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Resolve to Improve Profitability

Sm_up_arrows Want to be more prosperous in 2007? If you're really ready to move the needle on your firm's profitability, this post is for you.

The most impactful way is to implement Value Pricing. And recognizing that you may not be ready to abandon billing by the hour, that's fine, you don't have to jump in the deep end of that (wonderful) pool just yet...but keep reading because this one action will help your improve profits no matter how you price:

Get a Handle on Scope Creep: Use Change Orders

If you bill by the hour, do you ever have write-offs? Time you "can't" bill? My bet is that you do. Sure, some of that time stacks up because it took, in your own judgment, more time than it "should have" to do the work, so you don't charge it to your client.

But what about all that time that accumulates because of unanticipated work you did either (a) thinking that it would be "just a tiny amount, no big deal" but...it grew or, (b) you didn't know about it because somebody else did it, or (c) you just didn't take the time to call the client to discuss this "extra" work before you started doing it and so you feel bad charging them later.

As you should. It's unauthorized work, right?

After all, You wouldn't appreciate being charged for something you didn't know was coming, either. Sometimes we bill it anyway, but each time it is a risk met either with understanding or annoyance. Usually annoyance. Clients leave over this stuff.

The hardest thing, in my mind, about Value Pricing (which we do here) is the same, exact thing firms that bill by the hour struggle with. Change Orders.

Firms tend not to use them much because it doesn't SEEM as detrimental at the time when you have the hourly cushion to fall back on. Plus, Change Orders mean that you must actually think through any extra work you are about to delve into, talk with the client FIRST to discuss "what it might take" and then receive PERMISSION to proceed.

This may be called a "change order," "work order," "revision of scope," or "new project" and it is a crucial part of successfully managing a customer's expectations. This should be a formal and regular process in your organization.

Skipping this step is a costly mistake. It either costs you in collections or it costs you in client relations.

An irony I see is that practitioners sometimes become ANGRY and RESENTFUL of their clients as they begin to gripe about unexpected billings. "Oh, they are fee sensitive," we hear. Or, "they don't appreciate how hard we worked for them." Sometimes decide this makes them a "bad client." And firms fool themselves into believing that the client's imminent departure is good for the firm.

HUH?? This is a problem on the service provider side. It's an expectation problem. It's really bad for the reputation. And it kills a potential referral pipeline, to boot.

Without trying to quantify the cost of a damaged reputation and lost referral revenue--both big numbers, to be sure--let's just focus on the proportion of write-offs that can be recovered by checking scope creep once and for all.

Most firms seem to have WIP write-offs of 10-20% of gross. Most firms we work with tell us that about a third of this is efficiency related...they just ran up more time than they should have. The other 2/3 is truly money left on the table for failing to talk to clients in advance of additional work being performed.

One $8M dollar firm we know that had a staggering $2M in WIP write-offs for 2005 is confident that well over $1M could have been kept if they'd had a handle on their scope creep because most of it was work that was outside of their very clearly defined engagements. They are fixing this and you can, too.

How? Step up project management and communications:

  1. think through what IS and is NOT included in your project before you start it -- I cannot over emphasize the importance of this step
  2. talk to everyone involved in the project at the outset to be sure everyone completely understands #1
  3. create the expectation internally that anyone performing work not first approved by the client is putting the both the client relationship AND the firm's financial health at serious risk
  4. put in place an appropriate communications channel to assure that associates and staffers bring to the attention of their supervisors/managers/partners any potential changes in scope
  5. be sure the the person with client relationship responsibilities has enough information to set the client's expectation about the financial or other impact of this change
  6. contact the client and get approval (written is always most appropriate) before tackling the work

I bet my 2007 revenues that if you take these steps, that your existing projects will be more profitable. And a lovely side benefit is that they lay excellent groundwork for Fixed Price Agreement work should you move to that model somewhere down the road.

In the event you'd like to read more about other ways to improve profits, see my previous post, Profitability Through Pricing.

Best Wishes for Greater Prosperity in 2007!

Both Tagged AND Z-Listed...

Gee, walk away from the blogosphere for a couple days and you never know what will happen...

