Katten Muchin Rosenman LLP 310-824-5555 310-418-9527 310-788-4400 [email protected] [email protected] [email protected] BOARD AND COMMITTEES

CLM SECTION CLM SECTION MEMBERSHIP TEAM Lucia G. Donat, Chair Barvie Koplow, CLM Ken H. Sweet Glassman Browning Asst Chair Morris, Polich & Purdy Saltsman & Jacobs Alderlaw PC 213-891-9100 310-278-5124 310-275-9131 [email protected] [email protected] [email protected]

COMMUNITY EDUCATION OUTREACH CORPORATE/GOVT SECTION Tiffany St. John Maricela D. Gonzalez Angelica Loftin Asst. Chair Molina Healthcare Inc CA Dept of Justice Rutter Hobbs Davidoff 562-435-3666 (213) 897-2196 (310) 286-1700 [email protected] [email protected] [email protected]

FINANCE SECTION HOSPITALITY Tammy Saetia HISTORIAN/BYLAWS Deborah C. Dial-Barr Greengerg Glusker Fields Jim Van Dusen, CLM Chair Claman & Machtinger, LLP The Morrison Law Group Rodi Pollock 310-201-7414 213-356-5504 213-895-4900 [email protected] [email protected] [email protected]

30 Greater Los Angeles Leadership Exchange 2011 - 2012

HOSPITALITY SEMINARS/ VICE PRESIDENT* PROGRAMS HR SECTION INLAND EMPIRE Lydia A. Tavera Katherine Starr Michelle Liffman, SPHR Patsy Hinojosa Browne Woods George LLP Allen Matkins Leck Gamble O’Melveny & Myers LLP Best Best & Krieger LLP 424-202-5573 213-955-5642 213-430-8353 951-826-8211 [email protected] [email protected] [email protected] [email protected]

IT SECTION JUSTICE JOG David Neesen Norma Ayala - Chair IT SECTION Co Chair Gipson Hoffman Karen G. LaFleur Greenberg Glusker & Pancione Co Chair 310-201-7421 310-557-8855 [email protected] [email protected] [email protected] BOARD AND COMMITTEES JUSTICE JOG Nilo G. Bolden - MAGAZINE TEAM MAGAZINE TEAM Asst. Chair Monica Celis - Editor Michael J. Morales - Klee Tuchin Bogdanoff Frandzel Robins Bloom Creative Editor & Stern LLP & Csato Phillips Lerner & Lauzon LLP 310-407-4094 323-852-1000 310-277-7117 [email protected] [email protected] [email protected]

MEMBERSHIP TEAM Tanya Russell Katten Muchin Rosenman LLP 310-788-4400 [email protected] MULTI OFFICE SECTION/ MAGAZINE TEAM MIT SECTION MAGAZINE TEAM Elizabeth Wagner Luci Hamilton John V. Purins Kegel Tobin & Truce Karlin & Peebles LLP Reed Smith, LLP 213-380-3880 323-648-4645 213-457-8051 [email protected] [email protected] [email protected]

CLM SECTION Barvie Koplow, CLM Asst Chair Alderlaw PC SANTA BARBARA/VENTURA SEMINARS/ 310-275-9131 SAN FERNANDO VALLEY SECTION PROGRAMS [email protected] SECTION Kaylyn Johnson Scott Francie Jones Carolyn Smallwood Brownstein Hyatt Glaser Weil Fink Jacobs Howard Erza Brutzkus Gubner LLP Farber Schreck, LLP Avechen & Shapiro, LLP 818-827-9131 805-882-1460 310-282-6221 [email protected] [email protected] [email protected]

EDUCATION Tiffany St. John BUSINES PARTNER TEAM Asst. Chair SMALL FIRM Debra Gray Rutter Hobbs Davidoff SECTION/WEB TEAM WEBMASTER Frandzel Robins Bloom Julia L. Round, CLM Kim Holme, CLM (310) 286-1700 & Csato, L.C. [email protected] Harris Ginsberg LLP Freeman Freeman Smiley, LLP 310-444-6333 310-255-6110 323-658-9767 [email protected] [email protected] [email protected]

BUSINES PARTNER TEAM Kristine Koeckenberg Bone Bridges Mueller 213-480-1900 [email protected]

