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Thoughts on ways to improve the management of professional services firms

Showing posts with label law. Show all posts
Showing posts with label law. Show all posts

Friday, September 27, 2013

Slater & Gordon 2012-2013 after tax profits up 67 per cent

It been interesting watching the evolution of Slater & Gordon since it first announced its intention to list on the stock exchange back in 2007. Now it is one of three listed law firms, along with Integrated Legal Holdings and Shine.

At a time when many Australian law firms are struggling to retain let alone increase fees, eight of the ten largest firms by revenue saw fees drop by up to 5% in 2012-20130, Slater & Gordon fees for the 2012-2013  financial year rose by $A80 million to $A298 million, with net profit after tax up by 67%. The firm has also moved quite aggressively into the English marketplace via acquisition.

Slater & Gordon has the advantage that its core consumer legal services marketplace is not subject to the same cyclical fluctuations as the commercial market place. It is also aiming to rebuild its class action pipeline.   

Saturday, July 09, 2011

Allen & Overy's profit conundrum

Back in February 2010 I recorded UK law firm Allen & Overy's Australian opening. Then in February this year Clifford Chance entered the Australian marketplace. Both moves were part of a shift east towards new growth markets.

Wednesday 6 July Allen & Overy announced their results for the year ending 30 April 2011, effectively the end of the firm's first full year in Australia. The results were headlined "Robust growth and investment" with the key features summarised as:

  • Turnover up 7% to GBP1.12bn (USD1.87bn; EUR1.26bn)
  • Profit per equity partner stable at GBP1.1m (USD1.8m; EUR1.2m)
  • Distributable profit up 6% to GBP455.8m (USD759.8m; EUR512.6m)

On the surface, not bad. However, I was curious to know more, so downloaded the accounts. These showed a considerable increase in the number of partners and an actual decline in operating profit, as well as a small decline in the firm's net assets. How, then, did A&O achieve an increase in distributable profit so that profit per equity partner remained stable?

The answer lies in the treatment of Canary Wharf costs. I quote:

The Board decided that as the cost of exiting the Canary Wharf office is only payable in the future and benefits the partners in the future, for the purpose of determining the distributable profit for the current year, the charge would not be taken into account.

This may be fair enough, but it does suggest that the quoted key figures on firm performance may be a little misleading when it comes to assessing the firm's actual results.

So far as Australia is concerned, an article by Samantha Bowers in Friday's Australian Financial Review noted that A&O in Australia has grown from 17 to 21 partners with about 100 lawyers. She quotes Finance Director Jason Haines as saying that Australia had produced high revenue growth but not much profit growth since A&O in Australia were still in an investment phase.  

Friday, February 25, 2011

Clients are their own worst enemies

In December in The importance of a discipline of professional practice I said:

Bluntly, we professionals are letting down our clients. Worse, we are sometimes doing it through our narrow definition of what constitutes professionalism.

I have no truck with approaches that guarantee clients higher costs and worse results, even accepting that clients are their own worst enemy!

While I did not follow up on that remark in the way I said would because of other pressures, the same pressures that forced me to merge my two professional blogs, the issues have been much on my mind.

At the moment I am working on a web based project for Sydney law firm Dilanchian Lawyers & Consultants. I normally don't mention specific clients, but in this case I know that Noric won't mind because we share common concerns.

I won't go into the details of the project. However, it does focus on ways of assisting lawyers and others concerned with law to improve performance. Not performance measured by billable hours, but performance in the actual delivery of, or management of, legal services.  

As part of the project I have returned to the mapping of the service delivery process. I am focusing on legal services. However, the processes involved are common across all professional services. By service delivery processes I am not talking matter management, although I recently saw some rather good workflow software here that makes matter management much easier. My focus is broader.

I have written before about the importance of the diagnostic (Role of the Diagnostic in Professional Services - medicine vs law, Professional services - the importance of the diagnostic). My focus here was on the professional. However, we also need to focus on the client.

Simply put, my argument is that we need to educate clients in the approach that they should follow in seeking professional advice.