In my blog stats, I find all these neat, weird links to my blog and trail back to find that Mike Sansone over at the Converstations blog added me, very early on, to the Z-list meme started by Mack Collier at the Viral Garden. Thank you Mike! And Mack! I am cyber-meeting lots of smart, creative people through this process and am discovering some fantastic new blogs!

On the down side, literally, my Technorati ratings steadily decline. I was once upon a time in the top 50,000 but, alas, have dropped from the 60s to the 70s since the Z-list started. That's okay, though becauseTechnorati misses a huge percentage of the links to my blog so I don't give it much credit for accuracy...and the stats aren't important to me, anyway.

So what's the Z list? Mike explained it like this:

In Revenge of the Z-Lister, Mack throws one high and tight at Technorati's 'authority' ranking system. I agree that authority isn't the right word for T'rati's ranking, though it can serve as a barometer for popularity.

Sounds like Mack and Mike have drawn similar conclusions to mine about Technorati...

At any rate, I will post a recent, quite long Z-list after I answer my Tag calling. Harry Joiner tagged the Z-listers (you clever dog, you) and Dianna Huff of the MarCom Writer blog tagged me, too. Being "tagged" means I have to share "5 things you probably didn't know about me." Then I'm supposed to doom 3 more people to answer the 5 things. Not sure I can bring myself to do that...we'll see.

1. I have 4 children--age 22 down to 4 which means that I have given birth in each of the last 3 calendar decades (a trend that will NOT continue). The year the first one left the house, the last one arrived. The main reason I had children is so that I will get grandchildren some day. At least that's what I keep telling myself as two more entered puberty in the last 3 years.

2. I didn't finish high school...instead, at age 15, I took the California High School Proficiency Exam (like the GED) and the minute I turned 16, I legally walked away from high school and never looked back. I immersed myself at Santa Ana College, and took all sorts of fun and interesting classes such as astronomy and physical and cultural anthropology. I loved being treated respectfully and as a grown-up by teachers and fellow students instead of being "baby-sat." Initially, my major was architecture!

3. I had my first son at a ridiculously early age (married and divorced by age 19), didn't receive child support, and didn't rely on my parents for financial or child care help. I overcame some incredible odds by sheer determination--working 2 jobs and trying to finish college. Those years are a blur of tiredness and macaroni & cheese, our luxury meal. And trying to make ends meet on $340 (gross) a week. When I hear general statements that young moms are destined for poverty, to be unfit moms, or likely to have ill-behaved children, it infuriates me. If that's all society expects, that's all we'll get. Expect more, show faith in these young women, and at least some of them will rise to meet the challenge!

4. Enough heavy ones, here's a lighthearted one: my favorite hobby, because it gets me far away from my computer is scrapbooking. I love the 'back to basics' feelings of cutting and pasting. And of focusing on my family and on memories. I'm addicted to this hobby, but haven't had much time in the last year to devote to it. Do you smell a NY resolution?

5. Five things, huh? This is tough. Okay, I've got it! I am related both to Theodore Roosevelt (7th cousins, 3 times removed) and Aaron Burr (3rd cousins, 7 times removed) no jokes please... according to the book Founding Fathers, it's not certain whether he or Alexander Hamilton actually fired first... You've possibly guessed my other hobby, genealogy.

If you're still reading (I know that was about as exciting as a root canal) here is the Z-list. I haven't looked yet at all of them, but there are a lot of very good ones in here:

Creative Think
Soloride
Movie Marketing Madness
Blog Till You Drop!
Get Shouty!
One Reader at a Time
Critical Fluff
The New PR
Own Your Brand!
OTOInsights
bizandbuzz
Work, in Plain English
Buzz Canuck
New Millenium PR
Pardon My French
Troy Worman's Blog
The Instigator Blog
AENDirect
Diva Marketing
Marketing Hipster
The Marketing Minute
Funny Business
The Frager Factor
Mindblob
Open The Dialogue
Word Sell
Note to CMO:
That's Great Marketing!
Shotgun Marketing Blog
BrandSizzle
bizsolutionsplus
Customers Rock!
Being Peter Kim
Pow! Right Between The Eyes! Andy Nulman’s Blog About Surprise
Billions With Zero Knowledge
Working at Home on the Internet
MapleLeaf 2.0
darrenbarefoot.com
Two Hat Marketing

