I have long spent my Sunday nights watching HBO. When I graduated from law school, The Sopranos was in its first season. More recently, I’ve been enthralled by Game of Thrones. For those who aren’t fans, Game of Thrones is a medieval fantasy series which won an Emmy Award for Outstanding Drama Series, and a Golden Globe Award for “Best Television Series – Drama.” I guess this post needs a spoiler alert, because what follows are some legal lessons I think can be gleaned from the hit series.
That being said, let’s take a look at the six lessons that the legal world could learn from Game of Thrones….
Everyone knows the expression “the grass is always greener on the other side of the fence.” The proverb claims that whatever we don’t have always seems more attractive than what we do have.
If the proverb were true, then we might expect that Biglaw associates would pine to work as solos or in small firm boutiques. But do they really?
It’s no secret that many lawyers are miserable. Some people like Will Meyerhofer have made careers out of trying to reassemble the shattered psyches of victims of Biglaw excesses. But as miserable as an associate’s life might sometimes be, I’ve rarely heard attorneys wistfully musing what it would be like to practice on the other side of the fence, so to speak. Nor do many solo or small firm attorneys often say they wish they worked in Biglaw.
I can’t help but chuckle at the self-rationalizing that seems to overwhelm so many attorneys. Many of them are so cocksure of their career paths and so defensive when challenged, you have to wonder if they doth protest too much. And indeed, although I’m not a shrink, I do have my theories as to why lawyers especially seem prone to criticizing other lawyers whose career paths are different than their own….
As readers of this site’s “Lawyer of the Day” posts everyone knows, lawyers and their clients can be guilty of all kinds of outrageous behavior. Litigation especially, with its inherently adversarial nature, seems to bring out the worst in people.
Bad behavior by lawyers comes in many forms. To non-lawyers, most if not all lawyers are jerks or worse. All bad behavior by lawyers is lumped together. But there are important differences.
A lot of bad behavior should be avoided simply because it is counter-productive. For example, an attorney may refuse to offer voluntary extensions of time to respond to discovery, or to a complaint. Aside from violating a principle of professional courtesy, that behavior also is ultimately self-destructive. In litigation, what comes around goes around, and granting extensions of time that will not prejudice your client is a prudent way to ensure later modest courtesies for yourself when needed.
Declining modest extensions to respond to discovery requests is especially unwise, as the responding party can always just serve objections, with the intention of serving substantive responses before a motion to compel can be filed. Because there is no instantaneous remedy for a failure to serve substantive responses, you often have little to gain by refusing a request for a modest extension of time.
Continue reading to find out when bad behavior crosses the line….
Smaller firms which compete with their Biglaw brethren on cost often promote their efficiency and lower overhead. Understandably, these firms impliedly or expressly try to associate lower overhead with lower fees for their clients. Smaller firms have been so successful with this approach that overhead often seems to connote waste and inefficiency. But overhead is sometimes a necessary evil, and it behooves small firm entrepreneurs to remember the “necessary” aspect as well.
For example, forsaking a physical office in favor of a virtual shop obviously lowers a firm’s overhead and allows the firm to offer lower fees. But many people, including me, have written about the several benefits of having a physical office. I pointed to benefits such as credibility with clients and other lawyers, and helping yourself stay motivated and focused. This is an easy example of how lower overhead may impose a hidden cost on the business.
Of course, the biggest overhead expense for most law firms is payroll. Limiting the number of employees is the surest way to keep expenses under control. But is it always the right move?
Once upon a time there lived a fisherman named Jay Dee. Every day Jay went to Lake Beeglaw to fish. Lake Beeglaw was the biggest lake in the entire country, and it was home to the biggest fish. Just one fish from Lake Beeglaw could feed a family for weeks. Consequently, Lake Beeglaw was the most popular fishing lake in the country.
But fishing at Lake Beeglaw was hard for Jay. Because the lake was so popular, Jay had a very difficult time even finding a place to cast his line. Jay had only a small canoe, and the bigger and more established fisherman all had big commercial boats. Whereas Jay used a simple fishing reel, many of the other fishermen used nets. Jay sometimes went weeks without receiving a bite, much less catching a fish.
One day, Jay decided to leave Lake Beeglaw and find another, less crowded lake…
I was shocked to discover that “[a]ccording to the Lawyer Statistical Report, only 14% of attorneys are employed in large law firms of more than 100 lawyers. The large majority of attorneys (63%) and law firm employees work in small offices of ten attorneys or less.”
I have no idea if those numbers are accurate. But the reason I was shocked is because the report should have said, “ten attorneys or fewer.” “Fewer” is proper when referring to countable items other than time, money or distance. “Less” is proper when referring to things that generally are not counted.
OK, maybe “shocked” is too strong a word, but I do cringe every time I’m in the grocery store confronting the grammatically incorrect express lane of “10 items or less” instead of the proper “ten items or fewer.” Conversely, I always enjoy reading ATL’s “Grammer Pole of the Weak” column that explores some technical grammar debate. I usually have an opinion no matter how arcane the question.
I can trace my own fascination with words to the first time I read George Orwell’s novel 1984 [affiliate link]. Before it became an Apple commercial, the book was a moving exploration of the vast power of language and the relationship between words and ideas. The hero of the novel was employed to edit books and newspapers and remove words that had been banned. The political and social role of “Newspeak,” the state-imposed language, was a central theme.
My fascination with words continued in college where I studied speech. With oration, at its best, your words could glow with the gold of sunshine. At its worst, your tongue is twisted with words half spoken. But I majored in philosophy, and especially the philosophy of language. Law, with its supposed emphasis on logic, language and speech, seemed a natural fit for me.