Let me illustrate with an example that all lawyers and many other professionals will understand. A client needs a contract or agreement to do x. The client comes to the lawyer and says draw up a contract. This is where the diagnostic comes in because it helps the lawyer better define client needs. Often, the lawyer will find or feel that there are some underlying problems.

Before going on, remember that a contract is no more than the legal wrapping around something that the client wants to do.   

Now what the gun slingers do, they used to be called cowboys in the computer industry, is to give the client just what they asked for regardless of any underlying issues and then move on to the next billing. Others ask questions and try to identify problems.

A difficulty now arises.

Say the case involves an intellectual property matter. Definition of the IP involved is usually central to such matters. This may seem self-evident, but you would be surprised at just how often the IP is ill or even wrongly defined. Then there are the questions of the relationships between the parties - these involve multiple flows (money, management, IP creation) - as well as the various protection and reporting clauses. Again, you would be surprised at just how often these are ill-defined.

The lawyer faces a choice. How much effort should be put into assisting the client to identify and solve what are, after all, commercial or business issues? 

We live in a just in time world, a world of see problem, fix problem in which scrappy emails or even SMS instructions have come to replace proper instructions. This adds to costs. We also live in a world where the thinning out of management, something that I have written about, means that in-house knowledge is less than it used to be. This means that people have become more reliant on external sources of advice.

To the gun slinger lawyer, all this is an opportunity.

If the client has cash and is prepared to pay, then you follow through. Give the client the contract, but ask passive information questions. This process can be strung out. If the client has no money, just give them what they ask and move on. After all, you know that further legal fees will come should things fall over. The more conscientious lawyer will try to help, but also knows that the time costs involved may never be recovered.

All this is not an academic argument. Real money is involved. I have seen cases where large legal sums were paid that were not only unnecessary, but could actually have been seen to be unnecessary early on. 

This is not an attack on lawyers as a profession. Rather, it is an argument that says that performance improvement in the delivery of legal services is a two way street.

Lawyers can improve their performance through things such as better diagnostics. But we also need to educate clients as well.       

Friday, February 18, 2011

UK's Clifford Chance to open in Australia

In February 2010 I reported on plans by Allen & Overy to open in Australia - Allen & Overy to open in Australia, More on Allen & Overy in Australia.

The British law firm Clifford Chance has 3,200 lawyers working across 20 countries. According to a story in yesterday's Australian Financial Review - it's behind the pay wall -  Clifford Chance will merge with Sydney's Chang, Pistill & Simmons and and Perth's Cochrane Lisherman Carson Luscombe from 1 May.

The official press release states:    

"The importance of Asia to the global economy and to our major clients has already resulted in substantial growth for our market-leading Asia operations," said Peter Charlton, Clifford Chance's Head of Asia. "Any credible growth strategy for the Asian legal market can no longer ignore the importance of the Australian market to the region, both as a destination for, and a source of, investment. I'm pleased that in CP&S and CLCL we have found such a good solution for our clients, and I'm looking forward to welcoming the partners and staff of both firms to Clifford Chance."

In December, Lawyer's Weekly carried an interview with Ian Cochrane. This has nothing directly to do with the merger. I just found it interesting.   

Friday, November 26, 2010

Keddies, Slater & Gordon & the law

This cartoon is taken from the Sydney Morning Herald.

Shakespeare-420x0 In Corporatisation, Keddies and professional ethics, a post written back in July 2008, I reported on the problems faced by Australian law firm Keddies as a consequence of its billing practices. I gave a brief update in October 2008 in Keddies case threatens legal billing practices.

Although I really didn't say so at the time, I did wonder whether or not Keddies could survive. In fact, they did and have been purchased by listed Australian law firm Slater & Gordon for a reported $A35 million.

Russell Keddie, Keddie's founder, has admitted to the NSW Legal Services Commissioner that he was responsible for the gross overcharging of a client and plans to retire from practice.

All this has led to some scathing criticisms from regular legal commentator, the SMH's Richard Ackland.

