Wednesday, May 15th, 2019
Like they say, first impressions are often correct.
It’s human nature to judge people the first time we meet them. We do it unconsciously, and that’s why first impressions are so important in every aspect of our lives. Within the first seven seconds of meeting someone, most will form an impression of who you are.
Logically one would conclude that we make judgments based upon the content of conversations. Actions, not words are how we judge others. Subtle behaviors such as handshakes and body language shape our opinions about others, more so than any other criteria.
Learning how to master these subtle behaviors can help further potentially successful relationships.
Here are the top ways to make a good first impression:
Actions Speak Louder Than Words
People will draw conclusions about your character based on how you treat others. How you treat people is a true indicator of your disposition. When at a restaurant or at the grocery store how we interact with supporting staff speaks volumes of what type of person you are.
“Most candidates play nice when they’re speaking to the hiring manager or the principals of the firm, but often get caught treating others with disdain or indifference when hailing a cab or out at on the town,” said Shari Davidson, President of On Balance Search Consultants.
Don’t Worry, Be Happy
Nobody likes a “Debbie Downer”. A persistent climate of negativity can bring down an entire organization. Flashing a smile when you meet people can go a long way toward conveying a positive attitude.
Business Etiquette (see also, Business Etiquette: Boardroom To Ballroom) There’s nothing more disrespectful that texting or taking a call during a business meeting. Doing so conveys a lack of respect, attention, listening skills, and willpower. When taking a meeting you must give your audience your undivided attention.
Nervous Ticks
Taping your fingers are touching your nails or face are nervous twitches indicating you are either nervous, overwhelmed or insecure. Keep your hands folded when seated and by your sides while standing. Don’t use excessive hand motions while talking and maintain a cool, confident composure.
It’s Not About You, But Them
The best way to win someone over is to get them to talk about themselves. Let’s face it, people who only talk about themselves tend to be loud and self-absorbed. Learn about the other people in the room, listen and ask good questions. You’ll be surprised how well people think of you when the conversation is about them.
“When we feel we are not being listened to, we feel devalued”, said Shari Davidson. Maintain good eye contact, lean forward in a discussion, and comment from time to time to reassure the speaker that you’re paying attention.
The Universal Greeting
People associate a weak handshake with a lack of confidence or lack of respect towards the other person. A firm handshake equates with being less shy, less neurotic, and more extroverted.
Value Time
Being late holds everyone up, nothing can get started until the team is on hand. Being tardy indicates a lack of respect, being lazy or simply that you are inconsiderate.
Nobody likes having to wait on anything. People form negative impressions when given time to think why you are late. A proactive person will be there on time, because they are self-motivated, mentally organized, and value time.
Walk The Walk
Body language is a reflection of your inner self. Are you slumped and slouching, or standing (or sitting) tall and confident? Is your posture open or closed? Are you aware of others around you and mindful of them in your movements?
What You Wear Is Who You Are
How you dress instantly provides others with a sense of your style and attention to detail. Dress for every occasion, never dress down and remember that a well pressed shirt and polished shoes make all the difference.
Maintain Good Eye Contact
Before you begin talking, establish eye contact. Don’t look down or look at something before you begin speaking. Establish eye contact right away and then begin talking.
Final Thoughts
The ways others perceive you has much to do with no one other than yourself. Making unconscious changes may take some time and effort. The good news is that most of these encounters are staged, so you can prepare yourself mentally before heading into a situation. Remember the basic behaviors that you must convey during the meeting.
About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.
Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states.
Save the Date: April 11, 2019
April 10.2019 – Powers of Attorney, Guardianships and Medicaid Planning via the use of Promissory Notes and Gifts
Live or recorded, video interviewing has arrived.
In person and more so on video, you have got to prepare for your interviews. Hand movement gestures including, touching your hair and face and tapping your fingers or feet are not a good idea.
“We prepare our candidates for the in-person and video interview,” Shari Davidson – President of On Balance Search Consultants.
Follow these steps to ace the video interview:
Dress appropriately. Treat the video interview like you would an in-person interview.
Some video interviews are Skyped live and some only give you one shot at the video recording. Make sure you prepare. “It is so important to get the video interview right. Remember, in this new digital world your video lives in perpetuity. Be sure you make it great,” says Shari Davidson.
Preparation
Practice
The Interview
Final Thoughts
Before going live, schedule a test video interview with a friend. Then critique your performance. Be sure to have your resume, job description, and your notes handy so you can refer to them between questions. And have a water bottle close by should you need to stay hydrated.
Good luck on nailing your next video interview!
About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.
Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com.
Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your unique circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.
Some small law firms may have chosen a successor. Most have not. Nor have they written a succession plan. Partners spend the majority of their time growing their practice.
“It’s never easy to think about how an unforeseen event can impact the practice. Anticipating the future is challenging for most of us. Ask yourself, ‘when do you plan to leave?’”, says Shari Davidson – President of On Balance Search.
