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One of the most common barriers to implementing interview programs is the lack of internal support for the idea. We all know that without internal buy-in, launching a new initiative can be nearly impossible. Some lawyers are opposed to the idea because they are protective of their client. Others are opposed because they fear what the client might (or might not) say. Some may be opposed simply because it’s something new and unfamiliar. (Let’s face it—law firms are not exactly known for being early adopters.) Several recommendations for addressing these issues:
- Share the statistics – the numbers don’t lie. Check out last week’s post for rationale and statistics that can be shared with the naysayers.
- Find your “champions” – they are out there, I promise. You just need to find them! This can be done through good old fashioned face-to-face conversations with people in your firm. Well worth it, because your champions will do just that: champion your idea.
- Form a “champion” client interview committee – once your champions are identified, bring them together to form a client interview committee. Ideally, the committee will consist of attorneys from several practice areas, as well as the firm marketing director and business development/client relations staff. If you can get your managing partner on-board, your committee would surely be unstoppable.
Committee members are the most crucial ingredient in the client interview recipe. Once your program launches, committee members can also assist in identifying the clients for interviews.
After internal buy-in has been achieved, the next step is to tailor your specific program to goals fitting your firm’s specific needs and expectations. Stay tuned for the next post for guidance on goal-setting.