| The Women Lawyers Coach |
BUSINESS DEVELOPMENT PHILOSOPHY
The following are the building blocks of my philosophy, developed over
the course of almost two decades of experience working with attorneys to
develop their practices and shape their careers:
It is never too early for a woman to start learning how to use her
business development skills to her advantage.
Business development is about relationships. Relationships that may
one day lead to business, begin developing even before an attorney
graduates from law school. Effective business development training
should begin as early as possible. It should support a woman's skill level
at every level of her professional development. I train and coach women
summer associates, junior/mid/senior associates, non-equity partners
and equity partners.
Lawyers are unique, and so is business development.
In my 17 years of experience, I have never come across two lawyers who
are the same or two practices that are identical. Every lawyer should
develop business in the way that works best for her. She should build on
her own strengths in a way that is compatible with her client base and
genuine to her own professional style. Women need to develop their own
style and break away from the traditional male model of business
development, which does not work for women in most cases.
Women lawyers have special business development challenges.
I have worked in law firms and the legal industry all my life. Let's call a
spade a spade. Women face unique challenges. For example, many
women, unlike their male counterparts, have difficulty stating their
accomplishments to potential clients, out of a concern that they will
appear boastful or arrogant. Many women are uncomfortable with a direct
sales or direct “asking for the business” approach. Venues for client
development such as closing a deal on the golf course or taking a male
client to an evening sporting event one-on-one are typically less preferred
by women. Every woman should be supported to develop business in a
way that is consistent with her client and prospective client relationships.
And, every woman should be encouraged to fully utilize the strengths she
has to outweigh the challenges.
Women lawyers have special business development strengths, which
can be used to their advantage.
Women lawyers have special strengths, which when put into action, give
them advantages in developing books of business. Business
development is built on client relationships, and women typically excel at
cultivating and nurturing such relationships. Women understand the
importance of good communication, which clients value immensely.
Their ability to communicate well often leads to deep and trusting client
relationships that transcend career movement. Women stay in touch, ask
questions, listen (an often overlooked business development skill), and
frequently anticipate needs before they arise. Women lawyers have a
tendency to connect with their clients on multiple levels, not just in the
context of the legal matter they are handling. Survey after survey reports
that in-house counsel would rather work with an attorney they like as a
person rather than with an attorney they don’t enjoy who has a reputation
for “being the best.” Women lawyers can be the best, of course, but if they
use their special strengths to establish positive, strong, and trusting
working relationships with clients, they have an advantage over their
competitors.
Do what you do best, forget the rest.
I firmly believe that lawyers should not engage in business development
activities to which they are averse. For example, those who enjoy giving
presentations should give them. Those who believe they cannot give a
good presentation should not give one. It is pointless to have a
prospective client watch an uncomfortable lawyer give a mediocre
presentation. I work with lawyers to fully utilize the business development
skills and strengths that come naturally to them. I encourage them to try
new things. But, I do not believe in forcing lawyers to fit into one mold.
Your client needs come first, business development comes second.
I have worked with more than a thousand lawyers over the course of my
career. The vast majority are lawyers first and business developers
second. I honor and value the expertise of my clients and what they were
meant to do, i.e. practice law. Therefore, it is my goal to assist you with
business development in a way that does not detract from your serving
your clients and being the best lawyer you can be. After all, most new
legal work comes from existing, happy clients.
A book of business is essential for every woman in today’s legal
marketplace.
While I believe your client needs come first and business development
comes second, I also believe that in order to compete in today’s legal
marketplace every lawyer needs to build her own book of business. Your
book can be the leverage you need when negotiating new salary or
working arrangements. It can set you apart from the competition. It can
be your purchasing power when life circumstances facilitate a move to
another state. It can be your ticket to self-sufficiency. It can be a useful
tool when creating the legal career of your choice. It is, therefore, worth
the investment of a few hours of your time, and as much of my time as you
like, to grow your practice each month.
Women make more career transition moves than men.
While it has been shown in multiple studies that compensation and
promotion are the two primary factors that motivate men when making
career decisions, it has also been shown that women consider many
additional factors as primary to their career move decisions. Such factors
as overall work environment, family leave flexibility, opportunities for
community involvement, and access to mentorship, training and
leadership typically weigh as heavily, and in some cases even more, than
compensation and promotion. This makes women career move
decisions more complex. It also lends itself to women making more
career transition moves than men, as the many primary factors vary in
importance over the duration of a woman's career. It brings me great
professional satisfaction to assist women in weighing the factors and
helping them arrive at decisions that fulfill their professional and personal
goals.