February/March 2012 31 FINANCE

SMART GROWTH: HOW TO INCREASE PROFITS PER PARTNER

Michael Moore, J.D. BLENDED HOURLY RATE 414-467-5983 Blended Hourly Rate is the ratio of total fees earned divided by

the total hours charged. In the Altman Weil survey, no firms planned “smaller than normal” increases. While it is important to increase on reducing their billing rates in 2009. Instead, most firms made

- billing rates annually to avoid devaluing your rates due to inflation, Lawyers - ity. High productivity creates the gap (margin) between cost (which the real secret to beating inflation actually isn’t rate – it’s productiv - can make more profits even in this challenging econom ic climate. Unfortunately, law firms frequently cut what is required to includes inflation) and revenue. The higher your margin, the less in - get the kind of clients and work that would improve profits. A 2009 flation hurts you. port staff, 33% cut paralegals, 32% thinned their associate ranks, UTILIZATION Altman Weil survey of law firms found that 46% had reduced sup and 24% cut non-equity partners. Lawyers also absorb administra- is the percentage of available capacity that is charge- tive and management tasks they could inexpensively outsource. This Utilization takes them away from billing time and getting clients, two activities fully utilized. Increasing the headcount of non-equity fee earners to able. For a law firm to be highly profitable, all fee earners must be - handle accretive work (as opposed to absorbing work that could be grams and hold back on key technology investments. These actions handled by others) increases partner income. Attaining maximum that increase profitability. Many firms also eliminate training pro only create a temporary windfall and fail to address the real issues productivity means getting the most output from your fee earners.

productivity numbers closer to their partners. The best way to in- contributing to lower profits. The top performing firms had both associates and paralegals with MEASURING PROFITABILITY crease productivity is through incentives to partners to share work The starting point to improvement is always measurement. The with associates.

REALIZATION standard formula for measuring law firm profitability was created - Realization is the percentage of chargeable time actually billed by David Maister, noted expert on law firm management, where Net lization) x (Realization) x (Margin). These factors, expressed as ra- Income Per Partner = (1 + Leverage) x (Blended Hourly Rate) x (Uti tios, are interdependent, meaning one of them cannot be changed cash? Each percentage point lost represents money out of the pocket and not written-off. How efficient are you at converting your work to without affecting the others. For example, if you doubled your billing - enue will increase. Your work product is your inventory, and it loses of the firm. lf you can get control over pre-bill adjustments, your rev doubled your billing rate, realization would suffer as clients objected rate, profitability would also double, by definition. Of course, if you to the higher cost by not paying bills timely and utilization would value every day that it sits on your desk. Send out bills in a timely suffer as clients switched to cheaper competitors. Therefore, under- you bill and how you collect. Tracking realization at every step in the fashion. Stay on top of receivables. Be efficient in how you work, how standing each factor is key to executing the right steps to increase

process will help your firm become more efficient and, thus, more profitability. profitable. LEVERAGE MARGIN Leverage is the ratio of non-equity fee earners to equity partners. Margin - is the firm’s net income, expressed as a percentage. It is est billable hour leverage. The goal is to increase leverage once part- - The most profitable firms in a 2007 LexisNexis survey had the high the partners’ profits divided by firm revenues. A common mistake is to assume that better profits come simply by reducing costs, increas are only so many hours an individual can work, once the threshold is to achieve the desired results, while resulting in client dissatisfac- ners reach or exceed the target billable hour threshold. Since there ing hourly rates and increasing billable hours. Often, these tactics fail reached, it is imperative that work be passed to another fee earner if tion and problems with lawyer and staff morale. Increasing revenue, while maintaining the same expense structure, is the most direct ap- that needs to be rewarded by compensation committees. you want to increase profitability Delegation is one lawyer behavior proach to improving the firm’s bottom line. 32 Greater Los Angeles Leadership Exchange GET THE RIGHT PEOPLE ON THE BUS Lawyers Many lawyers make less money because they either don’t have This goal requires leadership from partners and a willingness to can make more profits even in a recessionary economy. the right people or they don’t help them maximize their potential. They struggle with frequent turnover and spend time hiring, super- invest in people and technology. In many firms, the majority of the lost profit potential lies in the high level of reinvention among the - knowledge base, leverage their time, and strategically move beyond vising, training and, eventually, firing people who just aren’t the right lawyers. Lawyers should strive to increase their firm’s collective stantive training also provides a powerful incentive for people to stay temporary solutions. fit. Getting a new hire through the door is only the beginning. Sub As Will Rogers correctly observed, “Even if you’re on the right and develop complimentary skills have an advantage over their com- track, you’ll get run over if you just sit there.” with the firm. Firms where people learn to work together effectively petitors. Reprinted with permission from “Class Action,” the newsletter pub- DO THE MATH lished by the Wisconsin Chapter of the Association of Legal Administra- Managing, recruiting, hiring and training both staff and other tors, Fall 2011 lawyers is called “lost time.” A lawyer with an average hourly rate of $200 who loses 1 hour each day, 5 days per week, 50 weeks per year About the author: Michael Moore, J.D., is a professional coach for loses $50,000 annually. If a committee of 5 lawyers gets involved, lawyers and the founder of Moore’s Law, Milwaukee. He specializes in marketing, client development and leadership coaching for attorneys at they could have been billing time and getting more clients. In addi- all levels of experience. their firm loses not only $250,000 each year, but 1,250 hours when tion, the failure to outsource effective recruiting and development Moore also advises law firms on growth initiatives, strategic plan- - ning and resource optimization. He has more than 25 years’ experience currence. Lawyers make money by doing what they do best – practic- in private practice as a general counsel, in law firm management and in creates turnover, which can cost a firm in excess of $100,000 per oc ing law. They should turn to other professionals to do what they do legal recruiting. best, thereby maximizing available resources.

