ADMINISTRATOR’S ADVANTAGE
NOVEMBER / DECEMBER 2015 ISSUE FOR THE GREATER CHICAGO CHAPTER OF THE ASSOCIATION OF LEGAL ADMINISTRATORS
INSIDE: 10 Your Lawyer’s Numbers are Up: Age, 28 Finding, Hiring and Retaining Top Law Human Resources Weight, Blood Pressure By: Darryl Cross Firm Associate Attorneys By: John W. Olmstead, MBA, Ph.D, CMC Issue 14 Engaging and Motivating Staff Without a Career Ladder By: Ann Eisenreich 30 Recruiting the Right Fit for Your Firm By: Dale DeMari 16 Generations at Work: Techniques for Leveraging Law Firm Talent at All Levels 32 Secrets of Employee Motivation and By: Jonathan Fitzgarrald & Heather Morse Engagement By: Mikey Maynard and Darius Green J.D. HELPING YOU TAKE THINGS OFF YOUR TO-DO LIST.
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2 The Administrator’s Advantage November / December 2015 ADMINISTRATOR’S ADVANTAGE From the Editor ADMINISTRATOR’S ADVANTAGE
The Administrator’s Advantage Hello winter! Season number four Inside this issue you will find a wide assortment of November / December 2015 for us Chicagoans. It happens to be articles: How to Find, Hire and Retain Top Law my favorite season, even as I grow Firm Associates; Recruiting the Right Fit for Your Newsletter Editor: older. The beautiful white snow as it Firm; Engaging and Motivating Staff Without Lisa Van Sant, CLM glistens on the ground and sparkles in a Career Ladder; a wellness article titled, Your 312-648-2300 the trees. My favorite three-year old Lawyer’s Numbers are Up; Generations at Work: [email protected] came over the other day and made a Techniques for Leveraging Law Firm Talent at All snowman and snow angels with me. Levels; and, Secrets of Employee Motivation and Newsletter Committee: She cried when her mittens came off Engagement. Jane Klenck and her little fingers quickly got cold. I had to act fast to 312-662-4662 brush the snow off them and push the giant mittens back Check out the Legal Levity section for our yearly [email protected] on her tiny little hands. After the traumatic event, she By the Numbers, and find out which lucky foods was all smiles and laughter again to further play with me to partake in the New Year and what foods to stay Ian Turvill in the cold and wet snow. Don’t you wish the office was away from. And, with great pride, a wonderful 312-360-6936 that easy? write-up of a street dedication that tributes the [email protected] father of one of our own Greater Chicago Chapter Julie Van Eck This is our human resources issue. Human resources is very members, Jane Klenck. 815-730-9500 complex. Isn’t it the most important and valuable asset a [email protected] company has—its people?!? And, it is one of three of Happy Holidays! our largest expenses—people, office, equipment (POE). It Lisa Van Sant, CLM Deborah Kuchta, CLM has been my experience that the HR educational sessions Newsletter Editor 219-464-3246 are the highest attended in the GCC. As managers and [email protected] administrators, we are constantly monitoring, evaluating, Schoenberg, Finkel, Newman & Rosenberg, LLC Printing: having all of our senses geared on, our human resources. [email protected] Elk Grove Graphics 847-439-7834 Design: Heiniger Design, Inc. Contents 219-838-0243 [email protected] Human Resource Articles Features Your Lawyer’s Numbers are Up: Age, Upcoming Events ...... 5 Photos: Weight, Blood Pressure...... 10 Front: Shutterstock By: Darryl Cross President’s Message ...... 6 Back: Shutterstock Event Photos: Robo Toaster Welcome New Members ...... 7 Engaging and Motivating Staff Without a Career Ladder...... 14 Member Spotlight ...... 9 By: Ann Eisenreich Business Partner Profile. . . . . 13 Generations at Work: Techniques for Mark Bridgeman Honored...... 15 Leveraging Law Firm Talent at All Levels ...... 16 By: Jonathan Fitzgarrald & Heather Morse Halloween Party Pix...... 19 Legal Levity ...... 21 A Chapter of the Association of Legal Administrators Finding, Hiring and Retaining Top Law ALA Mission Statement: Firm Associate Attorneys ...... 28 Holiday Party Pix...... 24 The Association of Legal Administra- By: John W. Olmstead, MBA, Ph.D, CMC tors’ mission is to promote and en- Got CLM? ...... 34 hance the competence and profes- Recruiting the Right Fit for Your Firm...... 30 Bi-Monthly Event Recap. . . . . 35 sionalism of all members of the legal By: Dale DeMari management team; improve the quality of management in law firms and other Secrets of Employee Motivation and legal service organizations; and repre- sent professional legal management Engagement...... 32 and managers to the legal community By: Mikey Maynard and Darius Green J.D. and to the community at large.
November / December 2015 The Administrator’s Advantage 3 Business Partner Sponsors and Advertisers
Business Partner Sponsors Canon Solutions America, Inc Robert Half Legal The Greater Chicago Chapter wishes to CBRE, Inc. SL Pensions thank all of our sponsors for their generous Chicago Athletic Association Hotel The Classic Group contributions and support: Coffee Unlimited The Horton Group CORT Furniture Tuttle Printing and Engraving Platinum Sponsor: Cushman & Wakefield of Illinois, Inc. Werner Printing Next Day Plus Fifth Third Bank / Paycor First Choice Services Website Sponsors: Gold Sponsors: Gregg Communications Systems Algonquin Studios DTI Gunlocke FSO Onsite Outsourcing HiTouch Business Services UPS ICG-Interior Construction Group, Inc. IICLE Impact Networking LLC Advertisers Index: Silver Sponsors: InterContinental Chicago Magnificent Mile Garvey’s Office Products IST Management Services Genesis Technologies Inc. Algonquin Studios...... 20 Jensen Litigation Solutions Keno Kozie Associates DTI...... 26 Konica Minolta Business Solutions Project Leadership Associates FSO Outsourcing...... 31 Lettuce Parties & Special Events Ricoh Legal Garvey’s Office Products ...... 4 LexisNexis Warehouse Direct Workplace Solutions Genesis Technologies...... 38 Lower Electric Keno Kozie...... 7 Merrill Corporation Next Day Plus...... 2
Bronze Sponsors: M.G. Welbel and Associates, Inc. Project Leadership Associates...... 5 1st & Fresh Miller Bros. Engraving Co. Ricoh Legal ...... 20 ABA Retirement Funds Program MilliCare by Floor Innovations UPS ...... 39 Access (formally RhinoDox) Optimized Benefits Warehouse Direct Workplace Solutions ...... 38 ALL-STATE LEGAL PerfectLaw Software Avanti Staffing, Inc. Pohlman Court Reporting & Litigation Services Baker Tilly Virchow Krause LLP Porcaro Stolarek Mere Partners, LLC Beacon Hill Legal Proven Business Systems Call One, Inc. R4 Services, LLC Canon Business Process Services Rippe & Kingston
4 The Administrator’s Advantage November / December 2015 UPCOMING EVENTS:
JANUARY 19, 11:30 am to 1:15 pm Bi-Monthly Educational Meeting MARCH 8, 5:30 pm to 8:30 pm Where: TBD The Roaring Twenties Benefit Gala 111 W Kinzie St, Chicago, IL JANUARY 21, 12:00 pm to 1:00 pm Joint Small/Mid-Size Firm Meeting (GCC Members Only) MARCH 15, 11:30 am to 1:15 pm Where: Donohue Brown Mathewson & Smyth LLC Bi-Monthly Educational Meeting 140 Dearborn St., Suite 800 Where: TBD
FEBRUARY 10, 12:00 pm to 1:00 pm MARCH 17, 12:00 pm to 1:00 pm Small Firm Meeting (GCC Members Only) Joint Small/Mid-Size Firm Meeting Where: Sugar Felsenthal Grais & Hammer LLP Schoph & Weiss 30 N. LaSalle Street, Suite 3000 One South Wacker Drive, 28th Floor
FEBRUARY 18, 12:00 pm to 1:00 pm **PLEASE BE SURE TO CHECK THE CHAPTER WEBSITE Mid-Size Firm Meeting (GCC Members Only) FOR THE MOST UP-TO-DATE INFORMATION ON Where: TBD UPCOMING EVENTS
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November / December 2015 The Administrator’s Advantage 5 President’s Message
John T. Podbielski, Jr., Esq, What Kind of [email protected] Precedence Will it Set?
