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The broadcast is now starting. All attendees are in listen only mode. Welcome everybody to today’s webinar secrets of law firm, owner productivity brought to you by<inaudible> and Ken Hardison. Before we get started, a bit of housekeeping. Everyone is in listen only mode that’s so that we don’t have any stray audio. That’s distracting. If you have a question, you can use the questions tab on your software to submit them,
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and we will get to them. At the end of the broadcast. Also a recording of this webinar will be available in the members section of our website<inaudible> dot org. And that’ll be up there sometime tomorrow. Once again, if you have any questions, feel free to use the questions bar, but right now I’d like to turn it over to our host.
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Ken, Thank you. And welcome to everybody. So I wanted to do this today. Nicole’s what is the penetrating penetration? They’re having big challenges. They can’t quite make it to the next level. They just can’t seem to get anything done. And they’re always just putting out fires and, you know, being very reactive versus proactive and the deal is it’s hard to be really successful unless you productive.
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And it’s really hard to be, have a successful law practice unless you offer them as productive. And that means everybody from the, the mail clerk to your top litigator. Um, so the deal is, uh, you know, this is, this is, uh, these are habits and traits that can be learned. It’s not something that you’re just gifted with.
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Um, but it takes work and it takes focus and, uh, anybody out there can do it. If I can do it, you can do it. So we’re going to talk about two things, uh, how to triple your personal and then also your law firms productivity. Um, yeah, this is a lot of new material that I’m never lobby half of it that I’ve never even thought about before.
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So, uh, you’re I hope you’re in for a treat. I hope you like it. So let’s get started. So like I said, we’re going to show you how to get much more done both personally and within your law firm. So here’s the big deal. You gotta change your mindset, you gotta change your team’s mindset. So you got to start thinking more strategically than tactically.
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What I mean by tactical use is just putting out fires or let’s just go do this with no really big strategic thinking involved. I mean, you’ve got to create, you have to know where you want to go. You know what I’m saying? And you want to know what goals you have and we’ll get into it more. But you know, you need to,
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if you don’t know where you go in hockey and you know, bloody have somewhere to go where you’re going, right? You don’t know what your five year goal is, and I’m not talking about money. Let’s say like, uh, it could be other things like I want to be the premier place to work in this state, or I will, or I want to be standing up,
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you know, a hundred cases a month or Rabo knitting, uh, a hundred thousand a month, or I won’t be grossing 5 million in rev, whatever your goal is, any, and always gotta be money. A lot of times it is, but the deal is, or maybe you go miss in a, I want to net 250,000, but be able to take off.
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They go home everyday at five o’clock and be able to take 30 days in a row off. So, you know, how am I going to get there? So you have to work backwards. So we were getting into that a little bit, but then you got to break it down. So we won’t talk about that. But the deal is you gotta be more proactive than reactive,
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and that’s where you gotta change your mindset. Because what I see is the lawyers that are retired is, uh, the most unsatisfied in their practice are the ones that are reactive. And what I mean by that is you’re reacting to what other people are doing or outside forces. And what you’ve got to do is be proactive and you set the goals and you,
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you know, instead of putting out fires, you’re creating your vision and where do you want to be in three years, five years or one year or six months, three months. And here’s the other thing I say to you when you’re doing these things, you got to create an urgency<inaudible> um, and it starts with you as the leader. I’ll be honest with you,
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all that, all the things that we’ll talk about today, it starts with you as a leader. Um, and some of you I know are not well from a owners, but the deal is if you’re the head of anything, a leader of anything you have got to instill urgency in all the people that work underneath you, all your warriors, you’re standing up.
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You’re your take, who would, because it, you don’t. Yes. That who is, and I don’t think you gotta be a slave driver, read them. No, but you do that. Well, we had a, by getting 110% buy in for the team. So I know you’re thinking game, this all sounds great behind the world. We’re going to do all this.
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Well, I’m going to show you, but you really, I’m not sure you do today, but it’s like, everything else. It’s a big pass or map the clap. You gotta do it. One bite at a time like emails, one bite at a time. That’s how, that’s how you deal with anything. That’s a major challenge. Optical bill wallet.
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You cannot get the mindset. It comes. If you try to think, you know, do it all at one time or whatever, you’ll never get it done. So you gotta break it down and eat that Elton or by the time. So here’s what I think are the four keys to making this happen. You know, you got to adopt the quarterly planning and implementation and you got to use workshop and with your team and this workshop and stuff that I’ve never really talked about.
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Mmm. But we’ve been doing it. The film lives about two or three years, but two years, it is really made the big difference. Mmm. How much we get the, and you gotta use focus and discipline and establish some accountability. And I will tell you this. I was asleep. Well, one of our mastermind meetings, he went last month and he’s<inaudible> habits.
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And they call him the growth guy. He just<inaudible> all over the world. Yes. They got it. That knows how to scale a business and teachers, anywhere from half of me know, business is $200 million for billion dollar businesses. He helps them grow even more. Yeah. He said the two keys to success of scaling up, any kind of surreal business.