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February/March 2012 33 GLA ALA Chapter Evening Meeting March 20, 2012 Join us for a Presentation by Terry Hawkins: "There are Two Times in Life: Now and Too Late!" 2029/2049 Concourse Level Conference Room Century City, Los Angeles, 90067 6:00 PM to 8:30 PM $40 GLA ALA Members/ $50 Non-Members

CLM Certification and Recertification Credits (120 minutes) will be earned

Sponsored By: First Legal Network

34 Greater Los Angeles Leadership Exchange

MMAARRCCHH EEVVEENNIINNGG SSEEMMIINNAARR March 20, 2012 5:30 pm Registration/Networking TTHHEERREE AARREE TTWWOO TTIIMMEESS IINNLLIIFFEE:: 6:00 pm Dinner NOW AND TOO LATE 6:30 pm - 8:30 pm Program NOW AND TOO LATE PPRREESSEENNTTEEDDBBYYTTEERRRRYY HHAAWWKKIINNSS CCSSPP Why is it that some people achieve great success, regardless LOCATION: of the hardships they have faced and others fall into a heap Concourse Level Conference Room at the slightest sign of negativity? Terry Hawkins will give you the answer and provide you with an experience that will alter 2029/2049 Concourse Level the way you think and feel forever! Conference Room Century City, CA 90067 ▪ Learn how to tap into unlimited energy supplies and discover how languaging and phraseology can create powerful outcomes; ▪ Take responsibility for the results you achieve and the affect you SPONSORED BY: have on the overall outcomes in your life; ▪ Build more trusting relationships with others by choosing your mental, emotional and physical state at will; ▪ Reach new levels by releasing the blocks that hold you back.

Terry’s fascination with human performance and the differences COST: between successful and non-successful people, achievers and non- $40.00 (members) achievers, led her to research the power of language and its effect on the outcomes we achieve. In this powerful session, participants $45.00 (guests and at the door) will learn how the anatomy and physiology of the body are directly Validated Parking linked with the belief systems they hold.

Additionally, Terry explains why so many people surrender to EMAIL QUESTIONS TO negative situations and how to recognize when one’s behavior becomes counter productive. Using life situations everyone under- : stands, Terry’s incredibly funny and yet moving anecdotes give [email protected] every audience member something to relate to. Rather than just spouting “feel good” phrases, Terry demonstrates how we can instantly start to change our own lives and the effect we have on others’ lives. Through powerful explanation and audience participation, Terry will show how to use MIND LANGUAGE to produce desired outcomes

After 30 years of study, Terry achieved her goal to make a CLM credit: 2 hours certification credit in Self- complicated topic instantly accessible for instantaneous results! M:M\anagementALA\May 10 2011 Skills;\Event 2Flyer.doc hours recertification credit in Communication and Organizational Management

February/March 2012 35 SAN FERNANDO VALLEY SECTION REPORT

The

San Fernando Valley Section met on Thursday, November 17, 2011, from 12 noon to 1:30 pm at Ezra Brutzkus Gubner LLP in Woodland Hills,meeting, CA. provided In addition lunch, to 11and in-person gift bags forattendees, all the participants. 4 groups participated Questions viawere teleconference. solicited anonymously Konica Minolta from members Business prior Solutions, to the meeting,sponsored and the a collaborative, brainstorming session based on experience resulted. The following is a recap of some of the issues and ideas discussed during this “Ask the Experts” Roundtable.

