Make It Rain: Top Twenty Books Lawyers Must Read

After decades of advising and coaching some of the top rainmakers in law, legal recruiter Shari Davidson shares her top self-development books every lawyer needs to read to make it rain. 

These must read books have paved the way to new opportunities, broken glass ceilings, revealed how to create an ideal career, rewrite the rules of the road, and helped rethink the way the world works in law today.

SELF-DEVELOPMENT TOP READS

  1. Who Moved My Cheese | Spenser Johnson—An Amazing way to deal with change in your work and your life. Excellent in today’s business and COVID climate.
  2. Start With Why | Simon Sinek— Simon started a movement to inspire people to do the things that inspire them. Millions of people now understand the concept of the Golden Circle. Knowing why gets you out of bed each morning and gets you excited about living.
  3. How The Best Get Better | By Dan Sullivan—The most successful entrepreneurs are taking advantage of new capabilities to create greater wealth and autonomy for themselves, while providing new income and employment opportunities for millions of others. Short chapters that have a lot of information and thought on each page.
  4. Think and Grow Rich | Napoleon Hill— Napoleon Hill teaches what called the thirteen steps to riches. Those thirteen steps, he claimed, were the secret to building wealth.
  5. How To Win Friends And Influence People | Dale Carnegie— Berkshire Hathaway CEO Warren Buffett credits Dale Carnegie’s teachings with transforming his life. The book’s main principles focus on persuading people through charm and confidence rather than aggression. This is an old favorite, and still stands true today.
  6. Awaken The Giant Within | Tony Robbins— Tony Robbins is the guy to get you excited and motivated.  It can be the first step to hiring a career or business coach.
  7. Solution Selling | Michael Bosworth— Solution Selling is the most comprehensive sales and sales management process available today. Mike Bosworth has the best understanding of sales process in Corporate America.
  8. Spin Selling | Neil Rackham— Developed from 12 years of research into 35,000 sales calls, SPIN (Situation, Problem, Implication, Need-Payoff) is already in use by many of the world’s top sales forces.
  9. Influence | Robert B. Cialdini— Dr. Robert Cialdini is the seminal expert in the rapidly expanding field of influence and persuasion. His thirty-five years of rigorous, evidence-based research along with a three-year program of study on what moves people to change behavior has resulted in this highly acclaimed book.

    Shari Davison said, “This book explains the psychology of influence that will help you retain clients, understand challenges and negotiate deals.”

    NETWORKING

  10. Never Eat Alone | Keith Ferrazzi—The youngest partner in Deloitte Consulting’s history and founder of the consulting company, Keith Ferrazzi shares his networking techniques from generic handshakes to tossing business cards like confetti.
  11. The Art of The Business Lunch | Jay Robin— Learn the secret art of successful dining! What’s the one entree you should never order at a business lunch? Is it ever okay to order alcohol? When should you bring up the subject of business? The Art Of The Business Lunch takes you through every aspect of the business lunch.

    DIVERSITY & INCLUSION

     
  12. The Leader’s Guide to Unconscious Bias: How To Reframe Bias, Cultivate Connection, and Create High-Performing Team | By Pamela Fuller—As we evolve as a society,  collectively we all have  some kind of unconscious bias. This  affects everyone in personal and business relationships. Pamela Fuller the reader to  understand and move past their own preconceived ideas.  As a practice leader this will help you be more effective in management and business development.
  13. Breaking The Bias | Andrea Kramer and Alton B. Harris—Breaking Through Bias explains that it is the stereotypes about women, men, work, leadership, and family that hold women back, and it presents an integrated set of communication techniques that women can use to avoid or overcome the discriminatory consequences of these stereotypes.  This book is written by attorneys, good for all professions.

    LAW PRACTICE MANAGEMENT

     
  14. The E-Myth Attorney: Why The most Legal practices don’t Work and what to do about it. | Michael Gerber— Considering going Solo. Michael Gerber gives you the foundation and tools to start a practice quickly.
  15. How to Start & Build A Law Practice | Jay Foonberg—This book is from the American Bar Association.  Some of the information maybe outdated, however it is always good to review what worked historically and what doesn’t. 
  16. Alternative Fees for Litigators and Their Clients | Patrick Lamb— Our lives and business are evolving. Alternative fee agreements maybe the way of the future. Create alternative ways to capture business to be profitable.
  17. Smart Collaboration: How Professionals and Their Firms Succeed by Breaking Down Silos | Heidi Gardner— Heidi Gardner offers law firms advice on how to earn your client’s trust. 
  18. Traction: Get a Grip on Your Business | Gino Wickman—This  book provides practical information and tools to a starting a law firm. 

    PRODUCTIVITY & TIME MANAGEMENT

  19. First Things First | Stephen Covey—This book is especially useful for lawyers to learn how to achieve healthy work life balance. 
  20. The 7 Habits of Highly Effective People: Powerful lessons in Personal Change | Stephen Covey— If you read this book 15 years ago or more, it may be time to review again. In this new normal, we all need to take a look at how we do business and where we can be more productive. 