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It was talking to her mastermind should, is focus and discipline. And I thought about that the whole week after he said that, then it made really good sense to me. And then the last thing is you got to change. You are in your teams habits. Oh. Or you can call them routines, but we all get stuck in a routine and it doesn’t have to be a good routine.
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Right. You get stuck in the habit of being reactive and just putting out fires and not being proactive. And that’s the way to go big. If you get it, you know, it’s just like good habits. Then you got bad habits, right. Disliked, uh, this, this year I decided I’m going to get, trying to get better in shape.
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And so I’ve started a habit. I’m getting up at six o’clock and going to walk in, and then I’m going to see my trainer at seven 15. Um, and as I do it, let me tell you the first two mornings I got up and do it. I hated it. And I wanted to just turn back over. Men say, screw it.
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It’s cold, you know, sleepy. But once I got in the habit, now it’s not a big deal. You know, it’s just part of my routine. But I get up in the morning. I pretty much got a routine from 6:00 AM to around 10:00 AM. Do the, about the same, the same thing, but I’ll work on yeah. Certain things up to 10 o’clock and then I start my daily tasks,
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but I’m working on my business role, my personal growth room by tomorrow. So here’s the, here’s probably gonna be the biggest deal. I won’t tell you that is a quarterly goal planning and implementation. Yeah. Mmm. You know, annual goals hardly ever work because everybody wakes to the last, uh, quarter. Yeah. There’s never urgency involved. There’s no focus.
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There’s no discipline. You know, we have the grant aside deals. I used to be the same way. They’ll go to this issue. We’re going to go play for this issue. It takes about 20%. You know, we’re going to add, you know, uh, this or that. And what happens is you wait and I’ll set about September,
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October, you said, damn, you know, we forgot about this. We get so busy working, putting out fires and reacting, everything that we, everybody, you know, to, to get it though, or does it get it done? And it’s a mess. I mean, you know, you get half of it done. And if you did get half of that,
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it’s not right. Or choppy or it’s ineffective because you just have tried to compress it all and do a year’s worth of work and get a quarter. Uh, and it’s just not productive at all. Yeah, no, you got to plan it out. So here’s the big deal you should have thought about this before, but you should really have larger goals.
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There’s no doubt about that in like a five year goal. We talked about that three year goals when your goals, uh, and ended up talking about this before, and I don’t really think I have it over here, but you really want to have a big hairy all day should go. And that could be whatever you want it to be. That’d be something that’s probably that’s a 10 year ago.
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And that should be something that probably, yeah, it would take a lot for it to happen. I guess what I’m saying is is that it’s something that’s not going to be easy, easily obtainable, but it’s certainly that if you could wave a magic wand, this is what I’d want and it is possible. Uh, but it’s thanks for that’s why it’s a 10 year ago.
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It’s not something just go ahead and load it up. But if you can put it in somebody from one year to turn your bills, as part of the is to get to the, what we call the, Beehag the big, hairy, audacious goals you can get there. But here’s the deal. What I’ve found is that you’ve been able to get things done.
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You need, they do break it down to quarterly. So you get like an annual goal.<inaudible> five or six annual goals or whatever, or things that you want to get done next year, or this year in 2020, but you really need to break it down into, uh, quarterly goals and quarterly projects. Have you want to say that? And the key is you really don’t need it two or three of them going on at one time,
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you know, they’re big projects or goals for that quarter only do two, but never do number three. As some of you will. Like I said, by calling projects, the key is I don’t really care what you go, the stuff that you want to get done to reach your annual goals, uh, and your three year goals where you find your skills.
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So how so? Here’s a stupid question I get when I talk about this too large. So how do you decide what it’s going to be the whole you should be working on? And this is where a really low this methodology of, of doing this scoring goal is because you workshop. Those are, don’t know what workshop, and as I’m getting ready to go through and explain what it is and,
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uh, actually take you through it, how it works step by step. So you’re not going to be pencil out. You might look into that. Now, take that and go. This is stuff that doesn’t really to tell you the nuts and bolts of hell, how to make this work in your welcome. So the surrogate key is a workshop. So what this workshop and well,
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the dictionary defines it as a meeting in which a group of people engage in intensive discussion and activity on a particular subject or project. So I think this is, like I said, this is the greatest myth that I know of focusing on solution improvements within it all from, you know, reaching your goals. So, so here’s the deal. You decide doing nobody involved in it because here’s the key to this.
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You’ll get 110% buy in because these people are going to be helping you decide what you going get none of that score. Yes. So it’s got to be what I call Mmm. People that are vested in your law firm. People that feel like they have ownership and what I mean, ownership, not legal ownership, but they feel like that they own the part of the law firm.
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And that they’re, it’s important to them. They buy it if it, you know, Mmm. And they won’t let you help you grow this law firm, it’s your key people, no doubt about it. And then I’d always have to be dismantled or there can be some really good paralegals. It could be personal intake. It can be, you know,
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what do you orders? They could be whoever you want it to be. It really doesn’t matter. You just want people that are team players and, and have a vested interest in seed you and your law firm, uh, succeed because they know then you succeed. If the law firm succeeds that they’re going to succeed and here’s the deal, it could be a receptionist because you never know where the big ideas come from,
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because everybody’s a different, I was looking at things. They got different backgrounds, life experiences. And so sometimes you just really, you may surprise window. Some of our biggest ideas out of the yellow graphic artist, but the believer of not. So like I said, this helps you get 110% buy in from your team because they’re helping you create this.