After all, as lawyers, words are our stock and trade. What is an argument but a collection of ideas, expressed in words, intended to persuade?
The attrition rate in Biglaw is legendary. Since the recession hit, associates are less likely to voluntarily abandon a six-figure job and more often believe that you don’t get up and go until they throw you out the door. On the other hand, since the recession hit, associates are less likely to have any choice in the matter should their firm feel the need to reduce headcount. But especially during the boom years when I began practicing, associates frequently left their firm gigs to do all manner of things, from going in-house, to starting a private practice, to hiking across the country, or moving to Nepal.
I worked in large and medium-sized firms for nearly a decade, and during my tenure, I saw an awful lot of associates come and go. Rarely if ever was I surprised to hear the news. In fact, I was usually surprised that others were surprised. In my experience, there are certain tell-tale signs that an associate is crafting a farewell email….
I’ve known some lawyers to proudly proclaim that in litigation, they leave no stone unturned. They boast that they will pursue every defense, review every document, and raise every argument. In doing so, presumably, they assure victory. They strive to win at any cost.
This approach makes sense when a well-funded client faces bet-the-company litigation. In that case, of course, a lawyer should pursue every possible path to victory, even if a particular path seems like a long shot. It may cost a lot to win, but even more to lose. In these cases, the economic interest of the attorney and the client are aligned. If the amount at stake warrants it, the lawyer can work the case to the max, and the client is happy to pay for it.
But smaller firms handling smaller matters know that many times, winning in litigation is relative to the amount at stake and the fees incurred. Every client is initially delighted to receive a favorable verdict at trial. But when the heat cools down, and only the bill remains, even the winning client may resent his lawyer when he reflects on the price he paid for his “victory”….
If you’re trying to grow a solo or small firm practice, you generally shouldn’t work for free unless you have a deliberate business development objective in mind. Conversely, if you have a client willing to pay, you generally should prefer to scale up your headcount instead of turning down work due to lack of bandwidth.
Does this mean you should never turn down a client who is willing and able to pay your fees?
No. There are lots of reasons it might make sense to turn down a paying client….
There comes a time in all associates’ careers when they stop and do the math. They think about their salary, bonus, and benefits. They think about their billable hours. They multiply their billable hours by their billable rate and suddenly they think, hey, WAITAMINUTE. My firm makes threefour five times what it pays me!
Like any other salaried employee, the more hours an associate works, the less they make per hour, bonuses notwithstanding. They might not mind so much if they’re also bucking for promotion, i.e., up for partner. Regardless, at some point, every associate thinks, “if only I were paid as much per hour as I bill per hour . . . .”
That moment for me was the epiphany that ultimately led to helping form my own firm. But since that time, I’ve also been able to see the other side of the fence, so to speak. There are a lot of reasons — some obvious, and some less so — why the math isn’t quite as simple as it seems….
Kinney Recruiting’sEvan Jowers is currently in Hong Kong for client meetings and still has a few slots available through October 22. Evan will also be in Hong Kong November 14 to December 15. Further, Robert Kinney has been in Frankfurt and Munich this week and is available for meetings with our Germany based readers.
One of our key law firm clients has referred us to one of their important clients in the US, Europe and China – a leading global technology supplier for the auto industry – in order to handle their search for a new Asia General Counsel and Asia Chief Compliance Officer.
Kinney is exclusively handling this in-house search.
This position will have a lot of responsibility and include supervision of eight attorneys underneath them in the Asia in-house team. The new hire will report directly to the global general counsel and global chief compliance officer, who is based in the US. The new hire’s ability to make judgement calls is going to be as important as their technical skill set background.
The position is based in Shanghai and will deal with the company’s operations all over Asia and also in India, including frequent acquisitions in the region.
It is expected that the new hire will come from a top US firm’s Shanghai, Beijing or Hong Kong offices, currently in a top flight corporate practice at the senior associate, counsel or partner level. Of course, the candidate can be currently in a relevant in-house role.
It’s the legal profession’s equivalent of a long-term relationship.
When Michelle Waites, Senior Patent Counsel for Xerox Corporation, attended The LGBT Bar’s Lavender Law conference several years ago, she wasn’t sure what to expect. She left having forged a lasting business relationship that still endures today.
It was during The LGBT Bar’s event – an annual gathering of more than 1,600 lesbian, gay, bisexual, transgender and allied legal professionals – that Waites first met Marla Butler, a partner at Robins, Kaplan, Miller & Ciresi LLP, who specializes in patent law.
Today, the two are still close friends as well as professional colleagues. Butler’s firm continues to work with Xerox – a business partnership forged via The LGBT Bar.
On November 19th, The Bar will present its first-ever conference outside the United States. Dubbed “A Lavender Law Experience for Europe,” the day-long Business Legal Conference will replicate programs such as the one that brought Waites and Butler together for legal professionals in Europe.
The JOBS Act created new tools for companies to publicly advertise securities deals online. As a result, thousands of new deals have hit the market and hundreds of millions in capital has been raised, spurring a wealth of new business development opportunities for attorneys.
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The Jumpstart Our Business Startups Act (JOBS Act) went into effect in 2013 and permits Regulation D offerings of securities to be advertised publicly. This means that funds and companies can now use social media, emails and web sites to market transactions to new “accredited” investors.
However, with these new powers come new pain points. InvestorID FirmTM provides a secure, fully hosted, cloud-based platform with a breadth of tools for your clients, including: