Serve First, Sell Later Marketing
Serve First, Sell Later Marketing
#53 Transforming Law Firms Inside Out with Molly McGrath
In this insightful episode, we sit down with Molly McGrath, a renowned expert in legal recruitment and founder of Hiring and Empowering Solutions. Molly shares her extensive knowledge on revolutionizing law firm dynamics by focusing on empowerment, innovative marketing, and recruitment strategies. She discusses the importance of bridging the communication gap between attorneys and their teams and highlights the role of team involvement in marketing efforts. We delve into effective strategies for building a strong personal brand and engaging with the community to boost business opportunities. Whether you're looking to enhance your firm's presence or retain top talent, this episode offers actionable advice to help your legal practice thrive.
Resources mentioned:
Key Takeaways:
- Empowering employees through better communication and delegation is crucial for building successful law firms.
- Recruitment and marketing should be approached with creativity and urgency, similar to engaging clients through marketing.
- Leveraging video content and involving the entire team in marketing efforts enhances a firm's visibility and efficacy.
- Building a personal brand and engaging in community outreach are key strategies for expanding business opportunities.
- Continuous engagement and feedback are essential for retaining talent and fostering a dedicated workforce.
Episode Chapters:
- (0:00:00) - Empowering Legal Professionals Through Coaching
- (0:12:06) - Revolutionizing Hiring and Marketing Practices
- (0:23:33) - Effective Legal Marketing Strategies Focus
- (0:36:22) - Empowering Legal Professionals Through Resources
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00:00 - Sylvia (Host)
Hello everyone and welcome back to episode 53 of the Serve First, sell Later marketing podcast, and in this episode, I'm super excited to speak with Molly McGrath, who is a powerhouse in the legal industry when it comes to recruiting, hiring, training and developing exceptional talent, and Molly is not only a highly respected expert, but also an author of several books and the host of the Top 10% podcast.
01:59
And what truly impressed me about this conversation and why you absolutely need to tune in is Molly's ability to bridge the gap between attorneys and their teams in a way that fosters collaboration, growth and incredible results, and her unique perspective on empowering legal professionals to build thriving, people-driven practices really aligns so perfectly with our mission here at SG and Associates. So if you're ready to rethink your approach to hiring and hear game-changing insights on building an unstoppable team, this episode is for you. Let's dive in. Welcome, molly, so excited to have you on the show today. And, first off, thank you for being here and taking the time to share your knowledge with our listeners. I know that you are a highly respected expert in helping law firms recruit, hire, train and develop exceptional talent, and you've also written several books and have a podcast as well, called the Top 10% Podcast. So thank you for being here and thank you for doing what you do.
03:12 - Molly (Guest)
Oh, thank you for having me. I'm excited for our conversation today.
03:16 - Sylvia (Host)
Awesome and I'm genuinely intrigued with the work that you do and you and I have had this conversation before because it aligns perfectly with our mission at SG&E Associates, which is helping legal professionals grow their practices using proven marketing strategies. So I'm really excited to dive into today's conversation with you, and I think that the best place for us to start would be by having you share your journey in the legal industry and what really inspired you to create, hiring and empowering solutions.
03:53 - Molly (Guest)
Oh gosh, you know when most people, when you ask them their backstory, they're like well, the industry kind of found me and that's really true for me when I moved from Buffalo, new York, to Denver, colorado. Back then the only way to apply for a job was through paper classified ads. And I had just moved and applied for a job at an organization called National Network of Estate Planning Attorneys and got hired right on the spot to become an administrative assistant for their practice development team. They're attorneys who would give back and coach other of their membership clients. And it's interesting because, thankfully, I knew nothing about attorneys. I had never been involved with the law at that point, only the things I heard on TV. Right, they're money hungry, they're arrogant, you know, they have a heart of a cinder block, they're rough, tough, all the things, intimidating, and it couldn't be further than the truth. So at the point I wanted a job and my first assignment was to go to their biannual conference. So there's attorneys and their team members from all over the country at this conference. My job is to be customer service, make sure they feel welcome.