I did wonder and still wonder about the wisdom of the Keddies' purchase. Time will tell.

Saturday, November 06, 2010

Canadian material on professionalism

In Lawyers like history, Christopher Moore reports on The Chief Justice of Ontario's Advisory Committee on Professionalism's 13th Colloquium on the Profession. The theme of this year's colloquium was History of the Profession: Lawyers, Legends, Legacies and Lessons from Ontario Legal History.

Chris's post led me to the Law Society of Upper Canada's page on the Advisory Committee. I mention this because the page contains links to material on professionalism, including papers from various colloquiums. I haven't had time to read the material yet. 

Wednesday, April 28, 2010

History of Canadian law firms

Christopher Moore pointed me to an interesting article by Christopher Guly in The Lawyers Weekly on the history of Canadian law firms, tracing the rise of larger firms.

Gully notes that the process has been slower than in the US. Its partly a matter of relative size of the two markets, but is probably also linked to institutional factors. My impression is that the sizing process has been faster in Australia, a significantly smaller country.   

Wednesday, February 10, 2010

More on Allen & Overy in Australia

Since yesterday's post, Allen & Overy to open in Australia, I have been mulling over just what the implications might be.

When i wrote yesterday I did not have the names of the people who had left Clutz - Australians like shortening things, so Clayton Utz is commonly called Clutz. Since then I have seen a list provided by ALex Boxsell in the Australian Financial Review. I can't give you a proper link because it's behind the fire wall.

This was quite some people raid. The fourteen who left Clutz included:

  • Geoff Simpson, partner in charge, Perth office
  • Michael Reed, national managing partner corporate
  • David Wilkie, national head of real estate
  • Michael Parshall, joint head of mergers and acquisition.

I must say that I was quite fascinated by the machinations that must have gone on to organise this coup.

There has been something breathless about the reporting on this issue. "British bombshell a shock for local firms" read one headline, "UK raider sparks legal talent war" another. Obviously this type of raid will force all major firms to review their strategies. However, I also think that we need to keep a bit of perspective.

  Allen & Overy is a big firm, with annual gross revenues in 2008-2009 reportedly at $A1.96 billion. However, the current strategy is essentially high end niche, with A&O planning to grow its partners from 17 to a possible 30 in the immediate future.

Depending on the average charge rate achieved and the leverage adopted (A&O is reportedly looking at 50-60 associates for the its starting partners), we are looking at a projected fee base of perhaps $A55-$A60 million in the first instance. Substantial, but still not large in a total legal services marketplace of around a reported $A12 billion, of which the top eight firms control perhaps $A3 billion.      

Tuesday, February 09, 2010

Allen & Overy to open in Australia

Interesting article in The Australian by Legal affairs editor Chris Merritt on the plans by Allen & Overy to open in Australia next month. The firm will open with seventeen staff, fourteen lured from national firm Clayton Utz.  

While Australia is the world's 14th largest economy, its relatively small size together with its remoteness from Europe and North America has kept it a little below the global horizon. This has actually given local firms something of a protected market. 

Australia's recent economic performance has been quite astonishing by global standards. This plus the China link has focused more attention on the country. 

Allen & Overy's core practice areas in Australia will be energy, mining and natural resources; finance; infrastructure; investment funds; mergers and acquisitions; private equity; tax; telecoms, media and technology.

These are generally all areas where Australia has a significant local market for legal services. It will be interesting to see how Australian practices respond.

Friday, July 10, 2009

Problems with English in drafting

Recently I was preparing a funding agreement. Essentially a scissors and paste of previous documents to provide a base that could then be supplied to the lawyers for review.

In doing so, I found a major problem with language and in particular the difference between English usage in the US and the rest of the English speaking world. I found that I had to go through on a line by line basis to ensure consistency.

I mention this because in a A Licence to Spell the LexPublica blog had an interesting post on the same topic from a Canadian perspective.    