Shari Davidson said, “Don’t buy the Kindle or iPad version, buy the book. These books are meant to be referenced throughout your career. They belong in your library along with all the other books you cherish and refer to often. 

Top rainmakers are constantly learning new skills and reading about new ways to take their game to the next level. Got any good books to add to my must read list? Shoot me a note on our website: https://www.onbalancesearch.com. Thanks.”


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 516.731.3400 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.


Important Questions To Ask Before Working with a Legal Recruiter

Tough Questions to Ask Your Legal Recruiter

Not all legal recruiters are created equal. The best recruiters have long standing relationships with law firms who trust the recruiter’s assessment of candidates. Placing a candidate is a time-consuming undertaking, both the candidate and the firm want a successful long-term relationship. 

  1. First and foremost, find out what your colleagues say about the recruiter. Research testimonials and recommendations from attorneys who were placed by the recruiting firm.

    Work with a recruiter who is known for their integrity. 
  2. Recruiters match each attorney with the best firm that meets their skill set and experience. Confidentiality is critical, when reviewing your resume, they help re-work your experiences to put your best work forward.

    The resume needs to highlight your strengths and experiences that are an exact fit for what that firm is looking for. 
  3. Being a trusted advisor gives candidates the edge when preparing for an interview. Recruiters are savvy negotiators. They how to get you the best offer for the job. Top recruiters find ways to put deals together and will push back when the deal is not in your best interest.
  4. Work with a search firm that steers you away from law firms that are having retention problems. Many recruiters continue to advise candidates well beyond placing them with a firm. Work with someone who is there for you throughout your career. 
  5. Top legal advisors should always ask you the most important question before taking you on as a client. Why are you looking to make the move? If you can’t be honest and forthcoming, you’re wasting everyone’s time. 

Shari Davidson, President On Balance Search Consultants — “Don’t lie to me. If you’re NOT going to be transparent when making the lateral move, don’t bother.”

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

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.

New Normal: Know When to Go Before Your Firm Forces You Out

Lawyers are being let go for their inability to develop and cultivate new clients and sustain a book of business. Three of every four partners who have been pushed out reported hearing about their performance problems for the first time when asked to leave (ALM Legal Intelligence, November 2013).

”Firm’s business priorities change, if your firm is moving away from your technical specialty, that’s a wake-up call and you had better start looking,” — Shari Davidson, On Balance Search Consultants. Most law firms don’t provide coaching and training to help transition partners who are no longer relevant at the firm.

The legal business profit structure is changing, law firms no longer need nor can afford a large staff as billable hours for clients for discovery have been absorbed by technology. Advanced software programs now save firms time and expenses to perform the time-consuming work of research for case discovery and evidence. Leaner, cost-conscious law firms now outsource many routine base-level services to cheaper contractors outside the U.S.

Lateral partner hiring, sometimes seen as “buying a book of business”, is one way firms are strengthening their balance sheets. on the rise. Equity and non-equity partners alike who underperform or are no longer aligned with the core business plan are being shown the door without warning.

Churning out long-term partners and bringing in lateral hires creates resentment among the firm’s staff, sapping morale and often scaring off legal talent. To attract talent, law firms need and must maintain internal morale.

On boarding new partners (and groups) is a very important step in the hiring process. Bringing in a top performer and integrating within the firm is critical.

Having a top performer and their team being disappointment within a short amount of time is costly to the law firm and to the new lateral partner (and team). The best legal recruiters work very hard to find the right firm for the candidate and well as source the right candidates for that particular firm’s needs.

“Lateral partners must be able to bring a book of business, but that’s not enough. Candidates must be carefully screened to ensure their skill-set is structurally aligned with the firm’s strategic initiatives and company culture ensuring they’ll thrive and be there for the long-term,” — Shari Davidson.

Plan your next move, consider that nearly a third of exiting partners source their new assignment with a head-hunter (ALM Legal Intelligence, November 2013).

About: On Balance Search Consultants

On Balance offers great insight and industry intelligence. Shari Davidson, president of On Balance Search Consultants, advises experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

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.

Confessions of a Legal Recruiter: Don’t Go Around Me

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. “It’s truly about doing what’ right. 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 the due diligence and research a recruiter’s reputation.

A good recruiter has your back and would never . . .

  • Place you with a firm where people leave all the time.
  • Present you to a firm that has a “bad reputation” on the street.
  • Or recommend you to a firm about which has poor morale.

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. 

The 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 experienced attorneys at every stage of their career to take them to the next level. From making the lateral partner move to succession planning.

Shari takes a proactive approach to advising law firms on how to take a firm to the next level and helps rising talent make the transition to the right law firm. On Balance Search identifies opportunities that exist today, not down the road.

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.