Issue Ideas

Eliminate “hard paper” library redundant to online research tools.

Phase out personal printers and scanners in favor of Multi-Function Printers (MFPs) with less cost per scan image/copy/print.

Eliminate off-site storage: fine-tune ‘paperless’ office How do I cut expenses by 10% next year? procedures and make necessary updates to related technology first, then return offsite files to clients and destroy remaining contents in conjunction with revised document retention policy.

Implement alternatives to employee base wage increases, i.e. paid parking, lower employee insurance contribu- tions, or collections-based incentive bonus plans for attorneys.

Schedule vacations around critical dates, ie payroll, en- suring someone, even if that’s just the Managing Partner, knows where the secure documentation is about how to get the job done.

Who does your job when you’re on vacation? Divide up handling of incoming mail to others in order to avoid a huge stack of unopened, un-reviewed mail upon return.

Contract an Administrator of another firm, “Of Counsel,” to cover your scheduled time off and vice versa.

Senior Partner(s) must support and enforce whatever the time/turn-a-round policy is.

Split-up prebills in to two batches: one circulated around How do I get my attorneys to return their pre-bills on the 15th and the other circulated at the end of the month time? can encourage faster turn-a-round.

Remove doors (yes, off the hinges) from offices of repeat offenders.

36 Greater Los Angeles Leadership Exchange Explain, but Keep It Simple; don’t intimidate or frustrate.

Deliver better Client Service by using client-compatible systems.

Focus on planning for court requirements, ie electronic How do I convince my Senior Shareholders we need filing and telephonic appearances. new computer systems when they don’t use anything but e-mail? Examine travel expenses to use video conferencing, video depositions or other web-based “virtual travel” strategies instead.

Enable human capital’s highest-best use by mechanizing the mundane.

Provide additional days off or remote access to the firm’s network from home.

Present a formal, framed Certificate or a cute Trophy on How do I encourage and reward great performance and a periodic basis, based on peer, team, partner and/or positive attitudes without big raises and bonuses? management votes. Hand-write a Thank-you card or take the person(s) to lunch; old-fashioned, but always welcomed.

Award use of a reserved parking spot for a month.

Provided GLA-ALA Business Partner Recruiter with specific, detailed, hard skill and soft skill profile.

Posted opening on Southern California Law School websites, i.e. Pepperdine, UCLA, USC, Loyola.

How did you find your last-hired Lateral Partner? Attor- Asked existing employees (since it’s about relationships) ney? Staff member? who they admired most as a mentor and contacted those persons.

Used the Employment Development Department Website.

Added filtering language to Craigslist post, i.e. “background check required.”

Contact a GLA-ALA business Partner specializing in Mar- keting, PR and Communications.

How do I put together a Client Needs and Satisfaction Commit to actually do something about the results before Survey? sending the survey.

Email the ALA Resource Center/Reference Desk for information on the topic.

The -

San Fernando Valley Section’s next meeting is Thursday, February 16, 2012, from 12 noon to 1:30 pm at Ezra Brutzkus Gubner in Wood land Hills. February’s meeting is sponsored and lunch will be hosted by Slate Professional Resources, Inc. Seth J. Horowitz, president of Horowitz Agencyto receive (Plan. the bestExecute. return Grow.), on its will client be presentingdevelopment “Marketing dollars. This 101” section covering meeting the basics is free to helpand open you start to the the public. discussion on how to position your firm

For

further information or to suggest topics, please contact Carolyn Smallwood, [email protected]. February/March 2012 37 SOS - SUCCESS OVER STRESS

Gloria Albert [email protected] 310-393-6078 “The remarkable thing we have is a choice every day regarding the attitude we will embrace for that day.” ...... Charles Swindoll THIS MONTH: GOOD ADVICE

This has been making the rounds. Hope you enjoy it. 23. Don’t compare your life to others. You have no idea what their journey is all about. 1. Take a 10-30 minute walk every day. And while you walk, 24. No one is in charge of your happiness except you.

smile. It is The Ultimate anti-depressant. 25. Frame every so-called disaster with these words: “In 5 years, you have to. will this matter?” 2. Sit in silence for at least 10 minutes each day. Buy a lock if 26. Forgive everyone for everything.

3.4. BuWheny a DVR,you waketape your up in late the night morning, shows complete and get more the following sleep. 27. What other people think of you is none of your business. 28. Time heals almost everything. Give time, time. 5. Listatement:ve with the “My 3 E’spurpose - Energy, is to Enthusiasm, ______today.” and Empathy. 29. However good or bad a situation, it will change. 6. Watch more movies, play more games, and read more books that you did in 2008. 30. Your job won’t take care of you when you are sick. Your 7. Make time to practice meditation, yoga, tai chi, and prayer. They provide us with daily fuel for our busy lives. 31. Getfriends rid ofwill. everything Stay in touch. that isn’t useful, beautiful or joyful. 32. Envy is a waste of time. You already have all you need. of 6. 33. The best is yet to come. 8. Spend time with people over the age of 70 and under the age 9. Dream more while you are awake. 34. No matter how you feel, get up, dress up and show off. 10. Eat more foods that grow on trees and plants and eat less 35. Do the right thing! food that is manufactured in plants. 36. Call your family often. 11. Drink green tea and plenty of water. Eat blueberries, wild Alaskan salmon, broccoli, almonds and walnuts. 37. Each night before you go to bed complete the following state- 12. Try to make at least 3 people smile each day. ments: I am thankful for ______. Today I accomplished 13. Clear clutter from your house, your car, your desk and let new 38. ______.Remember that you are too blessed to be stressed. 39. Enjoy the ride. Remember this is not Disney World and 14. Donand ’tflowing waste energyyour precious into your energy life. on gossip, energy vam- you certainly don’t want a fast pass. You only have one pires, issues of the past, negative thoughts or things you can- ride through so make the most of it and enjoy the ride. not control. Instead invest your energy in the positive present moment. time to take care of yourself.....and BREATHE. 15. Realize that life is a school and you are here to learn. Prob- So remember, slow down, find gratitude in what you have, take lems are simply part of the curriculum that appear and fade you in April away like algebra class but the lessons you learn will last a lifetime. About The Author: Gloria Albert, Director of WellnessWorks, See has been a health consultant for over 20 years. Her approach to reduc- 16. Eat breakfast like a king, lunch like a prince and dinner like a ing stress and adding wellness to one’s life is practical, hands-on, pro- college kid with a maxed-out charge card. active and fun.

To find out more information, request a brochure or sched- 17.18. SmileLife isn’t and fair, laugh but more. it’s still It good.will keep the energy vampires away. ule a class, please contact Gloria at (phone) 310-393-6078, (e-mail) [email protected], or visit our website at 19. Life is too short to waste time hating anyone. http://www.WellnessWorksUSA.com. Please feel free to pass this infor- 20. Don’t take yourself so seriously. No one else does. mation along to co-workers, friends, family. 21. You don’t have to win every argument. Agree to disagree. For more information on what we do, please be sure to visit us at http://www.WellnessWorksUSA.com. 22. Make peace with your past so it won’t screw up the present.

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40 Greater Los Angeles Leadership Exchange 2012 Schedule A New Year of ALA Webinars! January 18, 2012 July 18, 2012 Mark the 3rd Wednesday Selling Blue Elephants: Change Leadership: A Boot Camp to of the month on your calendar Client Marketing, Retention and Loyalty (LI) Drive Organizational Change (OD)** for ALA Webinars. February 22, 2012 August 15, 2012 Great Ways to Save: Employee Handbooks Records Management: For Law Firms – Careful, Careful! (HR)** The Bermuda Triangle (LI)* Yearly Pass New Legal MarketplaceSave 20 percent March 21, 2012 September 19, 2012 by ordering all 11 Webinars in advance. The Art of Active Listening (CM)* Of Foxes, Hedgehogs and Purchase before February 2012. Law Firm Proﬁtability (FM)* April 18, 2012 Coupon Bundle The Role of Legal Administrators in October 17, 2012 Save more than $150 by Legal Project Management – Unprecedented Marketing on a Shoestring Budget (LI)* purchasing a bundle of ﬁve (5) coupons. Opportunities & Current Challenges (LI)* Each coupon is valid for any November 14, 2012 2012 live or archived Webinar. May 16, 2012 (2nd week of November) Learn more and register Safe Stress! (CM)* Dealing with Substance Abuse www.alanet.org/webinars in the Workplace (HR)* June 20, 2012 Technology Management: The Good, the Bad and the Ugly (IT)** * 60 minutes ** 120 minutes

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February/March 2012 41 COACH’S CORNER

Ed Poll, J.D., M.B.A., CMC [email protected] 800-837-5880 Support Services • Investigations • Document Solutions

PROACTIVELY ENGAGE YOURSELF IN THE ENGAGEMENT PROCESS

Because the engagement agreement is the foundation for all

a client’s trust account as specified in the engagement agreement. should be directly involved in the engagement process. This means future fee and collection considerations, law firm administrators Withdrawal can be predicated upon reaching specific events: a - merger agreement. Even retainer fees can be deposited into a gen- date certain, the filing of a complaint, the signing of a settlement or trator will create a standard engagement form that all lawyers use, eral account if the agreement says that the retainer is not for future more than just a standard conflicts check. The proactive adminis later on: and that specifies two sets of terms that prevent collection problems work but for the lawyer specifically being engaged (and thus taken A written fee agreement. Typically a written fee agreement is refundable retainer and placing the balance into the trust account for off the market). Some firms will split the fee, making part of it a non- required for contingency work, but don’t miss the opportuni- withdrawal as the work is performed. This method makes a clear dis- • ty to indicate fees for hourly or transactional work There are - date which triggers a withdrawal from the trust account and places tinction between the two elements, again as specified by an event or tions and how these expectations will be met, and removing it into the general account. This avoids waiting for the client to say marketing benefits to defining and managing client expecta uncertainty about fees.

“yes” after the fact and allows the firm to get the money sooner by which clients will be billed – for example on or about the A • Specify the collection cycle. Set specific dates of the month - final part of the engagement letter process is one in which the twenty-fifth of the month so that clients receive statements firm administrator should definitely play a role: determining wheth in their payables cycle quicker. will say that there is always money available if lawyers can demon- on or before the first day of the following month and get them er the potential client can and wants to afford the engagement. Some - These ment (value) to the client assures payment. However, do not leave strate the value to the client, that demonstrating sufficient improve good reason: stipulating payment rates and collection terms up front this to chance. Due diligence on the client’s willingness and ability essentials are heavily weighted to the financial side, for - to pay should be documented in the initial engagement agreement. garding for three factors that affect client payment behavior: is the best way for the firm to get paid. This is particularly true re Budgets: In every engagement letter provide a budget that can be as simple as requesting a credit report from one of the con- Due diligence investigation is a step that too many firms neglect, and addresses events, time and money, and get your client to ac- sumer credit agencies or from a business credit reporter like Dun & •

the fee because the client understands what to expect. engagement stating the terms and responsibilities for payment at- cept it. That significantly increases the chances of collecting Bradstreet. Once it is clear that prospective clients can pay, a signed Ancillary expenses: Every ancillary charge should be speci- tests that they will pay. Clients who cannot or will not sign a fee agreement or pay a retainer, or who want to start now and pay later, • fied in the letter. But even if your engagement agreement paying client, and have no choice but to sue for payment or write the lets the firm charge for opening a file on each matter or for should all be suspect. Otherwise, the firm could end up with a non- perceived “nickel and diming” on charges they consider over- engagement off – both eventualities that could have been prevented photocopying a file if the client requests it, clients may resent Brendan White 213.276.0142 head. The moral is to stipulate fees sparingly. through a proactive engagement process. Communications: The engagement letter should state ex- [email protected] plicitly that you will stay in continual touch with the client About the Author: Edward Poll, J.D., M.B.A., CMC, is currently on a na- • about expenses versus budget. If you suspect a slowdown tional tour to speak to bar associations and law schools, sponsored by Fujitsu ScanSnap and Lexis Hub. Ed’s extensive background in business and law have Nancy Xander 213.494.4605 they’re unhappy. made him one of the nation’s most sought-after experts in law practice man- in payments is due client to dissatisfaction, find out why [email protected] agement. Check out Ed’s progress at www.lawbiz.com and contact Ed if you Another crucial area for stipulation in engagement letters in- want him to speak to your group. volves trust accounts. Flat fees or retainers can be withdrawn from

422 Greater Los Angeles Leadership Exchange December 2011/January 2012 45 Support Services • Investigations • Document Solutions

Brendan White 213.276.0142 [email protected]

Nancy Xander 213.494.4605 [email protected]

2 Greater Los Angeles Leadership Exchange February/MarchDecember 2011/January 2012 2012 4345 LEADERSHIP

Lori Akina Chapter Manager 207 W. Los Angeles Ave., #218 Moorpark, CA 93021 EXCHANGE February 2012/March 2012

44 Greater Los Angeles Leadership Exchange