05:10
And at the cocktail parties, at the breakfast breaks, you would mingle and say tell me a little bit about your practice, what's working, what's not working. And the attorneys would say business would be great, but for employees. And then you turn to the right and you talk to the employees. They're like tell me a little about what do you love about your job, what have you? And they would say, surprisingly, you know, I would love my job, if only my attorney would give up control and delegate more to me. They're not giving me enough to do. I can make a difference Like wow, there's a massive disconnect here. They both want the same thing, but they're not speaking the same language, and you know. So immediately I fell in love with the industry, realizing they're human beings first and foremost. They have the exact same problem, regardless of industry that we all do around communication, getting buy-in, all the things.
06:06
And through that I went to my boss at the time and I said listen, we have this coaching program for these attorneys. Now this back in 1997, where coaching was not a household term by and large and especially with attorneys, all their dollars, hours and energy would go into CLE and, you know, correcting their technical legal skill set versus the coaching and consultant side of things. And so I went to them and said you know, I went to that conference. I talked to all these employees, talked to the attorneys, and I see a massive need and a massive gap to really pour into the employees right.
06:46
What is the greatest asset in any business? Our people. As an entrepreneur, as a business owner, you know this more than anything with marketing. We're not made to do it alone. We need our people to be empowered, excited, emboldened, invested.
07:02
And so I went to my boss at the time, after being in my company for about 90 days, and said can I start a coaching program for these team members? And he's like sure, see how it goes. We go to the next conference and I have a line out the door of people wanting to come in. And it's really interesting because the attorneys would walk them to the room and to the conference room and then they'd be like have their ear to the door trying to listen what I'm trying to teach them and tell them. It's really cute.
07:32
But you know, that was where my passion came for truly the hiring and empowering side of it. I started out with developing a program within my job at the time in the organization. It really grew some legs and there's a massive groundswell and I saw the need and now you have these empowered teams and I realized that sometimes people, the breakdown wasn't necessarily with their people, it was through their hiring process. So then I'm like I really have to solve this problem from both sides at the onset, on the hiring side of it, but then also from the day that they're hired, to support them with their onboarding and consistent empowerment and then, ultimately, retention.
08:17 - Sylvia (Host)
Wow. So what were some of the key things that you were teaching in the coaching sessions? I'm curious what were, like, the biggest areas you think you had to really coach on as areas that needed?
08:29 - Molly (Guest)
attention, you know, first and foremost of getting out of employee mindset and entitlement mindset. So the first assignment I gave all the employees where you know they're like the attorneys are bottlenecks within the process. They don't delegate up, you know, when it comes to marketing, of course, like we don't have enough leads or what have you, but they never have enough time to devote to marketing. They don't review the copy or the content that we're getting back from the agency, blah, blah, blah. And I said here's your first assignment, gang. I want you to go back and I want you to shadow your attorney for a solid week and this is going to be your training. I want you to sit in every client meeting, every marketing meeting, every speaking engagement. I want you to every time they come out of a meeting and there's a line of people delegating problems back up to them.
09:19
And it was interesting because they came back the next Monday. We were on a teleconference back then. Because they came back the next Monday, we were on a teleconference back then. There was no Zoom and they were all in tears. They're like we had no idea.
09:30
They never got to use the restroom all day. No food, no water, anytime that they walked out of their office. People were constantly bombarding them with more problems and problems and they really understood. I said your job is to become their gatekeeper, to become their production cop and to support them and hold them accountable to the things that they need to do, such as marketing, to be able to really serve in that visionary role and to grow the business. So I was teaching about communication, about perspective. I was teaching them about how to run their attorney's day, how to have not only have their back but have their front. My goal was to train them on how to become a mind reader by and large and to understand and really get inside their calendar, their tasks, their duties and their secret list of visionary projects and ideas that they have that nobody can seem to get to. And really you know carving out that time and giving as much airtime and space and grace to marketing as you would. A client appointment.