The Engaging Brand
The Branding Blog
CrapHammer
Drew's Marketing Minute
Viaspire
Tell Ten Friends
Flooring the Consumer
Kinetic Ideas
Unconventional Thinking
Buzzoodle
Conversation Agent
The Copywriting Maven
Hee-Haw Marketing
Scott Burkett's Pothole on the Infobahn
Multi-Cult Classics
Logic + Emotion
Branding & Marketing
Popcorn n Roses
On Influence & Automation
Bullshitobserver
Servant of Chaos
converstations
eSoup
Presentation Zen
Dmitry Linkov
aialone
John Wagner
Nick Rice
CKs Blog
Design Sojourn
Frozen Puck
The Sartorialist
Small Surfaces
Africa Unchained
Perspective
gDiapers
Marketing Nirvana
Bob Sutton
¡Hola! Oi! Hi!
Shut Up and Drink the Kool-Aid!
Women, Art, Life: Weaving It All Together
Community Guy
Social Media on the fly
Jeremy Latham’s Blog
SMogger Social Media Blog
Masey.com

How to Know When You REALLY Get Value Pricing

My colleague Ron Baker has a great post on the VeraSage blog today. He writes:

How can you tell when someone really understands—at a deep and meaningful level—something as complex and multifaceted as Value Pricing? I struggled with this question for years, since professionals follow radically different learning curves, with some "getting it" almost immediately, others take years, while others never understand it at all.

Is there one telltale sign? What's the common BFO—that Blinding Flash of the Obvious nearly everyone experiences once they finally see the light?

Read Ron's post to learn how those of us at VeraSage can tell when someone really understands how the price they charge relates to the value their customer perceives.

Client Portability and Trust

Danhull Are your clients portable enough?

I don't mean portable for you to move on. I mean portable for others to take them from you. "What?!" you ask?

Always intriguing, attorney Dan Hull (pictured) over at What About Clients? says that if your associates can't steal your clients tomorrow, then they aren't involved enough and your firm isn't providing truly outrageous service.

Dan wrote:

"Dude, if you can't steal our clients, you're fired."

Every day, the client service by associates and paralegals should be good enough to permit those employees to actually steal any client, and take them to another law firm...if they were to leave your shop tomorrow morning. Period.

Fact: that's what we want at our firm, and that's what we tell associates.

If you are not, in effect, willing to go that far with your own employees in instituting and daily demanding client service, you are neither confident about client loyalty (not to mention employee loyalty) nor really serious about delivering outrageous client service to your clients.

I've never heard it put quite like this, but I think Dan's got a great point. See Dan's whole post.

In the interest of a single lawyer or accountant trying to stay "portable" (read: uncommitted, silo'd), we frequently see a tendency away from involving others on their accounts. Not only is that profitability suicide (lack of delegation and training), it's also service suicide (more people means more responsiveness, more value, more "brains" on the job), and it's an associate retention disaster.

Behind the challenge: "can you steal the client?" lies the incentive NOT to. This is a culture thing and it goes hand-in-hand with what's at the heart of Dan's message: trust.

This much trust is a people magnet. Don't you want to work in a firm that has this much trust in people?

When there is trust in a firm, culture is strong.

  • Trust that your partners and team members will do the right thing for the right reasons.
  • Trust that associates and other team members will learn what they need to know.
  • Trust that mistakes will be made, but will be handled gracefully.
  • Trust that others will represent themselves effectively with "your" clients.
  • Trust that time is well spent by everyone. (no micromanaging!!)
  • And trust that your outward trust will come back to you exponentially.

Trust is awesome in that, for most people, the more you trust them, the more they deserve to be trusted and will work hard to continue earning your trust. It's a beautiful thing.

Do you want people to work for and with you?

If you don't or won't trust in these things, you might want to think about what it's costing you in client turnover and lost team members.