Wednesday, July 08, 2009

New statistics on Australia's legal services' sector

Short note to say that the Australian Bureau of Statistics released a new publication, Legal Services Australia 2007-2008.  It has been quite some time since we have had statistics on legal services, and unfortunately the new release is not directly comparable with the previous one. Still, there is some interesting data.

Wednesday, December 03, 2008

Australia's dominant role in Asia's legal services market

At drinks one evening in Shanghai, I was struck by the Australian legal presence in China. The following table illustrates in a fairly dramatic way just how big the Australian legal sector is in Asian terms.

Table: Asia's Top Fifty Law Firms by Country of Origin

CountryTop TenTop Fifty
Australia716
China27
UK-6
US15
Japan-4
Korea-4
India-3
Singapore-3
New Zealand-2
Hong Kong-1

Source: The ALB 50. Joint country firms allocated to main country.

The Australian dominance in both the top ten and top fifty is quite striking. Equally striking is the dominance of common law countries.

Looking forward, it will be interesting to see how Chinese and Indian firms perform. China is already number two.

The view over drinks in Shanghai was that China was using administrative action to tighten up on the grant of required visas to expatriate professionals.

From an Australian perspective, access to the Chinese market for legal services is a key issue in the current negotiations on a China-Australia free trade agreement.

Friday, November 28, 2008

Australian law firms retrench

The economic downturn in Australia is clearly biting the legal sector.

A story in today's (28 November) Australian Financial Review - I cannot give you the link because it is behind the pay wall - records that Corrs Chambers Westgarth has retrenched fourteen lawyers to try to fit its business to the new economic landscape. This brings the total number of retrenchments including support staff to something approaching fifty staff.

Last week DLA Phillips Fox confirmed that it had retrenched twenty staff including twelve lawwers at its Sydney and Auckland offices.

Saturday, October 04, 2008

Keddies case threatens legal billing practices

Back in July 2008 in Corporatisation, Keddies and professional ethics I reported on the problems facing Sydney law firm Keddies centred on allegations of overcharging. Since then the firm has been forced to retrench staff, while the whole legal billing system in Australia is now under review.

Those interested can find out further details here.

Tuesday, August 05, 2008

Cadwalader Caned - strategic lessons

Bruce MacEwen had an absolutely fascinating post on the troubles of the US law firm Cadwalader.

The short story is that the firm achieved five year's rapid growth reaching profits per partner of $US2.9 million. In doing so, the firm focused on one main market area, structured finance. To Chairman Bob Link, profits were all.

The collapse in the US financial markets badly affected the firm. Their attempts to build alternative practice areas failed. Now the firm has been forced into dramatic retreat.

I will leave you to read Bruce's story. I do not think that the firm's problems were in any way linked to corporate approaches as Bruce seemed to imply at one point in his post, but to greed combined with strategic mistakes.

There is nothing wrong necessarily with a focus on one market area, nor indeed with dependence on a small number of clients so long as you recognise and compensate for the risks involved. However, the problem is that when you are on a roll you become blinded to those risks.

Sunday, July 13, 2008

Corporatisation, Keddies and professional ethics

I have been reworking some of my material on corporatisation in professional services for a conference paper I am delivering later this month.

One of the concerns associated with corporatisation is the risk that it might create new ethical conflicts. I dealt with this one briefly in a post in May 2007, Corporatisation and Professional Ethics.

One difficulty faced by those who would oppose new corporate forms on ethics grounds is the reality that ethical conflicts can already arise in a billable hours environment. In this context, the troubles that have beset the Australian compensation law firm Keddies Lawyers are instructive.

Those who are interested can find some coverage of the Keddies' issue here:

I am not in a position to comment on the detail of the Keddies case. However, if you stand back from the detail, you can see how existing billing practices can create ethical problems independent of the nature of firm structures.

Monday, March 10, 2008

Associate attrition in law firms - five bottom lines

I was rather struck by the quote from Bruce MacEwen:

The problem, in a nutshell, is attrition. Despite increased salaries and bonuses, more (professed) attention to work/life balance and associate development, more indisputable investments in stress management, concierge services, and day-care, by years three to four anywhere from 30 to 50% and more of associates are out the door.