10:49 - Sylvia (Host)
Oh, I love that. That's amazing and you know thinking about where we are today. What do you think are some of the biggest challenges that law firms are facing today when it comes to exactly that hiring, retaining and empowering talent?
11:09 - Molly (Guest)
Yeah, first and foremost, hiring. So the hiring landscape has changed in every single industry, but in legal in particular, the unemployment rate is 0.43%. So the days of throwing an ad out on Indeed or ZipRecruiter or LinkedIn or what have you, and getting shredded with resumes, whether they're qualified, unqualified, what have you, are over. It is cricket. You know, if anybody's really a rock star, a difference maker, a value creator, they're gainfully employed and if they're not, they are unemployed for a hot minute, making a transition of some sort based on their family dynamics. Or maybe the other law firm they're with is going out of business, shutting down, partnership, breaking up. You're really sitting like at the mercy of personal situations and become an opportunist of wherever they're coming from and grabbing them as quick as possible. So hiring anymore is sales and marketing 100%. So the ads you put out there need to be written very much like a Facebook ad copy that you're trying to attract your ideal client. The old days of having you know all these requirements you need and the qualifications and making it very one-sided are over. You have to write it. I always tell people, almost like a matchcom, like you're trying to land your forever, you know spouse or what have you ad where it has to be engaging and it very much has to be just very much like marketing copy intrigue someone enough to raise their hand and say I'm interested in this. So it's created disruption, very much like marketing and hiring space. Hiring is 100% sales. So you, once you know that it's time to hire and I say the second you feel that niggle, don't stuff it, start actively working on it, because hiring right now is incredibly slow, unlike anything before, and having a dedicated person, whether you're a legal professional, a recruiter or what have you or you empower somebody inside your team to take the lead on this, because law firms typically have a very, very arduous, hard hiring process, those days are over.
13:32
The second you see a candidate, you have to pick up the phone. Now it's even moving more. So People don't answer their phone, they text. They don't even reply to these email messages. Technology and information and communication, as we all know, is ever evolving and changing. So the old ways of emailing and what have you don't work anymore. It texts by and large.
13:54
And so what I would say is, when you know it's time to hire, take action right away, because I'll get phone calls every day like, oh, I've been putting this off. Don't put it off because it is. You just expect that it's going to be a long process and then, having a dedicated person that's working on it, you want to talk to the person, engage with very much like you would with a lead. You pay all this money and time and energy and effort for marketing. You're not going to let a lead sit on your voicemail or sit in your inbox or sit in your DMs and not respond to them.
14:29
You know we should be incredibly ruthless about time kills all deals. So anytime that you have in between that you're really running the risk of another rock star company getting to them first and putting them through the process. So speed, speed, speed. It's no longer. Can you come in next Tuesday for an interview, get in that Zoom room as quick as possible and figure out if they have the right energy, the right humanness, the right integrity, way beyond skill set knowledge and things of that nature, because it's usually the human stuff we tend to interview from interview skill set experience, all that. We have to reverse engineer this, because the reason people don't work out is typically the human being stuff, not the human doing stuff.
15:17 - Sylvia (Host)
That makes total sense. So it's all about you know, taking action and using speed to bring in as many you know qualified people as possible. To start that interview process, I guess is a way to really get ahead of your competition too, because I guess there's demand and not enough supply.
15:36 - Molly (Guest)
Yeah, and very creative and disruptive with your ad that you put out there.
15:42
Another tip I'll be really quick, just like marketing videos converting at the highest amount right now. You know, you see this with shorts and reels and everything else. Same thing. The law firms that we're able to place for in this very insane type market are the ones that use the video. So I have them make a video very much like they would for a marketing ad or display ad, really selling their energy, their culture and really talking about why your firm is the best firm for anybody to work at, and so we use that for our inbox strategy and it's hands down. Most recruiters are incredibly lazy and are still adopting to old school practices. So you know, just like anything else, it's about creative disruption.