Visit Your Clients

Surprisingly, when we urge professionals to spend more time thinking intentially and proactively about their clients (instead of just working on bringing in new biz), we are often met with looks--or even heavy sighs--that suggest, "you've got to be kidding."

As we coach professionals of all levels on their individual marketing efforts, it seems like we constantly need to emphasize the importance and benefits of spending a greater percentage of energy or effort on nurturing existing clients (versus new biz development). Existing clients should receive this heavier focus for many reasons:

  1. increasing the level of service to increase the level of satisfaction/delight;
  2. affect longevity in customer relationships;
  3. inspire referrals from current customers; and, oh yeah,
  4. increase the number of project opportunities relative to meeting customer needs--needs you won't know about or be able to help them with if you aren't TALKING with them.

I write today because I just saw Tom Collins' post over at More Partner Income discussing the results of a survey by The Remsen Group. I tend to take surveys with a grain of salt but look at these percentages reported in answer to the question:

Which of the Following Marketing Tactics Has Your Law Firm Found to be Most Effective at Generating New Revenue?

Effective20markeing20activities

Meeting with customers AND specialization (reflected in organizational involvement) reign.

Well, now, isn't that what we've been telling you all along? :-)

Facilitating Groups and Assisting With Change

Seiaf07109_img_2_1 If you facilitate meetings inside of your firm or if you lead client groups in sessions of any sort, you will probably find the International Association of Facilitators to be an excellent resource.

The org has a conference planned Mar 7-10 in Portland, Oregon. The keynote speaker will be Dan Cohen, a principal with Deloitte Consulting, and co-author with John Kotter of best seller "The Heart of Change."

Two "sound bites" from Cohen's MBA presentation at U of Texas, Austin:

On what to remember:
If you remember nothing else I’ve said today, remember this: fear, anger, and complacency. These emotions are what stops change in its tracks. It’s all about a lack of energy in the organization.

On lack of energy in organizations:
Many organizations today do not get people energized. And the leaders don’t get excited, either.

At IAF, Cohen will address the role of the facilitator in change management, transformation and engagement. The session will be followed by an interactive session to generate dialogue about insights gleaned from his session.

Before the keynote are one or two-day preconference sessions. I can personally recommend anything by Michael Wilkinson (former Ernst & Young consultant, now pres. of Leadership Strategies) or ICA -- Institute of Cultural Affairs teaching effective processes and methods of facilitation.

The main conference--themed “The Art and Mastery of Facilitation: Bridging Ideas to Action” includes 60 sessions along the following tracks:

  • Facilitation Academy – Sessions are perfect for new facilitators learning the basics.
  • Advanced Institute – Tailored workshops for seasoned facilitators wanting to dig deeper.
  • Skills, Tools & Strategies -- A variety of methods that you can use immediately in your work.
  • Experiencing and Exploring -- Looking at your work and yourself from a more creative vantage point.
  • Facilitation in Action -- Real-time applications and insights to challenging situations.

Sessions tend to fill up quickly so, if you're interested, mosey over to IAF's conference website* and have a look.

*please note that the on-line registration is a little cumbersome and IAF is working on improving the process, but in the meantime, trust that the conference is worth it so please don't get deterred when navigating the registration...

(In the interest of full disclosure, I am on the International Board of IAF and am IAF's US Regional Representative. I do not benefit financially or otherwise based on members, event attendance, or by recommending speakers who may or may not be paid by the organization to present.)

More Clients Like "You"

"Find your five favorite clients.  Take them to dinner.  Don’t let them leave until they answer this question:  What can I do to get more clients like you?"

This suggestion comes from Matt Homann's [non]billable hour blog.

Okay, about my posting this in "5-minute marketing," I know the dinner itself will take more than 5-minutes, but the invite and asking the question won't!

Recruiter Harry Joiner is Blowing My Mind

Harry_small_1 I really don't know where to start on this post. Suffice to say, I've been following Harry's blog, Marketing Headhunter, for a long time and, though he seemed to have slowed down for awhile, he is back, and back with a bang!