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Yeah. It is.<inaudible><inaudible> you decided on it. The cushy still got the battle Beto. No doubt about it. But, uh,<inaudible> the dudettes would pick them up for the last two years. We’re all on the same page. Yeah. We all kind of know what needs to be done. Thank you.<inaudible> so let’s get that out to them,
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to them nuts and bolts of how this works. So first, you know, what would that do? Say after the meeting, like two weeks before the next quarter starts, then you can set up your quarter’s anywhere you want. And then we have a meeting and it’s a, I mean, actually it’s about a day long. Uh, yeah. Yeah.
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Then had to be that long, but it can’t be that long. And so what you do to get her buddy in there, you give them blood pants, peanuts, and you got a lot more and you know, you write down what you want and three your goals, or, and then you ask everyone to take out no, no pads or sheet of paper and write down three to five projects.
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The firm should be doing the next quarter to help reach those goals. So it will give them, I have a long, they need 15, 20 minutes while they were, and then you don’t want to call out the ideas. You have them write them down and you go around to call on each one of them and you have somebody lead it, facilitate it.
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Uh, this young lady here to take this one, uh, usually at Irish appeal, our CEO. And does it, it can be administrative. It could be, you could be office manager. They write down each one, everybody calls out. So you go around and everybody says, this is my identity. If you had to push you, don’t want it one time.
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Right. And here’s the deal. This is the key to success. Is there should be no new criticized anyone. Oh, don’t say, well, that’s stupid because that’ll ruin it. Cause what you will, it was 110% participation and yeah. Uh, you do not want to staff people. Well, there are also some great ideas come up, come out of things that people thought,
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additionally sounded kind of stupid. But when you really start thinking about it, like really damn good sense. So that’s the key you a hand? Uh, no, no stupid ideas criticized people say and all that street or that won’t work. Don’t go there. And like I said, you will say some duplication. So what you do is you go around and you want your sleeve or outbound is there’ll be three of them,
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probably three or four. Oh, the same. Everybody’s got the same on. And so I, I, you know, you just put up, you know, so one, every time it’s an indication, just put a one beside it like this, the one paperless, you have more valuable things, but you’ve got three people that say we’ll pay for a secret one too,
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to Marsh beside it. It’s like telling a about unlike the Iowa caucus, hopefully they can be done a lot quicker than that. But, uh, what you want to do is try to get consensus and then pull it up down is, uh, we get down to three or four and maybe you can do it one or two ways. You can think about it.
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You can have people talk about why that they think it’s going to be the two or three we do. Or you as a homeowner can just decide, you know, everybody’s good. You know, I try to go to one that other guy, no most consensus that I got 10 projects up there, but I got three that Scott, more than, you know,
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three or four days got morning. One person that I do, I’m going to look at those a lot more closely. Cause that means there was more than one person in this law firm on this business lead that we need to do this. So they’re probably probably good likelihood that you need to do this. Right? So after you do that, then you decide,
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uh, you pick two or three, depending on how big deal. And then you, then we go workshop at again. So this is like a, everybody to take this first project going paperless. Alright, everybody write down. There’s some people are gonna know as much as other people are there. Every task that you could think of in the world,
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you would need to complete this project over the next 90 days, excuse me. And then we’d go to the site within the four weeks, all each person, somebody at the white board, right? Bill, each task. And like I said, if you’ve got the duplicates, don’t ride them. Now that’s a lot of Watts. And then you agree,
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can you discuss it? And you a mullet we’ll workshop in whatever you want to call it in the side, that leaves<inaudible><inaudible> rule. And you agree with that. And everybody getting measured, everybody agreed, this is what it takes. Then you could buy that. You need to do something down the road later on as you get into it. But this is what we’re starting.
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And everybody agrees, okay, this is the checklist, whatever you want, call it. Okay. Now it comes to the big critical step. I think it is that you’ve got to assign these tasks to people and with a hard deadline. Yeah. Well we’ve found is a lot of people just volunteer and this will be certain people that have certain expertise that in some things you might have to AppSource right.
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It’s technical still, but you still put somebody in charge. I’m getting that outsource and making sure that whoever you have source support has it done on the deadline. So there might be a task. Uh, I tell you Carson and have their Nazi person do a, B and C. Uh, it might be a BA<inaudible>. Everything is I call them benchmarks,
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which you’re hit the hard deadlines, uh, basically because that’s coma instill a sense of urgency. And here’s the other thing you’ve only got 12 weeks to do. So you’ve got 13, if you figured there’s starting weeks in a quarter. So you’ve got 13 weeks to get it done. So that also creates urgency. But the great thing about it is since you build it all mapped out and you know,
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when things are done, Mmm. It’s sort of like a contractor building a house. You think about it. And um, went do that twice. Yes. And I can tell you where the problems are. Very, very clearly. Yes. Ma’am, you know, a contractor lays it out. He’s got deadlines. He wants to get the validation done.