This problem is not unique to the US, nor just to law. The reasons are complex and relate to the way many professional services firms are managed.

Bottom line one: too many firms take all the fun out of work.

They do so in all sorts of ways. Too much emphasis on narrow performance measures. Too little emphasis on recognising personal success. Limited grant of real professional autonomy. The list goes on.

Bottom line two: firms are inconsistent.

How many firms have you seen where a real gap exists between the firm rhetoric and the way that performance is actually measured? How many firms have you seen where a firm emphasises perfomance while actually accepting the opposite, especially at partnet level?

Bottom line three: give the guys a break.

Unrelenting pressure can destroy anyone. There has to be a balance. People require time to recharge, to gather their strength. This is especially true for the best performers, even if those performers themselves do not always recognise the need. So look for ways to give your best people a break.

Bottom line four: make things easy.

The single biggest impediment faced by many associates in getting their job done is their superiors. And here the biggest problem is the availability of scarce supervisory time. If you waste your associates' time, they will leave.

Bottom line five: recognise that your associates have a career outside your firm.

This one is hard. How do you invest in and support people who might leave? The answer is that you must.

We live in a cynical world. The reality in most western countries is that staff no longer have an automatic loyalty to the organisation. We - public and private institutions - have told them that they must look after themselves and they have taken us at our word!

In this world, trust must be earned and re-earned. Ignore this fact, and you will lose your people.

Monday, August 13, 2007

US Market for New Law Graduates

In two recent posts I looked at aspects of current Australian professional salaries.

The first post looked at graduate starting salaries across professions within Australia. The second looked at the results of the latest survey on Australian legal salaries.

A short post in the morepartnerincome blog drew may attention to a US NALP survey on the US market for new law graduates, providing some interesting comparative data.

The overall median starting salary for new US law graduates was $US62,000, well above the Australian equivalent of $A42,000. I must say that the size of the gap came as a surprise.

Compared to the overall median starting salary of $62,000, the law firm private practice median was higher — $95,000, an increase of $10,000 over that for the Class of 2005. Medians for jobs in government and as judicial clerks increased modestly but remained considerably lower, at $48,000 and $46,500, respectively. The median for public interest jobs remained at $40,000. The higher median in private practice notwithstanding, for all full-time salaries reported, salaries of $55,000 or less slightly outnumbered salaries of more than $75,000.

Interestingly, given reports of some starting salaries in top tier firms, just 14 per cent of salaries were either $135,000 or $145,000.

Another perspective on US graduate starting salaries can be obtained by comparing them with average salaries in the Australian top-tier firms for those with five year's experience: $A96,000 in Brisbane, $A110,000 in Perth, $A120,000 in Melbourne and $A125,000 in Sydney. Again the comparison draws out the differences in salary levels between the two countries.

All this raises an interesting challenge for Australian firms, one not unique to law. How, in an increasingly globalised market for professional staff, do you retain your best people when they can earn more elsewhere?

This is not a small issue. According to a 2005 Australian Senate inquiry, there are now more than 750,000 Australians living outside the country, many highly educated.

An Australian Bureau of Statistics study found that the number of long-term and permanent departures of Australian residents had increased considerably over the 20 years to 2005.

In the 12 months to December 2005, there were 158,000 departures by Australian residents for an intended period of 12 months or more. This was more than twice the number of Australian residents who departed in 1985 (69,600).

In 2005, almost two-thirds (64%) of all departures (or 101,000) were to OECD countries. The age profile of Australian residents departing for a period of 12 months or more in 2005 differed from that of the overall Australian population. Most noticeable was the peak in the 25–29 years and the 30–34 years age-groups. One-third (34%) of all departures were of people aged in these groups, yet people aged 25–34 years made up only 14% of the Australian resident population.

This trend has continued since 2005. So far, Australia has had a net brain gain with skilled migration offsetting Australian emigration. However, this is small consolation to individual firms struggling to recruit and retain good people.