16:27 - Sylvia (Host)
Mm. Hmm, yeah, and that's certainly disruptive for sure. I mean it's not your normal way of recruiting, said the firm's ability to how they communicate what their brand is, whether you can resonate with the firm itself just based on who's in the video, that's important as well. So I really like that idea of using video to build that communication strategy and marketing strategy around finding the right participants or the right talent for your firm. Now, in your experience, how does having the right team in place support a firm's marketing efforts and just general visibility, would you say?
17:11 - Molly (Guest)
You know, I think marketing starts right at when people say to me oh, I need just a receptionist, or they outsource to a lot of these outbound agencies for their call centers and what have you. I think it's a massive disservice to do that. We really need to shift and realize it's not just intake, it's not just reception, they're part of your marketing team. So in the firms that I work with, I make certain that the intake team and the receptionist and the legal assistants actually attend a portion of the marketing meeting where they are giving what I call yesterday's news. You know this better than anyone. You work so hard as a marketing agency or helping law firms drill down their strategy and it's so solid it is, you know, tried, tested, proven, all that. And then we don't get any feedback or what have you. Or we get the phone calls, say they're all junk leads, we're not getting enough leads, or the copy's not converting or whatever it might be, but we don't get the voice from the people that are answering the phone and processing the leads. But we don't get the voice from the people that are answering the phone and processing the leads. And so I make my teams really be part of that, because the marketing team should be incredibly excited to get their voice and their feedback in regards to that. They're like you know, it seems like that our targeting is, you know, targeting baby boomers. Let's just say or what have you? Or maybe we do probate, but we're getting a ton of leads that are coming in for probate litigation.
18:44
Our firm doesn't do litigation.
18:46
We want to know that information in real time so we can make changes versus most law firms. Just look at their marketing analytics and Um, the reports and dashboards at the end of the month are even worse at the end of the quarter. And I make the client services and the intake payment right down to the receptionist have a quick daily huddle. I call it yesterday's news. They stand up, they dissect every single phone call, every lead that came in there, whether it came from referral source, community outreach, paid traffic, past clients, what have you and analyze it and then really follow the life cycle of the leads and find the superstar winners or what have you. Get that information back to double down, especially with referral marketing in this day and age. It breaks my heart how many people gloss over that anymore. And the firms that I work with that really pour into their community outreach and their power partners right in their marketplace and their community are seeing a heck of an ROI on more of that wholesale organic approach versus even paid traffic, and that's the ideal recipe, I think.
19:55 - Sylvia (Host)
Yes, absolutely, and I love the idea of training staff to really analyze what's coming in from a lead perspective. How do we improve this, how do we make this better? And by involving, you know, many different levels in the firm in the marketing process just really builds the talent to really grow from a marketing perspective and really start attracting also the right types of not only clients. But part of what you're doing as well is attracting the right talent and using the inside team to develop those marketing capabilities. Did I get that right?
20:36 - Molly (Guest)
Yes, you know, as you were saying, that it reminds me of something. You know, marketing can mean various different things to people. Branding meaning that we have the logos, the pens with the logos, in the conference room when the clients come in, whatever it might be. I had a firm yesterday and I was facilitating their weekly meeting and the attorney mentioned a few times he goes. Well, guys, you need to pay attention more to details Because I noticed when I walked in the conference room our branded video wasn't playing on the screen. They have every detail in that office, in the conference room from the client experience.
21:11
Marketing does not stop past getting a lead. Marketing needs to emulate and echo through everything from you know, prosperous imaging and how you're dressed and what have you. And they all glossed over it. I'm like whoa, whoa, big time out, like this is a big deal. This could make or break. And it's interesting because I said just out of curiosity, how many appointments was it? And he goes just two, I go. Did you get hired by those two? And he's like no, and I go just two. I go. Did you get hired by those two? And he's like no and I go. I don't want to hear any other reason, but the only one I could come to is the experience. You know, the Disney experience wasn't there, the candles weren't lit, the aromatherapy with our signature event and the video our signature video that walks us through what it means to be a client in this firm, where it's not playing.
22:00 - Sylvia (Host)
It makes total sense. Yeah, and you're absolutely right. It's all of the elements of marketing that adds up. There are many different elements to marketing, but the client experience is definitely one of them that can have a huge impact. So we look at ways in which firms can build their brand and differentiate themselves, because we are in a very saturated market, particularly for legal services. So what are your thoughts on whether a law firm's team members should actually try to build their own brand, both online and in person, as opposed to relying on the firm's branding, and how that can help them?
22:42 - Molly (Guest)
You know that's a great question and it is one that can be sticky and tricky at times. You know, I think it depends on the position, number one, and how long the person's been there. I've had firms that have like that's part of the 90-day onboarding and you need to be out there promoting the firm but then also out there doing community outreach, make sure everybody knows that you're the client success coordinator, the life care, you know, coordinator within the firm and you don't really know this person. You're still in the honeymoon phase. So I say, you know, figure it out. Maybe after a year onboarding you can introduce that and once you have tried, tested, proven metrics that the person is the right person within the firm, I think slow your roll with that one.
23:32
And then I think it really depends on the position. You know I try not to breathe sheer in the room, I try not to come from scarcity mentality. But marketing coordinators, community outreach coordinators, paralegal things of that nature, absolutely I believe in them, having I've seen many of them do it very, very well, as long as it's standardized in some regard and has that you know that stamp of approval on it and has that you know that stamp of approval on it. If they're going to be doing a personal brand, that is also pointing back and connecting back to the law firm, because I have heard some horror stories, unfortunately, of firms that have adopted that. And then you know there's this whole thing that's out there and I'm just going to name it about people you know leaving and starting their own shingle and then bringing all the clients and things of that nature. So for me, I guess it really depends Make certain that you have a human being with the emotional intelligence, that they're a lifetime person there, that they have the proven track record.
24:36 - Sylvia (Host)
So I mean, if they were to go that route not with the intention of leaving a firm, but becoming more a rainmaker at the firm, which ultimately helps the firm when they have team members that are out there and bringing in new business and if they were to do that, what do you think are some of the best strategies they could use to start bringing in new business?
25:01 - Molly (Guest)
You know, especially if they're going to be a rainmaker. I am a huge fan of community outreach and breaking bread and building power partners, so the firms that I work with are typically always OPP, speaking on other people's platforms and providing free education and information things of that nature. Some of my estate planning and Medicaid attorneys will have their community outreach or associate attorney going in there and facilitating bingo every week and sponsoring all the gifts for the event coordinators, because they're budgeted to that nature where, by and large, you're hitting one-to-one, but one-to-many as well 100%.
25:45 - Sylvia (Host)
So speaking on stages, I think, is still whether it's online or in person is still the number one tool out there for legal financial mediation experts to just grow their practices and build their brand. But there's a way and a process to do it right so that they're spreading their message at scale, but also doing it effectively so that they're actually bringing in new business. So I totally am aligned with that and really believe in what you call OPP, which I love that acronym, and you bring up one point.
26:20 - Molly (Guest)
I just want to mention Whoever is out there rainmaking. This is why I like to bring the front of the house marketing coordinator, client service coordinator intake Whatever you're doing, it needs to be communicated and there needs to be accountability, trackability and measurability attached to it. Right, because sometimes we get in the habit where I'm the rainmaker, so I'm out there golfing every day, or I'm out there speaking or what have you. But we want to make certain that what we're doing brings back business and it's impactful. So, just making certain, whatever you're doing, that you're tracking it and measuring it and looking at it and if it's not producing results of any kind within the respectable amount of time six months or one year or what have you that we kill it and move on to another strategy.