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They want to get in the frame of mind and they want to get the<inaudible>. She brought that, you know the fixtures, but you can do one before. You can do the other sometimes. So the deal is these more deadlines when they are not made, they don’t dismiss up the dope. You mess it up and hold it back. People download the,
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the, uh, the task line, Matt, I’ll be able to get them what they need to get done. So it’s very important that everybody understands that these are not, Mmm, suggestions of deadlines. Uh, these are hard deadlines. That’s why I bought the word hard with a capital H uh, and the day he comes in his heart. So do you do this for each project?
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I call it a project. You can call it goals or whatever. And, and here’s what we failed. Uh, yeah, it really does help. And we do get things done. So how do you make sure, so this is the third key. You gotta use focus and discipline and establish accountability because people respect. What do you inspect? That’s just the way it is delegate.
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Yeah.<inaudible> Mmm. I trust the verifier. So this is the verification process. So what we do, you don’t have to do it this way, but there’s a lot of cheap or three project softwares that are easy. They call it back and use it. It’s gotta be easy for those of you. There’s not be personally done it. We can have technology<inaudible> but we,
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uh, we’ve used the blood and we won’t have, we’ll just change the number to base camp, but there’s yeah. The 20 of these out there, and I’m not recommending, we got flung. It goes, it was the easiest, a base camp<inaudible> cause you were using<inaudible> so four years. Yeah, bye. But instead of using three different software,
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if we to split the base gap, we do it all. So that’s the reason that we went from blown. Cause loads rather again, I though, and it was inexpensive. I think you can do it for free<inaudible> okay. But here’s the key. Okay. Here’s another real key. You got to have weekly meetings.<inaudible> three minutes. Mmm.
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He used to have the same time and there’s no excuse for you not being there unless you’re dead or at a funeral takes care of everyone goes around. This has got it. This got any task mistakes. What percentage of tasks they’ve completed on time? And so you can even get sophisticated. There’s no powers and all that, if you want to, but I’m just trying to make this simple,
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but all this is, it’s a weekly inspection, right? And what you want to do is get people. They’ve got to sit there and say, they don’t have it done. Are they excited to get 80%? You know, what you want to do is shoot for 80 to 90%. Cause there’s gonna be some things that’s out of their control and they can’t get difficult.
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Somebody helps maybe, but dealing with this, they dropped the ball. We should be able to find their peers and they’re not going to hold after good people that you pick, you know, but you should, uh, they should have it done. And one thing I forgot to say, what would a scientist ask? Well, I’ll tell you this,
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the people in the room, but make sure that these people, when you’re doing these set, these deadlines, make sure you get this managing by agreement. You getting them to agree that this is fair and then they can get it done at this time and then tell, listen, yeah, I understand that. If it’s actually, if you can’t do it,
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this will be, you know, about a 15, 18 each of the 21st and then say the 24th because I’m going to hold you to this. Nope. I don’t want to a promise. Okay. Under promise and over deliver, you know, tell me the<inaudible> make that real clear to everybody. Cause some people be very eager to please and then go over problems.
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Well, what you want to do is be reasonable and realistic. Oh wow. What can be done in a short period of time and get everybody to agree on it, that there’s going to be doing the test because that’s why he will have his weekly maintenance. Is people respect what you does today? I can truly say that. Uh Oh yeah. And you also probably,
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I usually assign a project manager and then she, usually it could be your office manager or your CEO or your whoever’s your head, you a right hand person. They’re all from, I’m not sure. I usually would say three, that person. And I would meet with them once a week on each project is to see or where, so that, so it’s more accountability.
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Right? You’re holding the project manager accountable on the project. Matters. People do the task. Nope. Okay. So he or she is going to make sure, at least they can do a job. They got there. It should be right. And now here’s the deal. If you act like you don’t care. No, not like here. So you got to be,
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you got to still instill that sense of urgency. Yeah. We got to reach our goal, our annual goals or whatever to do that. We’ve got to get these quarterly goals for project stuff. Very, very important. So we started this two years ago and we’ve tripled our productivity with the same amount of people we have not added. In fact, we’re probably down one,
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but it, well, it does. It’s uh, it gives you laser focus, uh, and, and discipline and really get clarity. Oh, what you need to get done? And yeah, there’s a book called the 12 week year. This is where I got the idea from, but uh, not in the workshop, but the whole idea of the Holy ghost athletes,
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when they’re trying to, they do this, trying to train and real short cycles of planning or certain portion of knowledge of certain things, or try to improve the speed agility about the ability to jet up. Yeah. That might be endurance, whatever it is. And that’s the way they really try and exceed the studies. Yeah. Trials have shown that this really works for athletes.
