Frequently Asked Questions
How is StrategyHorse different from other law firm consultants?
Many consulting firms that cater to the legal profession may help create a strategic plan, teach business development techniques, provide technology advice, or advise on succession planning. These are all valuable services, but when addressed in silos, do little to boost profitability. Our approach is intuitive, designed to holistically address concerns with pragmatic solutions and deliver a measurable ROI.
We're a smaller firm, do we really need to do strategic planning?
Without goals and a carefully planned path to achieve them, your firm's success will be random and inconsistent. Any law firm, from 2-2,000 lawyers, that is committed to client excellence and profitability, must adopt a thoughtful plan of action and a strategy for measurable success. We specialize in helping smaller firms to think bigger. The term "strategic planning" can be intimidating for law firms. We find it is helpful to think of the process as facilitated communication among firm leaders to assess the past, present, and future of the firm to identify challenges and opportunities, and put measurable action steps in place to ensure success.
Our firm is struggling to hold onto our legal talent. How can StrategyHorse help us?
The war for legal talent has been an enormous challenge for law firms over the last several years. Every firm around the globe is looking for exactly the same candidates, making it even harder to attract and retain the right lawyers. Our unique and proprietary approach to staffing strategy, recruiting, hiring, onboarding, managing performance, and retention is designed to place the right people, save on expensive recruiter fees, and reduce turnover.
Our lawyers are consistently not hitting their billing targets, can you help us with this?
Poor billing hygiene is one of the biggest obstacles to your firm's profitability, and we have the solution. Instead of constant reminders and idle threats, we have developed proven methods for improving billing practices, capturing more time, improving both utilization and realization rates, and reducing billing-related stress. By meeting attorneys "where they are" by addressing their individual work styles, habits, challenges, and motivators, we can help the bridge productivity gaps and improve morale.
Our younger lawyers seem to have a different work ethic than our partners and it's causing problems.
If this is a common belief in your firm, it's likely causing a great deal of friction along generational lines. The problem is not a "bad" work ethic, but a reflection of the absence of critical thinking skills and ill-preparedness for the demands of private practice. We have helped firms all over North America to develop the skills necessary for associate success and to improve the vital collaborative relationships between partners and those that support them.