Law Firm Financial Management

Brooke Lively | If you scale one part of your growth system (like marketing) without scaling the rest (like hiring), you’re going to break something. Usually, it’s the client experience. Here's how to avoid that.

Karen and David Skinner's reality-proofed, six-step approach to annual law firm planning. The key to success: Make goals simple, achievable — and visible.

Camille Stell | A well-executed compensation audit brings clarity, fairness, and strategy to one of the most complex areas of firm management.

Brooke Lively | As a law firm owner, you don’t need more reports. You need better ones. Start with one clean set of numbers that everyone believes.

Karen and David Skinner's checklist building a healthy law referral network that falls within your law practice's "power zone."

A starter set of metrics any small or midsize law firm can adopt to tighten operations, control leakage and keep pricing fair and sustainable

Ask the head of most any law firm about the compensation for a given employee, you'll likely hear something like “$35 an hour” or “$75,000 a year.” Of course the dollar figure is correct but it does not represent total compensation.

Brooke Lively | Underperforming billers cost far more than their salary. They create a drag on revenue, waste valuable leadership time and poison your firm's culture.

Worried about falling behind on your growth and profit goals? Focus on these five things to keep your growth from stalling.

Brooke Lively says that with clear, measurable requirements, you can choose new partners wisely and with less fear. Here are three things that make a good partner.