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And so I can tell you from experience, it really works. What brought them to build the study? Uh, a law firm is, is no different than pelvis. Just dealing with clots and legal cases. And we’re dealing with, uh, members. Yeah. And marketing and management. The deal is for delivering services. It’s like you are, Oh,
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so if we’re not selling widgets, it’s the same deal. So here’s the fourth key. You gotta change your habits. And this will apply to you to tell you, but I’ll send you. Yeah. Well, I talked about this earlier about, you know, changing your habits because<inaudible> so, like I said, we can get into a room.
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Uh, you can have great routines or break and have a cheat day habits. Haven’t stuck. Uh, but you only increase, you only develop these routines and habits that increase your productivity. That won’t give me a secret. And they only think I got it over here, but the way to really do this, the role is 21 days. Well,
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they’ve actually done some studies and that actually takes 68 days to create a new habit because you don’t really want to say, I’m getting rid of overhead with useful to create a new habit. You won’t be in the policy, but that’s another thing. Mmm. Right. That’s what I can do with these to attach it to something. Oh, so I can go,
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and this can be for anybody or anything that you do approach personally or professionally. If you can, if you can attach it to something, why could you say, okay, this year I’m more read, uh, a book every two weeks. Okay. Well, when are you going to do that? Well, I’m going to do it first thing in the morning.
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Okay. So what can I do to attach to we read that book. Well, why don’t I put the book on my pillow? So when I go to bed, I have to put it on my nightstand. So when I get up, I see the book or if I wake up at night, it can’t go to sleep. I can pull a book out and read it.
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Mmm. Yeah. Oh, my ideal man is no idea. No<inaudible>. So<inaudible> do that. I will put on my gym shorts, like a wall also attached as I get through walking. I know I’ve got to go straight to my trainers. Oh, the gym with, with the I’m working on the book. So what I’ve done, I’ve told you the story.
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Well, I get back from working out. I don’t, yeah. I’ll get Rick approaching shade. And I go down on my study and I’m working on a new book and I worked for whatever I get back. Usually it’s around eight o’clock, eight to three. So nine 37. And he said, well, nine 37, because we have a,
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a daily huddle meeting, which if you’re not doing this and others, some of your, uh, read the Rockville habits and start doing daily huddles, it changes everything. It makes communication. It focuses people. It’s a discipline. Uh, we’ve been doing this now for about two or three months. Yeah. The whole, everybody is loving it. They feel like they don’t move out what the left,
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hand’s doing the right hand. That’s what the left hand’s doing. They know what’s important, everybody that, and you don’t know what I’m talking about. Did they, of the other ones, do you have a meeting work each person. And he laughs about seven minutes and can do it at all hour. We did ours 37. Cause I grabbed the car.
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She lives in Montana. So she’s that. And she starts to work at seven 30 in the morning. So we’ll do seven after she gets her desk. And you say, you say one with what did I do yesterday? It was really a way that black, uh, black today, uh,<inaudible> screw up and now record recorded successfully. And everybody showed up and everybody gave great.
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I asked him to my questions and they would given if you got any, uh, He stops where you can call being stuck.<inaudible> so they published it. So maybe you don’t deal with them with like a, well, I can have one person who dietician association<inaudible> I’ll call you right after the meeting, but I didn’t want to take up everybody’s time.
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Hey Ken, this is Eric. Sorry to interrupt. We’ve got some users who are complaining about not being able to see the video. Can we put a pause right now and switch the screens up and see if we can pop your presentation back? Sorry folks, Can you see it now? Yup. You are. I can see the slide. Same old way versus a new way.
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Is that where you want to be? Yeah. Looks good to me. If anybody is having any, um, video problems, go ahead and message me or, or send a question. All right. But let’s uh, sorry for the interruption. Let’s keep going. Okay. Yeah, absolutely. Yeah. So what was I talking about here? Oh,
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we’ll talk about the Rockefeller, which was a slap for this. So you’re not missing anything. I would my own daughter about this. And then your priority then<inaudible> is to get a certain zone out or whatever somebody calls or just because, or whatever or medical about everybody from them. That’s a big deal. Uh<inaudible> it brings synergy. It brings to them.<inaudible> sit down.<inaudible><inaudible> less.
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What about mint? Eight to 12 minutes. Uh, if you’ve got a real big farm, then you want to break it down by a section about the management. You might do you, you know, if you got a top section RPI section or, well, you got it. If I were to break it down. Yeah. Uh, I think you get much over like 20 people.
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It’s kind of hard to do it, so I would break it down. Do you know how many people? Pretty much real simple headline. Seven and four ways. So it takes less than yeah. Six, seven minutes a day. So I was talking about routines. So the billing issue, you latch on one thing you got to attach, it sort like spell Crow and that way it keeps you got it.
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It’s a trigger, right? It’s a trigger that makes, you know, I’ve got to do this next thing, but it takes a while to reinforce that trigger. And that’s why, you know. Yeah. But once you do it and you create, use the ritually to do habits, it will increase your productivity. Let me give you some examples of absolutely.
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So here here’s three between habits. I’ll let you should encourage your team members to adopt the daily dose, which I just talked about when star party. I really think then if you really want to get old, that’d be more successful. You’ve got to do these. I mean, it really does work and clever communication with each other. Uh, if you don’t like in these huddles,
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I think as Paul getting a clear communication, but I think really know him, uh, what people are worried and making sure that people understand that, raise their hand, ask questions and to do that, then you can kill the messenger. Right. So, yeah. And then we can get into the five dysfunctions of a team. If you haven’t read that book,
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I would also tell you to read that book.<inaudible> each other, uh, almost making a game and there was actually software there that you can buy on it. I’ll do that for you. Now that I help you. Uh, we don’t use it, but I must say I support the, or<inaudible> not just me. This is like what the good ones have biome is that people to really be at the top of your game.
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I got it, Phil appreciate it. But the boss by somebody else, they will be a pound bill, bill. Appreciate it. And so, you know, uh, I like to do shout outs by the set, the good email to the home, to Sally, great job. What have this person today? You really, you know, you got,
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yeah, you, whatever she did, that was impossible. You though, you really be really not allowed to park or some<inaudible> or something was the intake person signs up a great case. You know, that the person who was having somebody else who had difficulty getting them signed up or whatever the deal is, you want to from each other, because don’t,
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you want to work somewhere where you cool. Appreciate it. The number one reason people quit is not money. Yes. Because, uh, they don’t want their immediate supervisor number twos. They’ll appreciate it. So, uh, well we all like a Pat on the back, we all, what recognition some more than others, but we all like it.
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Yeah. And I think if you do that, that’s the way I personally work harder to get more done than be more productive. So I really think, and I’ve been to farms, cross country where their culture in prices, this, and they knock it out of the park. I’m telling you they are separate, active. Everybody’s happy everybody’s working together.
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Uh, yeah, but they do. They know they’re appreciated, but they know everybody works together to try to get a common goal. So here’s three habits to choose as a lawyer,<inaudible> get me rid of the bath time empires and I’m not going to get through this day. It will take too long. I’ve got up. If you’re a member of Hilma,
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there’s a willing to ball, do a whole, I’ve done a webinar on this before, but how to get rid of it, I’ll give you like five or six tips that can really well, I’ll say, add to the eight hours a week, free time for you to work on your business, whether it be marketing or, or preexist this thing about whatever growing you all for.
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But I guarantee you, if you watch this, that’s how I manage it for all years. And I think here’s what I will tell you about this. And Debbie prioritize you to do is in short your work in like one hour and 30 minute chunks every day of my life, I got up to do lists. You can have a computer. You do have,
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you want to just write it out. And, uh, during the day as things come up, I write it down on this to do list that at the end of the day, and I got another to do list. Did I Mark it out when I get stuck? Huh? So I got to, to do list. This is the day before I finish.
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I’ll look at lot to do in sports bar. And I’ll look at the ones that they get. None the data from my little list, put them all there. And then I’ve got to do an, a prioritize, uh, a maze. It’s gotta be done tomorrow, but it needs, it needs to be done and savings that can wait and just keep doing this over and over.
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That will help you get so much more done. This take us, you know what? This is, this is what burned hardest in this focus in this. When you focus in on what you do task at hand, they’re not being a wreck. Uh, you’re, you’re being strategic. You’re not being tactical. You’re planning for some more. You’re being proactive.
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You’re not being reactive instead of school and off offsite and got a plan. I’ll just, whatever comes up, I’ll deal with it. That it will never, you will never grow any of go. All four of them doing that. I can promise you because there’s just no way. So, and then the other thing is check your time. Uh,
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people say multitasking, you know, the people that love you to ask and get more to that, that is proven to be a farce. But what the studies showed is if you sit down and just Chuck out 30 minutes, for whatever long it takes, you just work on one thing without getting interrupted. You’ll get three times to five times more done.
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Because every time you get interrupted, it takes you five to 10 minutes to get re uh, I provided to get back to you at,<inaudible> interrupting you to ask you some question or whatever. So then as part of my presentation, I do on timing always too, about how to go and be in the, then Peggy, the erupt she’s locked two,
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three hours every day, because you had to stay home to get certain things done. Don’t even go in the office. Uh, and if you’re at the office, don’t be listed note. So like he need to set aside, and this is creating habits. Folks. This is routine, you know, Mike, there’s a deal. It’s a matter of whether you’re committed to do with this.
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It could also be because I’m just too busy. I can do people do what the hell they want. They want to do just like kids. But I absolutely have time and get this done. I don’t have it. If it’s something they want to do. Oh my God, they got time. Hey, that’s an answer is more important. That’s what you’re not looking at this business.
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You’ve got email. Look at it. This is the most important thing. And if people want to really grow, you’ve got to commit. Just say, I’ll do my best. You’ve gotten it damn to make a promise to yourself and put it down right now on your couch. I would chat with each of you start slow, walk out two hours and it could be,
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and just say, that’s appointment with myself to work on what I got to do for the law firm to make it grow. Whether it’s too low or whatever, when you’re working on marketing, maybe working on processes, maybe having meetings with people, maybe getting coached specialists, whatever it is you want. I think you need eight hours, but I’m not crazy about going get lower.