The following are the building blocks of my philosophy, developed over
the course of almost two decades of experience working with attorneys to
develop their practices and shape their careers:
It is never too early for a woman to start learning how to use her
business development skills to her advantage.
Business development is about relationships. Relationships that may
one day lead to business, begin developing even before an attorney
graduates from law school. Effective business development training
should begin as early as possible. It should support a woman's skill level
at every level of her professional development. I train and coach women
summer associates, junior/mid/senior associates, non-equity partners
and equity partners.
Lawyers are unique, and so is business development.
In my 17 years of experience, I have never come across two lawyers who
are the same or two practices that are identical. Every lawyer should
develop business in the way that works best for her. She should build on
her own strengths in a way that is compatible with her client base and
genuine to her own professional style. Women need to develop their own
style and break away from the traditional male model of business
development, which does not work for women in most cases.
Women lawyers have special business development challenges.
I have worked in law firms and the legal industry all my life. Let's call a
spade a spade. Women face unique challenges. For example, many
women, unlike their male counterparts, have difficulty stating their
accomplishments to potential clients, out of a concern that they will
appear boastful or arrogant. Many women are uncomfortable with a direct
sales or direct “asking for the business” approach. Venues for client
development such as closing a deal on the golf course or taking a male
client to an evening sporting event one-on-one are typically less preferred
by women. Every woman should be supported to develop business in a
way that is consistent with her client and prospective client relationships.
And, every woman should be encouraged to fully utilize the strengths she
has to outweigh the challenges.
Women lawyers have special business development strengths, which
can be used to their advantage.
Women lawyers have special strengths, which when put into action, give
them advantages in developing books of business. Business
development is built on client relationships, and women typically excel at
cultivating and nurturing such relationships. Women understand the
importance of good communication, which clients value immensely.
Their ability to communicate well often leads to deep and trusting client
relationships that transcend career movement. Women stay in touch, ask
questions, listen (an often overlooked business development skill), and
frequently anticipate needs before they arise. Women lawyers have a
tendency to connect with their clients on multiple levels, not just in the
context of the legal matter they are handling. Survey after survey reports
that in-house counsel would rather work with an attorney they like as a
person rather than with an attorney they don’t enjoy who has a reputation
for “being the best.” Women lawyers can be the best, of course, but if they
use their special strengths to establish positive, strong, and trusting
working relationships with clients, they have an advantage over their
competitors.
Do what you do best, forget the rest.
I firmly believe that lawyers should not engage in business development
activities to which they are averse. For example, those who enjoy giving
presentations should give them. Those who believe they cannot give a
good presentation should not give one. It is pointless to have a
prospective client watch an uncomfortable lawyer give a mediocre
presentation. I work with lawyers to fully utilize the business development
skills and strengths that come naturally to them. I encourage them to try
new things. But, I do not believe in forcing lawyers to fit into one mold.
Your client needs come first, business development comes second.
I have worked with more than a thousand lawyers over the course of my
career. The vast majority are lawyers first and business developers
second. I honor and value the expertise of my clients and what they were
meant to do, i.e. practice law. Therefore, it is my goal to assist you with
business development in a way that does not detract from your serving
your clients and being the best lawyer you can be. After all, most new
legal work comes from existing, happy clients.
A book of business is essential for every woman in today’s legal
marketplace.
While I believe your client needs come first and business development
comes second, I also believe that in order to compete in today’s legal
marketplace every lawyer needs to build her own book of business. Your
book can be the leverage you need when negotiating new salary or
working arrangements. It can set you apart from the competition. It can
be your purchasing power when life circumstances facilitate a move to
another state. It can be your ticket to self-sufficiency. It can be a useful
tool when creating the legal career of your choice. It is, therefore, worth
the investment of a few hours of your time, and as much of my time as you
like, to grow your practice each month.
Women make more career transition moves than men.
While it has been shown in multiple studies that compensation and
promotion are the two primary factors that motivate men when making
career decisions, it has also been shown that women consider many
additional factors as primary to their career move decisions. Such factors
as overall work environment, family leave flexibility, opportunities for
community involvement, and access to mentorship, training and
leadership typically weigh as heavily, and in some cases even more, than
compensation and promotion. This makes women career move
decisions more complex. It also lends itself to women making more
career transition moves than men, as the many primary factors vary in
importance over the duration of a woman's career. It brings me great
professional satisfaction to assist women in weighing the factors and
helping them arrive at decisions that fulfill their professional and personal
goals.
| Marianne M. Trost 480-225-9367 |
| Philosophy |
| ©2007-2008 thewomenlawyerscoach.com |
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