“Many of us get stuck, doing the same stuff day after day. It’s Groundhog Day! The definition of insanity is doing the same thing over and over again, but expecting different results. Many of the rainmakers of small firms don’t think about retiring. Now in their 60’s many rainmakers have created a strong legal practice. Suddenly, they wake up, and realize there is no one who can take over the firm. Don’t get me wrong in today’s business world being 60 is the new ‘middle age’. But, now what do you do? Hire a young candidate to take over? It will take years to train your successor and there is no guarantee that it’s going to work out. Okay why not merge the practice or simply close shop. Don’t wait until life circumstances make the decisions for you.”, says Shari Davidson.
Break the cycle and put an end to Groundhog Day. Unlock your potential with an accurate business valuation. Gain insights from industry experts on how valuation affects exit strategies, retirement, and the unique dynamics that your law firm faces.
An attorney who is 40 or 50 years old and plans to stay on the job for many more years may not see the need for a succession plan. Older partners may be reluctant to think about retirement. They may believe that grooming a successor makes them vulnerable to being replaced. Or that failure to plan for a successor provides job security.
Get started and put a succession plan in motion. Think of succession planning as an ongoing process.
Building a sustainable and growing succession plan can feel overwhelming, you may have feelings of being pushed out. You’re not bowing out early, it is about building value. Building a foundation of success today that will provide the opportunity for the future generations. Done right, and you’ll have the retirement of your dreams.
Talk to a legal counselor to guide you. Work with a legal advisor who can give you a comprehensive understanding of the succession planning process and how you can increase the value of your practice and position yourself for success tomorrow.
Change is a fact of life — no matter how well you plan ahead there may be some unexpected challenges. Have a contingency plan for your primary succession plan.
About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.
Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com
Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.
Okay you’re putting yourself back on the market and you’re considering working with a legal recruiter. You need to work with a top legal recruiter who has an excellent reputation and a track record of placing candidates with firms that last.
Getting the most out of the relationship. “We place candidates with firms to ensure a good fit. Bringing on a new hire is costly, time consuming and impacts everyone’s reputation. We make sure to get it right,” – Shari Davidson, President On Balance Search Consultants.
Clients and candidates both have preferences that must be managed discretely. When working with a recruiter be honest. Read, Confessions of a Legal Recruiter: Don’t Lie to me.
“Don’t go around your recruiter. Great care is given to ensure that the interests of all parties are a priority. Don’t go off and start talking to a firm or another recruiter in the middle of a placement. Doing so only derails the prospect of being considered, not to mention puts everyone’s credibility at risk”, says Shari Davidson.
There are several key considerations to look for when working with a legal recruiter:
Reputation
Most attorneys are by nature risk-averse. They are naturally skeptical. Work with a recruiter who you have a high level of confidence in. The top recruiters are engaged, they stay in constant contact with you and make things happen.
“My candidates become clients for the long haul. We keep in touch over the years to make sure things are going well and offer insights to help guide them through their career to make sure they stay on track”, says Shari Davidson.
Recruiters are guided by and disciplined by the National Association of Legal Search Consultants (“NALSC”) code of ethics (http://www.nalsc.org/about/ethics.cfm). Do your due diligence and research a recruiter’s reputation.
A good recruiter has your back and would never . . .
Business Intelligence Network
Good recruiters stay on top of what’s going on in the industry and keep in constant communication with firms that they have strong relationships with and candidates they work with.
The best recruiters are nurturing and building new relationships to keep their candidates well advised. A good network produces opportunities that are not publicly posted.
Coaching, Positioning & Negotiating
One of the first questions a recruiter is going to ask you is why are you looking? Why do you want to leave now?
The best recruiter’s coach you before presenting the candidate to a firm. No one’s background is perfect, everyone can benefit from having their accomplishments reviewed to ensure they are a good fit for the right firm.
Putting together a compelling resume can make a big difference. The best recruiters work with you to ensure your resume reads well and doesn’t create any red flags.
Your recruiter should ask you for a Representative Matters or Transactional Deal Sheet. A deal sheet is an important tool to help quantify your value when you ask for a raise or want to put yourself back on the market. The Deal Sheet helps take stock of your experience and assess where you are, and where you are going.
The top recruiters create a compelling story about how your unique skills will help the law firm succeed. And only then do they negotiate the best deal that is right for you now and for your future.
Communication
Good recruiters keep you informed about what is going on with your candidacy. They return your phone calls and look out for your best interests.
Conclusion
Good recruiters should make an effort to respond to all inquiries, even if they cannot ultimately work with you. Work with a recruiter we serve the interests of both their clients and their candidates.
Strong transparent communication helps to develop a strong, trusting relationship. Let your recruiter know up-front what your expectations are. Follow these tips and you’ll find exacting what you’re looking for.
About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.
Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com
Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.
Recruiters spend an average of 7.4 seconds on a resume (Ladders Report, 2018)—that means you’ve got precious seconds to stand out from the crowd. Resumes that pop have several common elements that get the top law firm’s attention.