I am sure you all have heard it at least we’ll have a similar request in the future? policy is an extraordinary or unusual one time in your career. “Well, if we What policy would we be promoting by one. Frequently, it’s a once in a million do it for you, we’ll have to do it for granting this request? What would we request or is truly extraordinary. everyone.” Or you may hear “What in effect be saying by not granting this kind of precedent will it set?” I have request? Is that a good thing or a bad So the next time you have to deal with a certainly heard it in my legal career. thing? Can we reasonably justify our similar situation, don’t go with the quick decision to others? and easy answer. Put yourselves in the In my opinion, I consider this person’s shoes. They’ve made the effort response, often times from a member Is this a valued employee? Will it be to approach you with their particular set of management, frequently Human appreciated by him or her? What of circumstances and deserve thoughtful Resources, to be a cop out. It’s an happens if we don’t grant this request? consideration of their request. Do the easy answer and doesn’t require much Will they leave? Will they become legwork and conduct the analysis. Also, thought. On its face, it seems like a disenchanted? If I say yes, how will it don’t fall into a comparable trap of reasonable and legitimate response that affect the morale of other employees, if “we’ve always done it this way” without someone may accept. And maybe that’s at all? determining whether there is a rational why you hear it more often than not. basis for the precedence. The surveys Is it consistent with our culture? Is this are abundant that compensation often However, if you dig deeper, and refuse something that other firms have shown times is a minor and, often times, to accept the company line (or firm some flexibility with? secondary consideration when it comes line), this often heard response for to employee job satisfaction. Consider an exception to a policy or a rule or Another reason why we continue to the extraordinary request and the impact perhaps for a request for additional hear it, is that it in some ways on its face of your response upon the employee. consideration, simply doesn’t hold it makes sense. It’s a response that for Isn’t your staff worth it? ADMINISTRATOR’S ADVANTAGE water. all intents and purposes is a satisfactory response that often times can cause the Why do we continue to hear it? Well, conversation to grind to a halt. What for one, it’s an easy answer. It doesn’t if the firm had to do this for everyone?
require a lot of thought be given. But Well, the premise upon which the President, Greater Chicago Chapter of really what needs to be done is a much assumption is based is a faulty one. It the Association of Legal Administrators more in-depth analysis. However, that assumes that the Firm would have to do requires a little bit more work. Are the it for everyone. Often times, though, Learn. Connect. Lead. circumstances which led to this request the circumstances are such that the unusual or extraordinary? Is this a request for an exception to the rule or reasonable request? What are the odds
6 The Administrator’s Advantage November / December 2015 The Greater Chicago Chapter Welcomes its Newest Members:
Donna Markus Director of Operations Kopka Pinkus Dolin (61 attorneys) 100 Lexington Drive Buffalo Grove, IL 60089
Margaret O’Connor Human Resources Director McDermott Will & Emory LLP (270 attorneys) 227 W. Monroe Street Chicago, IL 60606
Nicole Clark Director of Firm Operations Robbins Schwartz (35 attorneys) 55 W. Monroe, Suite 800 Chicago, IL 60603
Ken Koehn CFO Gould & Ratner (55 attorneys) 222 N. LaSalle Street, Suite 800 Chicago, IL 60601
Grace Ko Principal Administrator Hinkhouse Williams Walsh LLP (35 Attorneys) 180 N. Stetson, Suite 3400 Chicago, IL 60601
Megan Nutley Office Manager Generation Law, Ltd. (5 attorneys) 747 N. Church Road, Suite B4B Elmhurst, IL 60126
Members on the Move – Patricia Carey Office Administrator McGuire Woods LLP (126 attorneys) 77 W. Wacker Drive, Suite 4100 Chicago, IL 60601
November / December 2015 The Administrator’s Advantage 7 Board Members and Chapter Advisors
2015-2016 Greater Chicago Chapter Board of Directors
President Community Relations Director Survey Director John T. Podbielski, Jr., Esq, Ivie Cohn Larry J. Fujara [email protected] Chicago Law Partners Pattishall, McAuliffe, Newbury, Hillard [email protected] & Geraldson LLP [email protected]
Vice President/President-Elect/ Region 3 Representative Large Firm Director Mary Lynn Wilson, CLM Courtney M. Landon, Esq. Director of Member Experience Cray Huber Horstman Heil & VanAusdal Quarles & Brady LLP Sheri M. Stone LLC [email protected] Aronberg Goldgehn Davis & Garmisa [email protected] [email protected]
Membership Director Vice President-Elect Susan Burdett Finance Advisor Travis A. Larson Sugar, Felsenthal, Grais & Hammer Alan Goldman Morgan Lewis & Bockius LLP Barack Ferrazzano Kirschbaum & [email protected] [email protected] Nagelberg LLP [email protected]
Secretary Newsletter Director Deborah A. Kuchta, CLM Lisa Van Sant, CLM Human Resource Advisor Langer & Langer Schoenberg, Finkel, Newman & Kim Hull-Wyrwas [email protected] Rosenberg, LLC Hall Prangle & Schoonveld, LLC [email protected] [email protected]
Treasurer Michael P. Motyka Professional Development Legal Industry/Business Advisor Marshall Gerstein & Borun LLP Director Amy McCormick [email protected] Travis A. Larson Dykema Morgan, Lewis & Bockius [email protected] [email protected]
Past President/Historian James Beavers, CPA Operations/Communications Hall Prangle and Schoonveld, LLC Small Firm Director Advisor [email protected] Jane M. Klenck Randi S. Kohn Varga Berger Ledsky Hayes & Casey Funkhouser Vegosen Liebman & [email protected] Dunn, Ltd. [email protected] Business Partners Relations Director Betsy Amaya Kopczynski Howe & Hutton, Ltd. Mid-Size Firm Director Career Services Advisor [email protected] Melanie Panzella Michelle Howe Shaw Fishman Glantz & Towbin LLC Drinker Biddle & Reath LLP [email protected] [email protected]
CLM Director Mary Ann Rojas, CLM Special Events Director Communications/Website Director Pugh, Jones & Johnson, P.C. Deborah A. Kuchta, CLM Deborah A. O’Donnell, CLM [email protected] Langer & Langer Pattishall, McAuliffe, Newberry, [email protected] Hilliard & Geraldson LLP [email protected]
8 The Administrator’s Advantage November / December 2015 Member Spotlight Karen Sewick
My name is: My name is: Karen The thing I like best about being Sewick an Office Administrator is: There’s a different challenge every day – it’s never boring and the day I work for: Anderson, Rasor and flies by. Partners, LLP
One of the challenges of being If I weren’t an office The firm & practice is: Mainly in legal administration is: administrator, I would: I was Medical Malpractice, we also do Incorporating the needs of the promoted from Billing Coordinator Railroad representation. individual employees into those of to Office Administrator, so I would the firm so that the organization as probably still be doing that. a whole can make progress.
My title is: Office Administrator The last good book I read was: The best advice I’ve ever Tying Rocks to Clouds received is: Do the best job Before becoming an possible and don’t get hung up Administrator: I was the Billing on mistakes. Pick up and move Coordinator for ARP. The last good movie I saw was: forward. Silver Linings Playbook
I have been working in the legal The best advice I would give to field for: 15 years The last vacation I took was: someone who is just entering Haven’t taken one in awhile, but we the legal management field is: went to Maine over Thanksgiving Network. Join organizations like to meet our new grandson! I have a degree in: Education from ALA – members are very helpful Northern IL University and there are valuable resources to help find one’s way. The one appointment I never miss is: My monthly massage I joined ALA Chicago Chapter appointment. De-stressing is so because: I’ve been in management I try to motivate my staff by: important! before but did not have Noticing their efforts, thanking responsibility for benefits, and them and making sure the Partners some of the idiosyncrasies of a law are aware of times they go the In my free time, I enjoy: Reading, office are very different than the extra mile. Even when money is taking walks, going to art fairs and small family business with which I tight, an email of thanks to a staff listening to music. ADMINISTRATOR’S ADVANTAGE was involved. It’s great to network member for a job well done with a with experienced professionals cc to the Partners goes a long way and have a resource for questions/ in morale boosting. issues that come up.
November / December 2015 The Administrator’s Advantage 9 Your Lawyer’s Numbers are Up: Age, Weight, Blood Pressure . . . By Darryl Cross
At any law firm, the primary asset is the They don’t eat right, they don’t exercise to perform. You know they are putting in time keepers, and this asset is getting older, and the problem gets worse over time. more hours to do so. We all can agree that heavier and less fit than ever. This fact They turn to alcohol or even stronger something needs to be done to proactively threatens their ability to deliver growth substances to cope. Their relationships manage the health of our lawyers if we on profitability, revenue and client service suffer at home and with clients. Before want to manage the health of our firm. when they are simultaneously battling you know it, your once vibrant young The three components to address are diet, the growth of waistlines, health care costs associate becomes a sedentary partner exercise and attitude. and lost productivity due to unhealthy who couldn’t run down the hall without lifestyles. needing to catch their breath. Diet: You Are What You Shove In Your Mouth Recent studies by PsychSafe of over 800 How can we expect such people to According to the Centers of Disease professionals found those practicing law perform at a Tier 1 level with their clients? Control and Prevention, over 34% are in the worst physical and emotional Performance suffers and management of U.S. adults are considered obese. health. Much of this is attributed to the takes the blame for not hitting the Obesity manifests itself as high blood work environment, which includes long numbers. pressure, joint and back pain, decreased hours, stress, deadlines and hours upon cardiovascular health as well as increased hours of being chained to a desk. The time has come for law firms to risks for developing diseases such as provide comprehensive corporate wellness diabetes and cancer. It is very hard to programs to combat this known control how people treat their bodies with and well documented problem. food. However, you can help make people make better choices. You do not have to be a research scientist to know this is • Provide counseling services with a happening. The leader of a firm registered dietician or nutritionist as starts to see increases in health part of your health benefits. care premiums based on health • Stop ordering plates of cookies, care usage by the workforce. croissants and treats for every catered You notice that your top people meal. seem tired, and you might even • Find way to get people to not eat at remark, “That guy over there is a their desks while cranking out yet ticking time bomb.” You know in another billable hour. They tend to your gut that people sitting at a eat too much and sacrifice good food desk 12 hours a day and eating choices for convenience and speed. • Station bowls of healthy food choices take out is detrimental to their wherever people congregate. health. • Educate everyone on portion sizes and shine a light on caloric content. Recent research shows that the Most people are eating 2-3 times more The higher the score, the lower the wellbeing. Lawyers average age of lawyers is higher calories than they think they are. have the worst psychological and psychosomatic health of than ever, and as mentioned • Get rid of vending machines in break all professionals. before, they tend to be one of rooms and cafeterias. Figure 1: credit http://www.afr.com/leadership/lawyers-have-lowest- the most unfit professions. You • Have someone take a couple hours to health-and-wellbeing-of-all-professionals-study-finds-20151117-gl1h72 know they are under more stress do the research to find out how many
10 The Administrator’s Advantage November / December 2015 Human Resources
calories are in every dish you order on effective and addictive. The following are law. Programs like those endorsed behalf of the firm for meetings. the characteristics of a successful program by the National Academy of Sports for lawyers balancing the realities of work, Medicine are medically sound, One other technique that works well is to life and leisure: thoroughly tested and scientifically educate everyone on exactly how much 1. Activity dense. Programs must be proven to be effective. exercise you must do to burn off certain packed with lots of effort in a very 5. Planned out for weeks, months common foods. For example, to burn off tight package. By using proven or an entire year. Through using a one doughnut, you have to run for over scientific concepts to minimize concept called periodization, lawyers 30 minutes. Do you think they know down time, lawyers can develop should be able to see their program that? Do you think they are doing it? No strength, flexibility, core strength, broken into multiple mesocycles matter how much your lawyers exercise, cardiovascular endurance and other of 4-6 weeks at a time for up to an they can’t outrun their fork. They could benefits within the same exercise entire year (see figure ).2 There is eat more calories in 5 minutes than they session. no guesswork or wandering around could ever exercise off in an entire day. You 2. Short in duration. There is no need wondering what they are doing on must educate people on the importance to exercise more than 40 minutes if any given day. Modifications can of diet, help them make better choices the program is designed correctly. always be made. But this undulating and eliminate the temptations. An example of this is Tabata interval model of intensity and training training, which was created by Dr. variables makes it optimal for Exercise: You Have Got To Izumi Tabata for speed skaters. By lawyers. Move. Fast. making athletes perform at 100% 6. Task oriented. Lawyers complete capacity for 20 seconds followed by deals, win cases and generate results. Exercise helps with weight control, just 10 seconds of rest, a full workout There is tangibility to the output cardiovascular health, proper joint can be completed in just four minutes, of the law that comes from doing motion and mobility, increases stamina four times per week! Make no mistake: things in a systematic way through and has an insulating effect on disease. this training is exceptionally hard. the accomplishment of a series However, most lawyers do not take or of tasks. Their exercise make the time to exercise. Frankly, many training programs should of them hate it. be the same. They need checklists, structure, small After a long day at the office, the wins and frequent success momentum of NOT doing anything is milestones to keep going. very difficult to counteract. Exercising The ultimate goal is for after a long day of work feels like trying each lawyer to set a new to start pedaling a bike uphill while in personal record every time 10th gear. In addition, most adults have they exercise. either outdated concepts of what types of 7. Adaptable. Their exercise to do or are following the latest program should be able to fitness craze. The result is a short burst of Figure 2: Optimized Performance Training Model by NASM be modified to suit their activity followed by injury and soreness 3. High intensity. Exceptionally hard location, time constraints and access and a return to the sedentary life. means high intensity. Lawyers are to equipment. If they are in a hotel, used to working hard and even brag they need a workout for the room. Lawyers have unique work environments a little bit about how difficult their If they working on a big case, they compared to other professionals due to days can be. If you can tap into this need exceptionally short workouts. If the nature of the work. Hourly billing, pride, you can get them to work they are on vacation, they may just company matters and unforgiving extremely hard at exercise as well. have access to their own bodyweight schedules mean that lawyers cannot be 4. Scientific. Lawyers are logical. They on a beach. By using technology such gym-rats for two hours a day between are thinkers. They want to see the as apps and online resources to drive cases. However, they are also unique in data. Therefore, programs need to be the workouts to wherever they are, their extreme intelligence, work ethic and designed by experts in their field at their chances of success are much drive. If you combine these two realities, the same level of expertise in human higher. you can specifically design exercise performance as lawyers are in the programs for lawyers that are highly
November / December 2015 The Administrator’s Advantage 11 Human Resources
8. Competitive. Ever since their first on wellness? With the right program performing at their physical and mental day of law school, lawyers have been design, it can. peak. If they are not, it is yet another competing with one another. It is part challenge to making a more elusive of what defines them as a profession. Conclusion: Your Lawyers financial goal. If we pay attention to their Thus, a great exercise program Need to be Fit to Perform numbers (age, blood pressure, weight, needs to foster friendly competition etc.), we can make it easier to achieve the Corporate wellness programs pay within the organization. It may also firm’s numbers. ADMINISTRATOR’S ADVANTAGE dividends. A report in the Harvard look at direct competition (races, Business Review found that companies goals, team based play) against other like Johnson & Johnson saw a 271% organizations! They do it everyday return on their corporate wellness For over 30 years, Darryl in the courtroom. Why not with investment. MD Anderson Center has Cross has spoken to and exercise? seen its absenteeism rates drop by 80% coached over 10,000 athletes and business since implementing their program. Attitude: Build a High executives from over Performance Culture 100 countries on how to Corporate wellness programs reduce People run faster when they are chasing enhance performance and continuously health care premiums. They allow our someone—or being chased. They improve results in business, sport and lawyers to do their best work and to be at accomplish more if they are stretched to personal fitness. Darryl has served work more often. They take care of those their limits. They watch their peers to on the executive committee as Chief that we ask so much from on a daily basis. Marketing Officer of an international determine benchmarks and expectations. law firm, earned his MBA with an It is the job of management to create However, wellness programs for lawyers emphasis on professional services strategy these conditions, and then keep score. must be tailored for the unique demands and has a graduate certificate in Law of their lifestyles. They must be time Firm Administration from The George Interestingly, all organizations already sensitive, intense, age appropriate, highly Washington University. He knows how do this when it comes to their mission. the industry works and the challenges effective, competitive and mentally They keep track of hours, determine who it places on its people. His scientifically challenging. the rainmakers are, identify superstars proven programs are built with their and compensate the most worthy. This realities in mind. Leaders and managers at law firms need is already the culture at most of our to be actively involved in making sure places of business. So, why shouldn’t that that when the firm’s most important attitude transfer over to their behaviors assets come to work each day, they are
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12 The Administrator’s Advantage November / December 2015 Business Partner Profile
David Findling
My name is: David Findling I entered the legal market because: I a trusted partner of your clients, rather saw the industry changing, and I found than viewing yourself as a vendor or I work for: Cushman & Wakefield. it fascinating. Competition, fee struc- supplier. tures and generational shifts are just The company’s product or service is: some of the challenges law firms are The best advice I would give to some- Cushman & Wakefield is a leading glob- facing as maintaining profit margins one just entering the legal market is: al real estate services firm that helps and controlling expenses are constant Put yourself in your prospects’/clients’ clients transform the way people work, areas of focus. As a result, law firms are shoes. It’s the most valuable thing you shop and live. The firm’s Legal Sector taking strides to curb their real estate can do to understand the world they live Advisory Group is a national effort com- costs, requiring flexible, innovative so- in. posed of over 200 advisors from across lutions that are tailored to their unique the country that specialize in strategiz- business. I try to motivate myself and/or my ing, creating and implementing real es- staff by: Having fun! It’s important to tate solutions that support a law firm’s I have a degree in: Economics from never let the pressure outweigh the business. I’m a local Chicago Legal UCLA. pleasure. Enjoying the environment that Sector Advisory Member and serve as you work in is the ultimate motivator, an expert in that field for clients/pros- I support ALA because: I learn a great and makes you want to come to work. pects seeking information. deal about the Chicago legal sector from its members. The ALA is an ex- Three things I do well are: The company has: Cushman & Wake- tremely valuable counterpart to my • Solve problems. field is among the largest commercial line of business, allowing me to better • Devote my full attention to any and all real estate firms with revenues of $5 bil- grasp the changes and trends affecting of my clients, regardless of the size of lion and more than 43,000 employees today’s law firms. their deal. in over 60 countries. In serving our cli- • Look at all of the outcomes and sce- ents, we provide deep local and global To be successful in the legal market, narios of a situation, finding creative insights that create significant value one has to: Understand the challenges solutions. for occupiers and investors around the the legal sector faces today and build a world. reputation of integrity. While I love my current job, my dream job would be: A record producer. My title is: Executive Director, Tenant The thing I like best about being a Representation. I am also an active business partner to the legal market The last good book I read was: Any of member of Cushman & Wakefield’s Le- is: Using the insights and variety of ex- the Jack Reacher novels by Jim Grant. gal Sector Advisory Group (referenced perience I’ve gained to deliver better above) and the founder of the Tenant service. The last good movie I saw was: Mis- Advisory Group, comprised of indus- sion: Impossible – Rogue Nation. try-leading tenant advisors across the The best advice I have received is: country who partner with each other to Be patient, relationships take time. The last vacation I took was: A col- serve clients with best-in-class resourc- Spend time getting to know your client lege visit with my son to Nashville, Ten- es, access to the firm’s highest-valued and thoroughly understand what keeps nessee. talent and global brokerage relationship them up at night, remembering that network. your work for your client is paramount In my free time, I: Enjoy seeing live mu-
in growing a relationship. Provide all cli- sic and watching the Chicago Cubs. ADMINISTRATOR’S ADVANTAGE Before becoming a business partner ents with your best service; no amount to the legal market, I was: A 25-year of personal connection can substitute veteran in advising office tenants in their for great work. Always aim to become real estate requirements in Chicago.