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Just commit that much stop start with. But if you could, you’d say your growth build up exponentially. I promise you go to the pills. If you’ve never read the email or EMS revisited by Michael Gerber, I would suggest my little book. I would tell you the read, because it’s also about working on the business and set up processes and systems and working on the business.
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Instead of working in the business, putting out fires every day, you’re actually being proactive. That’s what the event is all about. And that book is over August, almost 30 years old. It’s still the best sell. Mmm. That’s a habit that you really want to do. And that will give you focus and discipline. And Bernhard said, that’s what it takes to,
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to, to grow or scale a business and scale it up and make it very like super successful. Get out there and say to yourself, boy, that’s easy for you to say, I have got something for you that I’ve created some new program that I’m so excited about. And, uh, I want to talk to you about now while I’m talking about this.
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If you’ve got questions that have been added, I do that Eric. They put them in the chat or whatever. They can type their questions into the questions tab on the software. But, uh, and I’ve got some stay with me now. Cause I got some stuff here that could be some free stuff. So I’ve started Panama, uh, strategic atory carriage.
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And some of them are working all over three years now. And what we’re doing is I’ve been watching, what’s been holding while we respect. Oh, It’s really Oh about get stuff done. Uh, there’s more to it. So I created this program and you’re a little kid, people see that now We are back to seeing the<inaudible> strategic attorney, coach logo.
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Yeah. So basically what we’re doing is this problem probably going out of lane that created this whole yeah. It’s based on what I’ve been talking about in a way about a quarterly planner. And I create a Holy plan of this for the law firm over. Mmm. That can really, uh, yeah. Accelerate to get to the next level, whatever level you’re at.
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Mmm. And we’ll go by, we’re going to do this. It’s not going to be like last demand. It’s going to be in person. We’re going to have four quarterly meetings like about that quarterly. Okay. And I will do an workshop where we do teach and lecture and we’ll probably have a few hot spots, but then after that, and we’ll have,
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uh, forms and tools that I’ve created. One arm, you just saw this, this guy call it the quarterly pocket planner. Uh, we’re going to work on things like your vision, your values, you’ll be hag. Uh, want you talk about things about top 20 cases, network club, P indicators that we should be looking at. Everybody should be looking at these top three different types of brands.
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Be looking at developing. We’re going to talk about your unique strengths. That’s a whole nother thing that I’ve teach, but you will figure out what you’re really good at. Could you take me right. And everything, and you want to leverage your strengths and you will too delegate your weaknesses. Oh, that’s nice. We’ll be talking about, and then the strategic project is quarter.
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We want to help you create your goals for the next 90 days when you’re three to five years. Hi, how are you can get the book instead of asking the question, how can I do this? You know, we’re going to do this. It should be working like about who could I get to do this? And who can, who’s the expert that will save me time and get there.
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And then the personal professional coordinated list, as I say, habits are so important. We have a habit changer. And then we won’t talk about marketing.<inaudible> wow. Really getting them, knowing your numbers. Cause you really gotta know your numbers. So what it is, it’s the growth and success program. And I think it’s really going to help you overcome the obstacles and then holding you back.
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And it’s really going to help you getting a clear focus. We’ll get forms, future. It’s pretty powerful. I should plan. We got tools. You just saw one on so many forms of created help and what we’re going to in between the lab sessions in Myrtle beach, you’re plannable beach first, all it’s April 24. But if you can’t be there because of commitments,
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we’re going to record it and then we’re going to do it last week so you can watch it live and then we’ll have recorded. We’ll go put it in the vault, the members, members from the strategic coach members. So you can go back if you want to go back and listen to one of our presentations or workshops, uh, uh, you can do that.
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Uh, I think it should be perfect if you have problems, they have menu goals. Yeah. Like I said, it’s built upon the foundation of poorly planner and I think it really is a little problem. The master manager break and listen, we’ve had law firms that have grown gosh, quadruple 10 times really? I mean, we’ve got one law that is wrong 10 times.
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Uh, well we got while you’re good. I know joints were years ago. He’s doubled his practice. And let me tell you, he was doing millions before then that actually solo practitioner stuff. That the one has 60 cases that has got 600 cases in like four years. So I mean, master PNL, they’ll blow it to the masterminds. And I agree,
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but those people, uh, to be honest with you, they know how to get stuff done. And some of us don’t, so this is going to help those people. Uh, like I say, it’s not another marketing course or management portion of mastermind course. So two year program, but you only have to commit to a year. Like I said,
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it’s four 41 day. They will have a<inaudible> yeah. Between the monthly meetings, we’ll have group coaching calls. So if you’ve got questions or you’re stuck, I can help you. And I won’t be alone. We’ll have a private list serve for each group. They ask questions to share with the group. And then we might have a private portal where you could download forms where you can watch video replays at the previous lab or the sessions.
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So yes, up the like we’d never done before. Mmm. And I think you can go with how to live like stuff, your life and the practice that’s impeding your productivity. How are you going to set up systems that believe in new issues? Then if you’re going with your focus and creativity, you won’t have the increase, your concentration, but most important money making relationships and activities.