Design a simple layout, that is easy to read. “Resumes are like a plate of food, I instantly decide whether it’s worth considering. If it hurts my eyes to read, I’m not going to bother,” says Shari Davidson—President of On Balance Search.
Make sure your resume covers the basics:
It’s all about clearly communicating your skills and accomplishments succinctly and cogently. “A great resume is easy to digest,” says Shari Davidson.
Final Thoughts
And please note that the Summary is not an Objective. There are three key elements for the Summary Statement:
Not sure about what to say and how to say it? Talk to a top recruiter. You’ll be glad you did.
About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.
Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com
Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.
Most Solo Practitioners have spent years developing a growing and successful practice. Start planning your retirement now, take steps to create value. Establish benchmarks for revenue for future goals. Look for people internally and externally who fit the future image of the succession plan.
In developing your succession plan, you’ll need to consider what you plan on doing with your practice or your book of business. Should you take on a younger partner? Sell the practice? Time is a critical factor, don’t wait.
Succession planning is a process. The most challenging task will be to Identify a successor or where to take your book of business. A clearly developed transition plan must address management responsibilities and an orderly plan for the transition of client relationships.
“You’d be surprised how many rainmakers put off planning their succession plan or wait till it’s too late to achieve this goal. Often many don’t groom a successor for the firm. As a strategic consultant I help attorneys monetize their book of business as they wind down from the daily practice into retirement,” – Shari Davidson, President of On Balance Search Consultants.
The success of a succession plan is based on how much time you have and how much time you’ll need. Decisions must be based on what is best for you and or your firm.
1. Start by establishing the firm’s identity and value. Assigning the firm’s successor is critical, the leadership must be a good fit for the existing client base and future growth of the practice. A successful succession involves identifying or developing one or more effective leaders.
2. Transitioning clients can be a challenge. Relationships are built on trust, you cannot simply turn over a client’s business to another attorney. Make sure the client is happy with the new leadership or they will jump ship.
3. Compensation. Every practice has their unique circumstances that must be carefully crafted when establishing compensation. Get it right and everyone wins.
Running out time, follow these three options:
1. Shut the doors down. Understand you will be leaving money on the table.
2. Time is money. If time permits, groom a successor
3. Talk to a succession advisor to strategically create the retirement plan you desire.
The process can take anywhere from a few months to a few years. It took years to build your business, and it will take time to successfully execute a succession plan. A transactional lawyer can successfully wind down a practice in three to six months. A trial lawyer may be tied into existing cases for two or three years.
Ultimately it gets down to what strategy best meets your needs. Nothing is ever routine, recognize that this process takes time. Be realistic. Understand what the value of the firm is today and what you can reasonably expect in the future. Is your client base of value to another practice?
“Perhaps your priorities have changed, or you’re being forced into retirement. You’ve got options, take your active book and work with a succession planner to set the stage for the next move in your career. My firm helps identify the best solution in the marketplace. We evaluate your options based on your practice area as well as the market trends, and then align the needs and desires to the best solution,” Shari Davidson, succession advisor.
Succession planning is not an event, it’s a process. A well-planned succession works towards grow-ing the firm’s worth and at the same time developing an exit strategy that will allow your clients to continue to be well represented.
About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.
Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com
Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.
Representative Matters / Transactional Deal Sheets are important tools to help quantify your value to your firm. And to position yourself in the marketplace. Take stock of your experience and assess where you are, and where you are going …
To list cases, litigators use the term Representative Matters and transactional attorneys refer to this document as the Transactional Deal Sheet. For the purposes of this article we will call it, the Deal Sheet.
It makes no difference if you plan on making the lateral move or simply wanting to move to a new firm. Start keeping a running list of cases you have worked on — it makes no difference if you are looking to jump to another firm. A Deal Sheet helps to assess where your experience may be lacking. And it’s a must to for client development.
The bottom line is that you must have an up-to-date list of cases you have worked on and deals you have closed. The Deal Sheet clearly defines your professional accomplishments in a way that a resume alone cannot.
There is no set length or format for organizing The Deal Sheet. Deal Sheets have no page limits. The Deal Sheet provides clients and prospective employers with a deeper understanding of your career experience with concrete examples in a clear, cogent and crisp manner. Be as concise as possible.
The key is to come up with a structure that meets the objective. Make the list easy to digest at a glance by highlighting your major accomplishments.
The important thing is to create a Deal Sheet that succinctly details your cases that can be scanned instantly and with ease.
Create several versions:
Carefully review your Deal Sheet and consider being challenged on everything listed. Be fully prepared to talk intelligently about anything and everything you include in your Deal Sheet.
Put pen to paper and detail your accomplishments. Your resume should be concise, that’s why the Deal Sheet is so valuable.
About On Balance Search Consultants
On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm.
Contact us today. Call 516.731.4300 or visit our website at https://www.onbalancesearch.com
Please note that the content of this blog does not constitute legal advice and is only intended for the educational purpose of the reader. Please consult your legal counsel for specifics regarding your specific circumstances and the laws in your states pertaining to social media and any legal restrictions regarding the law.