November / December 2015 The Administrator’s Advantage 13 Engaging and Motivating Staff Without a Career Ladder By Ann Eisenreich
“Brains, like humanity, they are capable. You’re telling them you want accomplishment? Mary Kay Ash, founder their everyday habits to be mirrored. Is there of Mary Kay Cosmetics, stated, “Everyone go where they are an opportunity to mentor an employee? Is wants to be appreciated, so if you appreciate there an opportunity to assist in developing someone, don’t keep it a secret.” appreciated.” training procedures? Is there an opportunity Robert S. McNamara, former U.S. Secretary to assist in planning an event? Accepting There is no exact formula to keeping employees of Defense. responsibility forces ownership. Ownership motivated and engaged when a career ladder will hopefully lead to wanting to see a task does not exist. Sometimes, no matter what Engaging and motivating staff are important through, which ultimately means pride in you do, you cannot motivate enough or in any industry, any culture, any office. They their work. engage enough. It’s inevitable that someone are essential pieces to a happy environment, will leave looking to move up the next step an appreciative environment, a successful 3. Create challenges and rewards. on the ladder, looking for greener pastures – environment. They lead to longevity, team Challenges can be team challenges or and sometimes they should! You should still and individual success, and the main goal, individual challenges. It can be a week-long be proud! As the captain, if you’ve done your retention. What do we do, however, when challenge or maybe quarterly. I suggest short- best to cultivate an engaging and motivating a career ladder is not available and retention term challenges so a reward is in close site. environment, then, I am guessing, the grass becomes a bit more challenging? We motivate! Be aware of what each person does best and might not be greener. Maybe they will have We engage! It becomes essential! create the challenges accordingly. Learn what received a promotion, a fancy title, a higher makes your employee(s) tick. Is it perfect salary, but will they be in an environment How do those with that responsibility tackle attendance, going above and beyond billing where they feel a part of their team’s success, this? There are many schools of thought to requirements, making the most sales calls? answer that question and, from my personal At the end of the challenge offer a reward to Ann is responsible the top performer. Maybe it’s a free day off, experience, I believe the following are for directing Beacon a free lunch, a gift certificate. Send daily or important: Hill Legal in Chicago, weekly emails to encourage success and be specializing in both 1. Create a team environment. It’s important sure to give a pat on the back, not just a prize, contract staffing and for a team to have a captain to steer the boat, to the winner in the group or to the individual but the boat will not sail without a crew. challenged. direct-hire placement of Each member of the team should be aware the area’s top attorneys, that they are an integral part and not having 4. Show appreciation and value. Recently, paralegals, legal secretaries and all other them would make things run less efficiently. after someone on my team hit a major goal legal support professionals. A proven and Share ideas on how to reach goals, ask for their early in their career, we, via the suggestion of successful legal recruiter, she has built thoughts and actually put the good ones to her mentor, spontaneously left the office and relationships with Chicago’s most respected use. Is there a more efficient way to manage went out for a little celebration. It was just for law firms – leading searches, delivering an hour or so, but just enough time to make the docket, run a report? Figure out a way to temp/contract services and staffing someone feel appreciated and valued. I believe engage them in planning and decision making document reviews, and has become a go-to and they will feel trusted and become more showing appreciation and value are probably recruiter in Chicago’s legal market. Prior invested in their work. the most important of these examples. It gives their work a sense of purpose. You can to joining Beacon Hill in 2011, Ann spent 2. Give responsibilities. I previously ask their thoughts, give them responsibilities, over twelve years with one of the world’s mentioned trust. Your team will feel but in the end, did you thank them? Did largest staffing companies where she was trusted, promoting motivation and, most you pull them aside and acknowledge often recognized as one of the company’s certainly, engagement, when you give them them for a job well done? Did you send a top performers. responsibilities. You’re telling them you know company-wide email that highlighted a recent
14 The Administrator’s Advantage November / December 2015 MARK BRIDGEMAN
RECOGNIZED WITH THE AWARD OF EXCELLENCE FROM THE WISCONSIN ASSOCIATION OF LEGAL ADMINISTRATORS
Mark Bridgeman’s original roots in ters’ business partner advisory councils. Mark served as a ALA are with the Orange County founding member of the Greater Chicago Chapter’s BPAC. Chapter. He is a member of both the Greater Chicago Chapter and the Those with the privilege of working with and getting to know Wisconsin Chapter (WALA). He Mark are often dumbfounded by the energy he has - how does has served as the national conference he find the time to do everything he does at his fast-paced job, all chair and currently serves ALA as an things ALA, and his active personal life (enter Captain Braden At-Large Director. While we in Chi- last year – an active and adorable grandson who Mark visits often cago would love to “claim” Mark, we either in person or via Skype). And, no matter how busy he is, know that he is a devoted, active, and Mark will always find the time to help others – whether that as- integral part of WALA. He epitomizes sistance is offering career advice, welcoming new members into dedication, commitment, leadership, and engagement and was ALA, encouraging participation in ALA activities, and lend- recognized as this year's recipient of the Wisconsin Association ing a supportive hand or ear. There is nothing that Mark will of Legal Administrators’ Award of Excellence for his brilliant not do for his volunteerism efforts and support of the organization. Con- fellow mem- gratulations, Mark! bers – whether they root for The award honors a member who has made a differ- the Green Bay ence in our association and profession through their Packers, Chica- extraordinary service and commitment to the Wis- go Bears or any consin Chapter. Recipients have also demonstrated ex- team! ceptional leadership skills, judgment, and professionalism. Ivie Cohn, Mary Lynn Wilson with Mark Lisa Fox, Presi- Mark has helped to deliver on our association’s goal to provide dent of WALA, top-notch education through his active participation on the was honored to present the award to her colleague and friend: WALA Annual Conference for Education (ACE) committee, “Many of us would not be where we are today if it wasn’t for his co-chairing the 2012 and 2013 conferences, and his involve- unwavering support and excitement to excel in the legal field. ment on the Wisconsin State Bar Attorney Development Pro- Mark never fails to thank people for their service, which helps gram Committee. His experience with national speakers and keep our chapter strong and its members involved. When Mark his negotiation skills have been invaluable in securing top speak- volunteers for a task, everyone knows it will get done. ln fact, ers for ACE at affordable prices. His work on the state bar’s at- when he accepts a task, he usually takes care of it immediately.” torney development committee has further enhanced WALA’s reputation within the legal community as a source of high qual- Whether he is in Chicago, Milwaukee, Madison or visiting oth- ity education for legal management. In Chicago, Mark brought er chapters as an At-Large Director, Mark is bringing his enthu- us innovative and thought leading speakers as our Professional siasm, ideas, leadership, and caring to those around him. Development Director and as Co-Chair - and then active mem- ber - of our Bi-Annual Educational Conference and Expo. Mark, we salute and commend you for your contributions to our industry, association, and chapters. On a personal level, we are so At a national, regional, and chapter level, Mark has helped bring very lucky to consider you a trusted friend and confidant. to the forefront the importance of awareness of diversity in our workforce and association and championing initiatives that Thank you to WALA for providing information concerning the aim to advance the concepts of inclusiveness and acceptance. award and Mark’s accomplishments and contributions to their Chapter. Mark sees that the relationship with our business partners is vital to our success not only as an association, but as lead- Laura T. Sears ers of our firms. He has helped both WALA and the Greater Region 3 Representative Chicago Chapter strengthen partnerships between mem- Gould & Ratner LLP bers and business partners with his involvement on the WALA business partner relations committee and both Chap-
NovemberNovember / December / December 2015 2015 The The Administrator’s Administrator’s Advantage Advantage 15 15 Generations at Work: Techniques for Leveraging Law Firm Talent at All Levels
By Jonathan Fitzgarrald & Heather Morse