Harry's posts on job searching and hiring don't just apply to marketers--these are pertinent posts for anyone who employs or wants to be employed in today's job market.

Here's some of the stuff catching my eye:

The Future of Linked In
Harry writes:

Linked-In's growth rate might defy traditional growth rates because, like Google, they are solving their market's problems in new and unconventional ways. In other words, you can't imagine what Linked-In's growth rate will be because you can't imagine what they'll evolve into -- and which recruiting platforms they will radically redefine while they do it.

Now, I'm not saying that recruiters are toast. Far from it. But I am saying that anyone who's involved with my industry should be watching Linked-In very carefully.

So... What happens if Sequoia crosses Linked-In with YouTube, giving passive candidates the chance to post two-minute videos of themselves?  Or what happens if Linked-In joins forces with Google, enabling a mash-up of Adwords' reach and targeting with Linked-In's growing network of active job seekers?

Then there's this post:

Why E-Harmony Won't Work for Recruiting
In response to a web strategist wishing he might see an "e-harmony" approach to matching job seekers with job offerers, Harry says, "I just don't see that happening EVER. And believe me, I've thought long and hard about it."

You need to read this post in which he offers five interesting reasons why candidates and HR departments won't find harmony in placement via the Web, alone.

I do take strong exception with Harry's use of CPAs as an example of a profession that doesn't "involve emerging technologies, or emerging uses of existing technologies" or "proprietary processes or technologies."

But, even with that, this post is loaded with thought-provoking ideas.

The third post I'm going to point you to is:

Here is a Question That Helps Me Close Searches
Harry writes

...interviewing candidates is really only half the battle when it comes to brokering a happy client/candidate marriage.

The other half is making sure that you understand what makes the client tick: Who they are as a company, what keeps them up at night, and so on. So without divulging too many trade secrets, I will share the ONE question I ask of every single client whenever I take a search assignment. Ready? Here goes ...

If your company's brand were a person, how would you describe them to a friend?

Read why he insists on asking that question and why HR people don't like it. Learn why your firm's management should ask the question both for prospective employees AND for your own marketing and branding purposes.

Most importantly, see why you should be following Harry's blog, too?

Networking Tips

Tis the time of year to be ubber-social. If you don't already read Allison Shield's blog you should really check out her recent series on networking.

  1. Holiday Networking Tips.
  2. Networking for Shy People.
  3. Networking: What Do I Say.

She's got good stuff, here. There's also some good stuff presented by Guy Kawasaki, with his usual wit, in his classic blog post: The Art of Schmoozing.

Please Don't Leave the Etiquette Out of Your "E"

The delightful Gerry Riskin has a wonderfully pointed post on his blog about E-mail manners and the cost of poor ones. He emphasizes that:

You work so hard to attract and satisfy clients – make sure your emails are not crafted in a manner that undermines your good efforts.

In "Bad email etiquette can send client relations plummeting," Gerry discusses a NY Times article:

Here’s a quote from an article called ‘Yours Truly,’ the E-Variations in today’s New York Times:

Many e-mail users don’t bother with a sign-off, and Letitia Baldridge, the manners expert, finds that annoying. “It’s so abrupt,” she said, “and it’s very unfriendly. We need grace in our lives, and I’m not talking about heavenly grace. I’m talking about human grace. We should try and be warm and friendly.”

I will add that many do not add a “sign on” like “I hope this finds you well” or “It was nice seeing you at the conference. You will recall that I promised to send you a…” or even, “I hope you are having a pleasant day in San Francisco.”

See Gerry's post for a link to a quick e-mail etiquette test.

Gerry's points are very valid and they pertain to internal communications as well. There seems to be a little more tolerance when corresponding via a handheld device...I suppose that's why many people have the little "sent by Blackberry" or "...Treo" message that appends their curtly thumbed notes.

Another rudeness that Gerry's post makes me think of are abruptly ended phone calls. The failure to say "good-bye," or even "thanks," and simply ending a call by dropping the phone onto its base--often loudly--is more common with lawyers than accountants. And it happens a lot...usually by men.

When did people become too busy (or important?) to say "Good-bye," "Hello," or "Be Well"?