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So what we call focus and discipline, how to increase your productivity, how to get five to 10 times more complex than you ever have in the past. We just touched on the tip of the day, but I want to give you a taste of it. How to create a new found freedom from being a slave to you, all of us, how to make more money with less stress.
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And here’s the deal, lock everything on. Dude, if you get up to the first meeting at Myrtle beach, you don’t think this is a good deal. I’m not going to give you the refund, but because you got to travel, I want to give you $500 back in and the travel expense and know this, the best thing that see I’m 63 years old,
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I’m the proudest of this, of anything I’ve ever done. I really believe in it. Oh yeah. Lawyers. And I know this can do it. I know it can do it. Uh, and I noticed when be by it really made this. Okay. Yeah. The deal is, if that happens to you, take action, right? So the price is 1497.
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Everybody wants to know what the price is. You can prepay. And like I say, you have to do personally, you know, when I can, I’ll give you your money back or I’ll give you the whole 14,000 bucks. Uh, basically you get two months free to pay in advance. I don’t care which way you pay. So people are always looking for this account.
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And I understand that I’ll do the same thing. Uh, so I’ll wait. This is my way of saying this is, you know, can you do any better? Yeah. I can do better as you create that. Yeah, I could do better. So well take 2020 people and uh, starts April 24th, 2020. You do have to do an application.
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I would have two people committed and you had to apply, but here’s what I want to do. This is the big bolus is the free giveaways. You got to sign up the day, but if you can apply about midnight and you drove them up there, thanks. And we’ll give you two things. Two big boluses. I’m gonna give you two tickets to the,
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of Sigma shot. If you already paid for, I’ll give you a refund once you pay. And then I’ll give you videos of that last year, super seven, dated seven 97, seven. And I’m also, it was a dark. We’ll give you videos of our large running domination book. So let’s say 18. They don’t, whether you’re a member or not.
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It can be up to, I don’t know, almost $4,000 bonuses. Oh, so, but here’s the deal. The reason I’m doing this is to create urgency. I’m not going to try them sugar, gutter, but I’m doing that because I know no it’s like being proactive. If you don’t, if you don’t take action, you go set it aside,
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forget about it. So I’ll get into that. You’re not going to be committed. I won’t get you committed the ghost. The deal is you got nothing to lose. You can do all this stuff. Do it.<inaudible> you don’t lock it. You get your money back. Get, keep your videos. Yeah. You could even keep the tickets to the super seven.
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I don’t care. I believe that you’re not going home late. I can promise you. So you need to go to the pillow or four slash strategic credit. You can bill application by midnight. We’ll take you back 10 minutes. I will tell you one thing. It is limited. It’s been practicing three years, at least roast $200,000 in the last 12 months.
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Mmm. Well, yeah, those bonuses were over $5,000. So my math is all that good too. So anyway. Hi, we’ll be back. Yes, sir. Which I questions now, but I would urge you if you, if you got anything out of this program, I got you going to be 10 times a hundred times better. I promise you any questions,
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Eric. Okay. Folks. Does anyone have any questions? You can submit them in the questions tab while we’re waiting for any questions to come in, we will simply remind everyone that a replay of this webinar will be sent out via email and will also be available in the member resource section of our website. Any questions, folks? None yet can go in a couple of seconds.
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We’ll see if anybody has anything pretty straight forward stuff today. Really well. Just I’ll do that last call for any questions. Okay. Thank you everybody. Okay. Nope. We’ve got a couple of questions. Here we go. Um, this is, uh, she, uh, came in late. Um, how does one get to get the quarterly PDF?
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Okay. Joanne, you got into one. Yeah. I’m assuming she’s uh, that, that is, um, the planner, right? Yeah. Yup. Exclusive or coaching clients or members because you really wouldn’t know what to do with it. We’re going to teach it on each level, but it’s not what you think it is. So both. We’ve got another question.
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Um, when will your podcasts become available to<inaudible> members? Well, Actually those podcasts are live right now. You can, you can, um, go to<inaudible> dot org or your favorite podcast platform and search for the grow your law firm podcast. Yeah. Let me ask you did yesterday. Cool. Really good. Really good stuff. I’m really get some really good stuff.
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Use really? It’s a big place.<inaudible><inaudible> One last question. John asks, um, could you tell us again what Beehag stands for? Yup. Big, hairy, audacious. That’s the goal<inaudible> there will be, let me say it in 10 years now only have 10,000 members of billable that’s possible. Is it likely to not miss? We really work our bills.
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Hello, but it’s something to aspire to. I so much like an aspiration, but it is possible. It is possible. But if you don’t raise for the star Wars, are you ever going to get there? So it’s like, you’re really big, hairy, audacious goal, but you probably, if somebody told you that that’s unrealistic would be like about it,
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it is realistic. Is it? There’ll be really hard to say cause like a lot of work about take years. Yes. That’s why it’s a 10 year ago. All right, John, there’s your answer? Good question. By the way. Any other questions before we end? Thank y’all. Thanks folks. Once again, uh, a replay will be sent out via email and this webinar will be available in the members resource section of pilmma.org.
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Thanks for joining us folks. Stop recording. Good luck. I can stop it.