Justin is a mid-level, corporate Associate some unchartered opportunities and with a high, six-figure book of business. challenges. His entrepreneurial spirit and his family’s prominence within the business According to a recent Altman Weil status and increased compensation by community have largely contributed to study entitled Law Firms in Transitions, “putting in their time,” these professionals his success and his ability to introduce “Effectively planning the retirement of tend to live for today, see little value in new clients to his firm. Justin’s early Baby Boomer partners is critical and must planning for the future and are hesitant achievements have also fueled a strong be resolved in the next 3 to 5 years. The to collaborate. sense of self. timing is not flexible, and, if unaddressed, the cost in lost revenue and client GenX, born between 1965 and 1984, During his annual performance review, relationships could be devastating.” are the most entrepreneurial of the Justin suggested to his department chair, generations as a result of being latchkey Sally, that, based on his rainmaking Savvy legal administrators who understand kids who, from a young age, were ability, he be promoted to the status of the different generational markersand conditioned to fend for themselves. Equity Partner. Surprised by his request, who customize their responses accordingly Independent and risk tolerant, these and despite the fact that Justin has good will benefit from a harmonious and professionals seek recognition and reward legal acumen and tremendous business successful working environment. A lack today for the value they provide; delayed development abilities, Sally suggested that of generational understanding results in recognition or an absence of it drives them Justin “wait his turn” to become Partner, internal strife, increased turnover and loss to look elsewhere for new opportunities an opportunity that was minimally four- of business. and fulfillment. to-five years away. The Four Generations GenY or Millennials, born between 1985 and 2000, grew up in the Internet A month later, Justin resigned and walked Generational behavior can largely be era. Technology plays a critical role across the street to a competing firm attributed to specific conditioning events. in everything they do. It is no wonder where he was hired as an Equity Partner. they desire real-time validation and Today, Justin has a growing, seven-figure Silent Generation professionals, born feedback, and prefer collaboration over book of business. between 1925 and 1945, were generally working independently. This generation influenced by war and depression, which works to live, and they are not willing to Was Sally naive for undervaluing Justin’s is why in the workplace they are risk compromise their lifestyle for the promise contributions or were Justin’s demands averse, need to be in control and are slow of a corner office. premature given his experience? to innovate. As legal administrators, you have the role of For the first time in history, there are four Boomers, born between 1946 and 1964, bridging the gap between the generations generations in the workforce—Silent, are the most idealistic of the generations to ensure each is appropriately leveraged. Boomer, GenX and GenY. The different due to post-WWII prosperity and Below are some recommendations to mentalities, preferences, and motivations idealism. Raised in a lock-step work aid you in successfully navigating— among the generations has introduced environment where they earned a higher
16 The Administrator’s Advantage November / December 2015 Human Resources
and guiding others to navigate—the GenX/Y also have a need to be recognized Finally, provide real-time feedback and generational divide. and feel valued as a member of the team. mentorship—as opposed to doing so By simply identifying opportunities for once a year in the form of a review. Recommendations to increased client interaction—include Boomers When Working them in client meetings, new business Recommendations to GenX/Y pitches, and matter-closing dinners – you When Working with Boomers with GenX and GenY will successfully engage them and satisfy Understand that Boomers value facetime Do not necessarily equate “out-of-the- their latent needs. Suggest to clients over communicating via technology. office” with “off the clock.” One way that they also include younger members Although you may perceive it to be more your generation demonstrated devotion of their team at these events. Doing time consuming or less efficient, make a and loyalty to the firm and to client work so will provide mentorship to younger point to drop by a Boomer’s office or pick was by arriving to the office early and professionals; it will also further solidify up the phone as opposed to sending an leaving late. Instead of burning the candle your client relationship vis-à-vis multiple email or text message. Over communicate at both ends by physically being in the points of contact. to demonstrate to the Boomer that you office, GenX/Y utilize technology to stay are engaged and on top of connected. Although a matter. their physical work day may end at 6:00 When transitioning cli- p.m. to go to the ents and pitching pros- gym or to spend pects, offer to take the time tending to their lead in preparing for and young, GenX/Y facilitating meetings and will often work, interactions. Recognize albeit remotely, late the Boomer as a “seasoned into the evening to veteran,” who can provide ensure their work is big picture context and completed. To engage counsel, while you handle GenX/Y, identify the day-to-day activities. ways to incorporate Although the Boomer telecommuting, flex may not be the regular time and work/life contact, they need to balance. feel valued and relevant. Also, understand that “transition” issues Due to their entrepreneurial spirit, Provide business and leadership are highly emotional for Boomers, so do GenX/Y will often “run” with an development coaching and training not expect them to always see your or the assignment without the thought of programs to ensure GenX/Y professionals firm’s position when it comes to client “checking in” to update you on the status have the skills to lead within the firm succession planning. of the matter. Your initial inclination and participate outside the firm in may be to perceive such behavior as developing business. Ask them to co- Remember, patience is not one of your presumptuous or disrespectful, when chair a department, serve on a committee best characteristics. However, patience in fact GenX/Y have assumed you trust or join a networking group. Doing so will is what is needed as Boomers retire and and have empowered them to handle the communicate and demonstrate the firm’s business is transitioned. What Boomers matter. If you desire regular updates, willingness to invest in them and their want most is to know that their legacy will be sure to specifically communicate future. continue once they retire. By respecting that requirement at the outset of any their work and their work ethic, you can assignment. ease the pathway to transition.
November / December 2015 The Administrator’s Advantage 17 Human Resources
Recruiting and Retaining the world. In its simplest form, purpose generational divide requires us to look at GenX and GenY can mean an Associate’s understanding the way we do business through different of how and why their research on a case lenses and evolve our approach to ensure A challenge for all firms is laterally matters to the client. In a more global our professionals are leveraged for their attracting and retaining both GenX sense, working on pro bono matters, highest and best use. ADMINISTRATOR’S ADVANTAGE Partners and GenY Associates. Unlike or being given out-of-the-office time prior generations, neither GenX nor to donate to their preferred charity is GenY are willing to work within your critical. firm’s current constructs. GenX, the Jonathan Fitzgarrald is byproduct of divorce, is unwilling to the Managing Partner of While GenX might have introduced the place their families second. GenY expects Equinox Strategy Partners, concept of a “work-life balance,” GenY to find purpose in the work they do. a consultancy that provides has taken it one step further—they work lawyers and law firms with Both of these concepts, especially within to live. And technology allows them to do strategic counsel to drive the context of work life, are foreign to so, from anywhere in the world. Meeting revenue and increase market Boomers. Also, GenX/Y are willing to their technology needs will go far in visibility. For nearly two decades, Jonathan be paid less, and in some cases forego engaging them within the firm’s culture. served as an in-house, chief marketing Partnership track, to achieve the balance officer at three top business law firms. that they desire. GenY is a generation that wants to be at Jonathan can be reached at JFitzgarrald@ EquinoxStrategy.com or 424.277.3200. the top of the food chain, today. Similar Finding a bridge that connects all three Follow him on Twitter @JRFitzgarrald. to Justin, do not be alarmed when they generations together is a challenge, but start to originate clients despite their lack it is doable. Creating a formal succession Heather Morse is the of legal tenure. They understand they plan for Boomer Partners will provide Director of Marketing at have a lot to learn, which is why they are a pathway for GenX/Y to develop their Greenberg Glusker where she open to frequent feedback and training oversees the firm’s business own relationships to continue the opportunities. development, marketing and attorney-client relationship when senior public relations programs. attorneys retire. In the words of British novelist George Heather can be reached Orwell, “Each generation imagines itself at [email protected] or Providing GenX with a pathway to to be more intelligent than the one that 310.785.6864. Follow her on Twitter @ leadership through committees, practice was before it and wiser than the one that heather_morse. groups, client teams, and, yes, the firm’s comes after it.” executive committee, will keep them Heather and Jonathan speak regularly on the engaged and loyal to the firm. generational shift topic to legal marketers and Whether it is professionals, like Justin, administrators and to in-house and outside, who some may perceive as “overly By recognizing GenY’s need to find practicing lawyers. ambitious,” or senior professionals who purpose at work will provide numerous are “hoarding” work and leadership opportunities for the firm to engage not roles due to delayed retirement, the only with the local community, but with
18 The Administrator’s Advantage November / December 2015 Event Photos Halloween Party Pix
On Wednesday, October 29, Greater Chicago Chapter members and Silver and Bronze business partners celebrated the ghoulish event by gathering at Howells and Hood on Michigan Avenue for a Halloween Networking Event. Best costume prizes were award to Betsy Kopczynski for first place, Carol McCallum for second and Ivie Cohn for third. There was also two $1500 Annual Conference scholarships to Los Angeles won by Alan Goldman and Sheri Stone.
Sally Mendoza, Anne Jewel and Laura Sears Chapter Members and Business Partners Betsy Kopczynski, Ivie Cohn, Sheri Stone Enjoying Event At Howells and Hood
Dan Garvey of Garvey’s Office Products and Nancy Lewin of First Choice Services Diane Brummel
Karin Jackson, Rob Cullen of Konica Minolta Heather Gleason of Cort, Debbie Breclaw Antoinette Burchard and Jaime Reedy of and Sheri Stone of 1st & Fresh and Betsy Kopczynski Genesis Technologies
November / December 2015 The Administrator’s Advantage 19 IT’S 8:30 P.M.
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Algonqui20 Studios The ALA_George.indd Administrator’s 1 Advantage November / December1/13/14 2015 2:30 PM Legal Levity 2015 By the Numbers
$205,000 Sponsorship fees paid by our generous Business Partners to support our Chapter $22,450 Scholarships awarded to members by the Greater Chicago Chapter to attend National, Regional and Specialty Conferences $9,965 Money raised at Casino Night and donated to Project Onward. 318 Current Members of the Greater Chicago Chapter 123 Members from Small Firms (0-29 Attorneys) 98 Members from Large Firms (76+ Attorneys) 83 Members from Mid-Size Firms (30-75 Attorneys) 83 Percent of 2014 Members who renewed for 2015 60 Law firms with more than one member in the Greater Chicago Chapter 59 Invaluable Business Partners
42 New Members who joined in 2014 (Welcome!) 24 Monthly meetings held for Small, Mid-Size and Large Firm Administrators
22 Chapter Members who serve on the GCC Board of Directors 10 New Business Partners in 2015 7 Bankers Boxes of Personal Items collected for our Servicemen a the GCC Conference 7 Webinars Sponsored 6 Formal Networking Events sponsored by the Chapter and/or Business Partners 4 Bi-Monthly Educational Luncheons sponsored 3 Brown Bag Lunches and other Special Educational Events sponsored in 2015 1 Casino Night held to raise funds for charity 1 Law Firm Leader/Manager Partner Breakfast held 1 Fantastic Greater Chicago Chapter Educational Conference & Expo held at the Standard Club
November / December 2015 The Administrator’s Advantage 21 Legal Levity
Street Named after Jane Klenck’s Father
On Saturday, November He had attended both elementary school and high school 7, 2015, the 1000 block of at St. Alphonsus, had worked for the parish as the head George Street in the Lake maintenance engineer for 33 years, and had served on a View Community of Chicago was officially dedicated number of other parish groups and committees over the as “John Riegler Way,” a tribute to the father of Greater years. Chicago Chapter member Jane Klenck. On November 7th, at the corner of Seminary and George, John Riegler, who at age 93 had lived on that block of dozens of friends, neighbors, and family members gathered George Street for over 75 years, had been actively involved for the unveiling of the new street sign which will forever in Central Lake View Neighbors and in the CAPS police be a lasting tribute to the neighborhood’s “elder statesman.” program in Lake View for years. He was a fixture in the John’s neighbors and Judge Diann Marsalek, President of neighborhood, working closely with 44th Ward Alderman Central Lake View Neighbors, had contacted Alderman Tom Tunney’s office to ensure that the community Tunney about designating the street in his honor, believing remained safe and vibrant, that potholes were patched that he helped to protect and enhance the quality of life for in a timely manner, and that any other issues in the Lake View residents. neighborhood were brought to the Alderman’s attention. Sadly, John was too ill to attend the dedication, but Jane Also an active member of nearby St. Alphonsus Parish, shared the video and photographs with him. Unfortunately, John Riegler was a member of the Finance Advisory Board John passed away a week later on Saturday, November and head usher at the 7:45 a.m. Sunday morning mass. 14th. He will be sorely missed by his family, friends, and neighbors. ADMINISTRATOR’S ADVANTAGE
22 The Administrator’s Advantage November / December 2015 Legal Levity
Eight Foods to Bring You Luck in the New Year
If you are looking for ideas for dishes to make this New Year’s Eve, here and prosperity. Whether served as roast suckling pig, as ham, as bacon, is a list of foods traditionally thought to bring you luck in the new year. or as pork roast, pork is a popular dish throughout the world, being served from Cuba to Spain and Portugal, and in Hungary and Austria. 1. Grapes: In Spain, Portugal, and other Spanish and Hispanic cultures, eating twelve grapes upon the stroke of midnight is thought to 6. Fish: Fish, especially cod and herring, are considered lucky dishes bring you luck in the New Year. The to serve on New Year’s Eve for several twelve grapes, one for each stroke of reasons. Their scales are seen to look like midnight, must be consumed before coins. Since they swim in schools, they the final stroke of twelve. But if you are seen to represent prosperity. Because encounter a sour grape, for example, they swim forward, they represent your fifth grape, then that month, in progress. In Japan, herring roe is served this case, May, is expected to be a bad and represents fertility; shrimp is served or troublesome month. to represent long life; and dried sardines are served to represent a good harvest. 2. Pomegranates: In some cultures, pomegranates are thought to be a 7. Cakes: Round-shaped breads and symbol of prosperity, abundance, sweets such as cakes, donuts, and bagels, and fertility. If you smash a pomegranate, the more seeds, the more are thought to bring the year full-circle. prosperous your year will be. Frequently people bake a coin or a trinket inside the cake and whoever finds it in their piece is said to enjoy good fortune in the New Year. 3. Greens: Greens such as kale, collards, and cabbage are thought to be lucky because they are generally green and look like folded money 8. Noodles: Slurping long spaghetti-like noodles on New Year’s Eve, and therefore represent economic fortune in the New Year. The more without chewing or breaking them, are said to bring you a long life. you eat, the greater your fortune. The Danish cook kale with sugar and cinnamon on New Year’s Eve; Germans serve sauerkraut; Americans in Avoid these Unlucky Foods on New Year’s Eve: the southern states traditionally serve collard greens. 1. Lobster: Since they move backwards, they are thought to represent 4. Legumes: Legumes such as beans, peas, and lentils are thought setbacks. to resemble coins and swell when cooked, representing an increase in financial rewards in the New Year. The Germans serve split pea 2. Chicken: Since they scratch backwards, they represent regret and soup with sausage; Italians serve sausages and lentils; Southerners serve dwelling in the past. black-eyed peas. 3. Any Winged Fowl: They represent good luck flying away. ADMINISTRATOR’S ADVANTAGE 5. Pork: Because pigs are rotund and are seen as foot-forward animals, pushing forward with their snouts, they are seen to represent progress
ALA is saddened to hear of the passing of Susan Frese. Susan had been a member since August 2001 and worked as an Office Administrator at Patzik Frank & Samotny, Ltd. Our condolences go out to her friends and family.
November / December 2015 The Administrator’s Advantage 23 The Greater Chicago Chapter’s Holiday Party was held on Wednesday, December 2, 2015 at One North Kitchen. Hope Grace won a $1,600 scholarship to the annual conference in Los Angeles and Diane Idukovich won the weekend getaway! Thank you to our wonderful Platinum Sponsor, Next Day Plus, for a great event! And thanks to all who donated in our 2015 Toys for Tots drive!
Lots of delicious treats
Our guests of honor: Marines Dah Boys: Jim Beavers, Bob Karnia, Larry Fujara, and Courtney Landon, Esq.
Mark Verbecken and John Podbielski Tom Kosloskus of Next Day Plus and Alan Goldman
2424 The The Administrator’s Administrator’s Advantage Advantage November November / December/ December 2015 2015 Event Photos
Mary Lynn Wilson, CLM and Kathy Terborg Peter Ivancits, Betsy Kopczynski, Deb O’Donnell, CLM
Jane Klenck and Shirley Campos Maureen Dohe, CLM, PHR, Maureen Feltman, CLM, Carol McCallum, CLM
Deb O’Donnel, CLM, Jose Cheesman, CLM and Nancy Nelson Diane Idukovich, Karen Peacock and Jennifer Pogvara
NovemberNovember / December / December 2015 2015 The The Administrator’s Administrator’s Advantage Advantage 25 25 26 The Administrator’s Advantage November / December 2015 November / December 2015 The Administrator’s Advantage 27 Finding, Hiring and Retaining Top Law Firm Associate Attorneys Are You Getting the Right Associates on the Bus For the Long Term
By John W. Olmstead, MBA, Ph.D, CMC
Many senior partners in “make partner” and how law firms are approach- they are progressing toward ing retirement age and are eventual partnership. Dur- beginning to think about ing a recent interview an as- succession strategies. As sociate asked: they examine their as- 1. What does it take sociate lawyer rank some to become a partner— partners are often sur- consideration criteria? prised to learn that there What do I have to do? may be few takers. While 2. What is the timeline for their associates may be consideration? great lawyers, none bring 3. How am I doing—am I in business nor do any others were also brought in as well—in other partnership material? of them seem to really be interested in part- words he did not want to have the responsibil- 4. What does partnership mean in this nership. Such firms have hired a bunch of ity alone and be an equity owner by himself. firm? folks that just wanted jobs and have no inter- 5. What are the mechanics of admission? est in owning a law firm. While this hiring I suggest that you talk with your people and (Is there a buy-in?) approach may have satisfied the firm’s short see where they really stand. Help them to term needs, it may fall short in the long term. begin developing client development skills. Depending on you and the other partners’ re- I suggest that you and your partners consider Hiring For the Long Term tirement timeline—you may have to consider developing what I call a Law Firm Associate Years ago it seemed that all the associates other options such as laterals or merging with Career Progression/Partnership Program and working in law firms wanted to eventually another firm. put it in writing. Here is an approach you become a partner in the law firm. This has might take: changed as a result of the new mix of women A key suggestion is to look for entrepreneur- and men graduating from law schools and en- ial associates when you hire. The desire for 1. Determine if you want more partners. tering the legal profession, changing attitudes ownership of a business is often in a person’s How many? Evaluate the appropriate toward work-life balance, other opportunities blood. Don’t start the interview with a dis- ratio. outside law firms, and other variables. While cussion from law school until the present. 2. Consider non-equity partners as a first partnership/ownership is still important to Dig deeper into hobbies, family, etc. that will step and determine what that means. many—don’t assume that all the associates provide clues as to whether you may be hir- 3. Establish a minimum number of years that you hire will even want to be equity part- ing someone that just wants a job in law or for consideration—e.g. seven years. ners—especially if it means a hefty capital someone that eventually wants to own or be a 4. Determine competencies and expecta- contribution and signing personal guarantees partner in a law firm. tions for associate development and for a large amount of firm debt. document them. Implement a Law 5. Develop an associate performance eval- uation form and conduct formal annual A question that I would ask—have you really Firm Associate Career discussed with your associates their interests evaluations. in equity ownership? As a group? Recently Progression/Partnership 6. Develop partner admission criteria (as- an associate, whom the firm had written off, Admission Program sociate to non-equity and non-equity to advised me that while he was not interested A common complaint that we hear from our equity partner) and document. now due to his present situation in life, he interviews of associates is lack of feedback on 7. Write-up an overall program document would be in maybe five years—especially if short-term performance and what it takes to and include as attachments the com-
28 The Administrator’s Advantage November / December 2015 Human Resources
petencies document, the performance Document the review in the associate perfor- 4. Length of program/partnership: For evaluation form, and the admission cri- mance rating form. formal programs, the firm may suggest teria document. a length of time to meet (usually a year). 8. Present the program to associates in a 4) Consider developing an associate career For informal mentoring, suggest having live meeting format to launch the pro- progression program (partnership track) a date on the calendar to review goals gram. and committing it to writing. The program and examine the relationship. should outline the timeline for first consider- 5. Confidentiality: Mentors and mentees Regarding equity partnership—make the cri- ation for partnership, competencies and per- need to discuss what confidentiality teria tough—and require a buy-in or capital formance factors, what partnership means in means to them. It is the foundation contribution. Business development and a your firm, how an associate becomes a part- of trust, which is the basic currency of client following should be required by most ner, buy-in or capital contribution require- mentoring. ADMINISTRATOR’S ADVANTAGE firms for the equity tier. ments, voting, etc.
Associate Performance 5) Be honest and open with your associ- Evaluations ates—don’t try to be Santa Claus—tell them Dr. John W. Olmstead, the truth, have the difficult discussions, and MBA, Ph.D., CMC, is One of the most frequent complaints I hear make the tough calls. Be accessible. a Certified Management during interviews with associates in law firms Consultant and the of all sizes is lack of specific detailed feedback president of Olmstead (unclear or non-existent expectations con- Mentoring Law Firm & Associates, Legal cerning their performance and future career Associates: Getting the Management Consultants, progression and vague informal performance Basics Right based in St. Louis, Missouri. The firm helps law and other professional service reviews). A law firm’s greatest asset is its people, and firms improve the operations and your associates are your firm’s future. Lack Here are a few suggestions: management of their practices and the lives of mentoring is one of the biggest complaints of their practitioners. The firm, founded that we hear from associates in on-site inter- in 1984 serves clients across the Globe 1) Institute a system where associates, espe- views. While you may be too small for a com- assisting them with implementing change cially when they are new, have a chance to prehensive formal mentoring program, you and improving operational and finance work with all of the partners in the firm. should at least explore an informal program. performance, management, leadership, Start with baby steps and go from there. client development and marketing. 2) The managing partner should solicit feed- Dr. Olmstead is the Editor-in-Chief of back from your partners and meet monthly The keys to successful mentoring relation- “The Lawyers Competitive Edge: the with each associate to discuss their perfor- ships involve the mentor and mentee decid- Journal of Law Office Economics and Management,” published by Thompson mance during their first two years of employ- ing on the logistics up front. Many potential West. He is currently serving as a Past ment with the firm. mentoring pairs fail to form because the par- Chair, Illinois State Bar Association ties did not agree on the little things up front. 3) Annually conduct formal performance Standing Committee on Law Office Below are tips designed to help both partici- Management and Economics and as a reviews with each associate. Before the re- pants in formal and informal programs: member of the Legal Marketing Association view, obtain specific feedback from each of 1. Meeting schedule: Decide on an ap- (LMA) Research Committee. Dr. the partners and have each partner complete proximate meeting schedule. Suggest Olmstead may be contacted via e-mail at: a written review of each associate using the that meetings be scheduled at least once [email protected]. Additional associate performance rating form. Ask each a month. articles are available at the firm’s web site associate to conduct a self-evaluation using 2. Means to schedule meetings: Share the and firm’s blog: www.olmsteadassoc.com the firm’s associate performance rating form, best way to get on each other’s calendar. and http://blog.olmsteadassoc.com and then conduct a detailed review with each 3. Scheduled meetings: Don’t wait until associate. The review should be detailed the end of one meeting to schedule the and specific and should be developmental next. Always have the next two or three with specific goals and timelines established. meetings on the calendar.
November / December 2015 The Administrator’s Advantage 29 Recruiting the Right Fit for
Your Firm
By Dale DeMari
Finding and recruiting an employee whose and defining your company’s culture and mesh with all levels of office staff. These objectives are in line with your company incorporating key personality attributes observations will allow you to determine can be difficult and time consuming. within the hiring process. if the candidate is the right fit within the When looking at candidates to fill an company’s culture. opening, recruitment professionals often When recruiting for an open position, overlook a critical quality: cultural fit. it is important to identify key factors, When it comes to recruiting, be patient. Simply put, you want to find the right also referred to as knowledge, skills Choosing the right employee can be hire that aligns with your company’s and abilities (KSA’s). These are core as hard as finding the right life-mate. mission, value and overall personality. qualities that the ideal candidate must Employers aren’t just hiring someone While credentials, experience and possess to successfully perform the job. because of their resume. The fact is, specialized skills are highly important, Your job description should include the experience and skills can be acquired even the most qualified worker can fail identified KSA’s, as well as an outline of but personalities cannot. Personalities if their personality doesn’t fit the firm’s job responsibilities and experience level. and “soft” skills such as interpersonal culture. Finally, indicate expected behaviors and skills, communication skills, and thought personality attributes associated with processes also play a critical factor in the Cultural fit is the shared set of values your company culture. For example, hiring process—and play a strong role and vision—along with the assumptions candidates must show a commitment in maintaining your desired company about proper behavior, demeanor or toward continued learning and skill culture and working environment. ADMINISTRATOR’S ADVANTAGE habits. So why is this important? The development. Remember, it is not just tone of a company’s culture sets the about the candidate’s ability to perform foundation for how employees act and the task; it is also about their ability to fit Dale DeMari specializes collaborate—and can be used to measure within the company’s vision and values. in sourcing Avanti’s performance and development such as talent pool. He has leadership skills. Now that you have defined your firm’s successfully recruited Legal, culture, created your job description, Administrative, Accounting, Defining your company’s culture is a and are ready to start interviewing, you Marketing, and Graphic streamlined process and goes from upper must make sure to ask key interview Design professionals at Avanti for 10 years. With a degree in marketing, Dale’s management down to the employee questions. Ask potential employees sourcing strategies give clients a clear sector. Values that place a strong specific and measurable questions that advantage in their talent acquisition emphasis on responsibility, personal will be asked of all candidates and will process. development, inclusion and recognition clearly demonstrate that they have the are key for any company looking to create KSA’s to perform the job. During a a more effective culture. Finding a “firm candidate’s response, observe how well fit” candidate can be done by evaluating they analyze situations and their ability to
30 The Administrator’s Advantage November / December 2015 One North Wacker, Chicago, IL 60606
November / December 2015 The Administrator’s Advantage 31 Secrets of Employee Motivation and Engagement
By Mikey Maynard and Darius Green J.D.
As a Leader, your success depends on • Engagement changes over 6 months and supporting ad-hoc feedback and getting work done through others. or longer; mentoring. 4 So, what motivates your workers, and • People who are motivated and which “secrets” can we use to keep that energetic still need your support to And in fact, studies consistently show motivation alive? And what do we know stay engaged; the motivational effect of compensation, about the contributors to employee • Engagement affects productivity long- recognition, etc. fall substantially behind engagement and productivity? term; and the first two… • Knowing an employee’s engagement 3. Nature of the work First, let’s define these states of being allows you to lift their performance:2 4. Management quality overall (“well- amongst our employees: ✔ engaged employees perform 20% led”) better than the workforce as a 5. My supervisor Motivation consists of an employee’s whole, 6. Learn new skills internal needs, tied to behaviors they ✔ engaged employees are 87% less 7. Control my work content create to fulfill those needs. The worker likely to leave the firm. 8. Job security who needs social interaction will be 9. Co-workers highly motivated where they can behave MOTIVATIONAL SECRETS: 10. Stimulating work by working together with colleagues, for instance. So if you want a motivated team, what Motivating employees means involving • Motivation changes by the hour, can you use? their outside-of-work interests frequently, throughout the workweek; with open/honest sessions to explore how • People are not motivated by what you According to the Families and Work their work performance has meaning in need them to do, rather by what they Institute, whose studies of what motivates their world. need internally; the American workforce span more than • Motivation affects productivity in the two decades3, two durable motivators EMPLOYEE ENGAGEMENT short term; and have stood the test of time: SECRETS: • Knowing an employee’s motivational structure allows you to leverage their 1. To what extent does my work support Since a motivated workforce only affects natural behaviors. my non-work life/interests? short-term productivity, what can you do 2. Do my workplace leaders give us to engage them for the long-term? Engagement consists of an employee’s open, honest communication? deep emotional connection to their Well, first envision what happens if work, feeling a sense of purpose and These first two are likely to grow in they’re not engaged… energy, being challenged – but not importance, as Millennials and Gen-Z overwhelmed. Engaged workers evidence workers now account for 51% of the Disengaged employees only proceed as energy while working, and they display American workforce. Plenty of evidence far as directed, they wait for managers personal initiative, adaptability, effort shows these under-37-year-olds require to tell them what to do, they’re easily and persistence toward the firm’s goals.1 accommodating their outside life distracted, they freeze-up amidst change, and they won’t accept accountability.
32 The Administrator’s Advantage November / December 2015 Human Resources
Productive employees, on the other hand, Your firm has a culture – whether you plan 5. Employee Engagement Index - Gallup engage with the work they perform, they it or not. Establishing an environment Management Journal connect with their colleagues, they bond where people’s natural workstyles 6. “The greatness gap: The state of employee with the goals of the firm, and they feel and work activities are facilitated in a disengagement” Achievers 2015 North the work connects them with a higher designed way is imperative. Just as we American workforce survey results purpose. They thrive in an environment suggested above in assigning work – and Achievers.com where they are held accountable to tying the assignment back to firm goals – 7. Ibid p.4 achieve. each facet of your firm’s location, physical 8. The New Workforce IQ: 5 Trends Shaping space, design elements, employee events, the Future of Your Workforce Christine The management habits which you’ve reward systems and overall brand need to DiDonato Career Revolution 2015 probably noticed get the best results be coordinated. include the following: • Communicate a clear line-of-sight. With a majority of today’s younger Darius Green is a highly respected commercial real estate professional Sixty-one percent of employees in workers envisioning their career tenure that is committed to client advocacy, a recent study did not know their in less-than-2-year increments, and with selfless service, and relationships company’s mission, and of those who many workers distrusting organizations, built on trust. Darius leads the Keyser Law Firm Practice Group did, 57% don’t find it motivating. the risk of flight is a real threat. By and works with multiple local, Make sure you give each employee putting in place collaborative work regional, and national firms. In addition Darius assignment with a clear tie back to spaces, work-life-balance schedules, represents tenants across numerous industries ensuring strategic solutions are implemented to which of the firm’s goals it targets. coaching/mentoring places, and messages achieve client business objectives and to optimize which inspire energy and calm, you make • Recognize achievement—not activity. the performance of their real estate portfolios both the firm “sticky” for talent. domestically and internationally. The Gallup Organization says 71% of employees are “Sleepwalking while at “Mikey” Maynard brings 35 years work.5 Create meaningful employee SUMMARY: of Selfless Leadership to Keyser. He You can inspire a motivated, engaged specializes in employee workplace recognition programs – not just plaques behavior, developing “gifted for tenure – and reward your people for firm. By facilitating open, honest bosses,” and helping company actually achieving results in their area. communication and involving each owners manage their people capital. employee’s outside-of-work life, you keep Forty-two corporations in over twenty countries rely on Mikey’s expertise in Top Effective recognition programs include: their motivation high, affecting short- Performer Analysis, Psychometric Testing, Selling ✔ Meaningful in-the-moment feed- term productivity. By establishing clear Skills Training, Leadership Development, and back from managers (I caught you line-of-sight between work assigned and People Analytics to improve corporate performance. the firm’s goals, recognizing achievement Mikey’s passion is advising company leaders on doing a good thing…); trends in the worldwide workforce which will ✔ Recognizing progress toward objec- of objectives, and setting a “sticky” affect their business in the coming years, and tives, not just the final achievement; culture, you’ll attract and retain engaged providing leading practices to capitalize on those ✔ talent, ensuring long-term business global changes. He’s a recognized authority on Employees can recognize each oth- Millennial workers, the aging workforce, safety in ADMINISTRATOR’S ADVANTAGE er, not just rewards from manage- results. the workplace, sales force effectiveness and human ment; and performance factors. ✔ Social media-enabled real-time rec- CITATIONS: ognition. 1. “The Big E – What engagement at work really means” Laura Hamill, Ph.D. limeade® • Set a culture which is “sticky to 2015 p.3 talent. Only 44% of employees say 2. Ibid p.7 they like their company’s culture.7 3. “The Changing Workforce, Highlights Of And, especially younger Millennials The National Study. No. 1, 1993” Families and Gen-Z workers say a company’s and Work Institute public culture reputation is the 4. “CONNECTING WORK TO A HIGHER primary reason they won’t accept a PURPOSE AT KPMG” Andrew McIlvaine, job offer at a particular firm.8 Harvard Business Review October 8, 2015
November / December 2015 The Administrator’s Advantage 33 Got CLM? Test your knowledge
1. Job specifications include: 2. Let’s assume you need to develop a 3. An executive of a law firm makes strategic employer branding program. sexual innuendos to his secretary. A. Description of the work detailing Which of the following is one of the However, the Human Resources nonessential tasks least effective methods in positive department and the rest of the B. Description of the working employer branding? organization are unaware of the conditions situation. Which of the following C. Qualifications necessary for an A. Gathering local confidence by doctrines would still imply the incumbent to have a reasonable socially responsible actions, i.e., organization is at fault? chance of being able to perform the environmentally conscious job B. Providing above-market A. Punitive damages D. Description of the work detailing compensation packages B. Vicarious liability essential tasks C. Being on Fortune’s list of America’s C. Hostile environment “Most Admired Companies” D. Quid pro quo harassment D. Implementation of flexible work
arrangements that reduce turnover 1C 2B 3B 2B 1C
by 10% Answers:
CLM Training Schedule - Human Resources CLM Training Schedule Human – Resources Date Topics to be Covered Wednesday, Employee selection, promotion and retention, job analysis, Four-‐fifths Rule, Standard Deviation December 9 Rule, job descriptions, interviews, validity Wednesday, Disparate impact, disparate treatment, job rotation, Peter Principle, performance management, December 16 appraisal procedures, training, motivational techniques, SMART, ratings and rankings Wednesday, Title VII, Civil Rights Act of 1991, Pregnancy Discrimination Act, FMLA, Immigration Reform and January 6th Control Act, ADA, ADEA, Affirmative Action, quid pro quo, hostile environment Wednesday, Employee Polygraph Protection Act, WARN Act, OSHA, FLSA, Equal Pay Act, Fair Credit Reporting January 13th Act, Drug Free Workplace Act Wednesday, Employment at Will, Buckley Amendment of 1974, The Privacy Act of 1974,compensation theories, January 20th compa-‐ratios, ranking and pay structures Wednesday, Job evaluations; employee pay, employee benefits, Mental Health Parity Act of 1996, mandated January 27th benefits and voluntary benefits, ERISA, COBRA Wednesday, Organizational Development, Leadership Theories, Motivational Theories and Conflict February 3rd Management
Location: Pugh, Jones & Johnson, 180 eet, North LaSalle Str Suite 3400 – 5:15 pm to 7:00 pm.
Mary Ann Rojas, CLM, CLM Director Pugh, Jones & Johnson, P.C. [email protected]
34 The Administrator’s Advantage November / December 2015 Bi-Monthly Event Recap Three Steps to Building A Stronger Multigenerational Workforce
Idea: Host a lunch and learn find a huge piece of spinach in your teeth left- to discuss generational differ- over from your salad at lunch? We all know ences and how these manifest how embarrassing this is, and how frustrating at your firm. it is that none of your co-workers told you.
Defy the golden rule. At Feedback, in many ways, is perceived like work, don’t treat others the spinach. People feel uncomfortable tell- way you want to be treated. ing someone that they have spinach in their Treat others the way THEY teeth, and people feel uncomfortable giving want to be treated. Recognize feedback at work. Lack of communication that a “one size fits all” ap- contributes to 80 percent of workplace issues. proach does not work with a Teams must be able to communicate in order multigenerational workforce. to thrive. For example, as a reward, an Xer may prefer a spot bonus Idea: Encourage managers to sit down with em- Speaker Buddy Bush while a Millennial would like ployees at least once a quarter to casually discuss to be rewarded with a flexible how things are going. Empower your teams by "What's up with the kids these days?" Let's work schedule. challenging them to communicate directly with face it: this expression is as old as time itself. one another instead of going to managers or HR. You can imagine a caveman parent saying, Idea: To be certain you understand how your "We didn't have the wheel when I was grow- employees like to be treated, ASK! Ask what mo- For more information on building a strong ing up! You have it easy!" Yet now, more than tivates them and how they like to communicate, multigenerational workforce, visit http://jb- ever, this timeless expression is infiltrating the and make real changes based on their feedback. trainingsolutions.com/resources/generations/ workplace – particularly in response to Mil- ADMINISTRATOR’S ADVANTAGE lennial employees. According to SHRM, 72% Remember the spinach. Have you ever come of companies say that intergenerational con- home from work to look in the mirror and flict is a workplace issue.
Traditionalists, Boomers, Xers, Millennials and Globals each have their own skill sets, communication styles, work habits, and val- ues which inevitably clash. This creates a challenging dynamic for legal professionals. Luckily there are strategies and best practices to manage and engage your multigenerational workforce:
Share the knowledge. Educate not only yourself but also your team about each genera- tion. Make it a point to openly talk about the preferences and styles with your employees. By making your organization aware, every- one can be more strategic about how to better communicate and work together. Remember: no generation is better or worse – just differ- ent.
November / December 2015 The Administrator’s Advantage 35 36 The Administrator’s Advantage November / December 2015 “I started my legal career as a human resources professional, and pursued the CLM designation to broaden my knowledge of law office management. Talk about making the right move at the right time. When my firm merged, I was selected as the new office administrator, in part due to my experience and the knowledge I acquired as a CLM. The designation helped elevate me to that position and continues to make me an indispensable asset to my firm.”
The ALA Certified Legal Manager (CLM)SM program has been helping legal managers chart their courses to personal satisfaction and professional success for more than 10 years. Discover how CLM is right for you at www.alanet.org/clm. Constantly Learning More. www.alanet.org/clm Rita Nielsen, CLM
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38 The Administrator’s Advantage November / December 2015 ALA MEMBER SURVEY: PRODUCTIVITY AND PROFITABILITY TOP OF MINDEvent Photos UPS surveyed 450+ attendees at the 2013 Association of Legal Administrators (ALA) National Conference to uncover the most pressing business and operational challenges and key focus areas of law firms in the future.
TECHNOLOGY & EFFICIENCY CLIENT SERVICE The greatest day-to-day challenges Key focus areas for law firms in 2013 56% Time management $ % Managing costs % 46 & expenses 49 47% Client % service Business 41 % Office inefficiencies & development Cost 30 technology issues management
Nearly half of ALA members surveyed 87% % reported that their firms plan to invest in of respondents identified technologies in the next year to increase client service as 49 competitiveness and grow their business their top priority
MARKETING & BRANDING DIGITAL VS. PAPER Following general correspondence items, invoices and court briefings are the most Reported common documents moving to digital formats marketing and branding as % a key focus in 2013 31 Invoices Court briefings
Will invest in Overnight shipping is essential for contracts and % marketing and client proposals, which are the documents least 46 branding in 2014 likely to move to digital formats
More than half of respondents report YOUR BRAND HERE that printing a firm’s %
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© 2013 United Parcel Service of America, Inc. UPS, the UPS brandmark and the color brown are registered trademarks of UnitNovembered Parcel Service /o f DecemberAmerica, Inc. All rig 2015hts reser vTheed. Administrator’s Advantage 39 Presorted Standard U.S. Postage PAID Palatine P&DC, IL Permit No. 7052
A Chapter of the Association of Legal Administrators
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Special Thanks to Elk Grove Graphics for printing this issue of Administrator’s Advantage.
40 The Administrator’s Advantage November / December 2015