27:10 - Sylvia (Host)
I think just tweaking, reviewing, looking at the analytics and then deciding what can we do differently or is it time to just shelve it right, Like no longer use it. But I think looking at the analytics and really understanding what could we do to improve this or what could we do to change this to get better results, I think is an important step before actually putting it aside and saying it doesn't work anymore.
27:34
Because I think that's also a big mistake a lot of professionals make is they'll try something once and they'll say, oh gosh, that didn't work, so I think I'll put that aside and try something else, and then they're after the next shiny object. So, yes, totally agree that we've got to really analyze it and understand how do we make it better before we put it away. What are the biggest mistakes that you see law firms make with respect to retaining talent, and I'd love for you to just share maybe a couple of the top two biggest mistakes.
28:06 - Molly (Guest)
As far as retaining, here's the thing. We have to treat our people, our HR, our talent acquisition like marketing in sales. So we have to consistently be re-enrolling our team on why they want to be here, why they want to stay here. We want to make it a place. My favorite favorite emails when I send out to people, you know I'll use this subject line because we all know subject line is king. I use the subject line that says are you happy? Are you being treated well and are you being paid what you're worth? If not, let's talk. And it's so great when I will have people that will reply and say, hey, no, I really loved your subject line, but no, thanks, I'm incredibly happy where I'm at. I want to find that law firm and say whatever you're doing, 10x, it Keep doing it because your people won't even talk to a recruiter. It Keep doing it because your people won't even talk to a recruiter even when. Then I basically told them I'll give them whatever they want, and so that's so gratifying for an owner to hear that where they won't even consider wasting their time talking to a recruiter for a better opportunity.
29:15
So for retention, you have to pour into your people. Remember you're hiring human beings first. Human doing second. What do human beings need at the very core of their essence? Time, attention and feedback. What do attorneys and professionals and entrepreneurs in C-suite have limited resources in Time, attention and feedback. They're not leaving for more money. They're not leaving for Cadillac benefits. They're not leaving for profit sharing. They are leaving because they're ignored or the only time that they hear from you is when things have gone south and it's not a very pretty conversation.
29:58
So consistent, persistent communication. That's hardwired my law firms. I make them do a weekly stakeholders meeting because I believe everybody who works in the law firm is a stakeholder in their mindset and their energy and their entrepreneurship of their job. I make them do a daily huddle. It doesn't necessarily have to have the business owner operator, but somebody who is a critical team member and team leader checking in on the polls what's working, what's not working, what worked yesterday, where do you need help? What are your top three priorities for today? Where do you anticipate to get jammed up? Literally a military stand-up meeting that lasts no more than 15 minutes.
30:38
You do not get a plan to win a Super Bowl champion game and just make a plan and then just go full throttle on the field. Nope, you have timeout, you have halftime, you have locker room huddle before. You have locker room huddle after, you watch film, after the game, to see what worked, what didn't work, to make the revisions you were just talking about. And we need to give that same thing that we would with a marketing strategy, a business plan to our people. And when you give people time, attention and feedback and you give them an opportunity for growth and you give them and I don't mean just money you give them an opportunity for their voice and their insight and the job that they're sitting in which probably none of us ever sat in, because we've never been the receptionist, we've never been the legal assistant or whatever it might be, especially if it's a newly created position they'll never leave you.
31:34 - Sylvia (Host)
Love that. That's golden advice, molly. Thank you so much for sharing that. I'm sure our listeners will gain so much knowledge from that. I love the way you put it into perspective and how it can really make a difference. So team is everything, but it's the effort that the management, the owners, the founders of the firms put in to keep and nurture those relationships. So great advice, awesome. What do you think are some of the biggest marketing mistakes you see law firms making?
32:03 - Molly (Guest)
You mentioned. One is that they kill things too quick and so they don't see instant gratification and results and they're making knee-jerk reactions based on emotions and fear versus data, information and analytics. So I would say, first and foremost, before you deploy anything whether you're spending money or no money, if it's organic what have you is that you're very, very clear on, by and large, what results you anticipate to get from this. And, number two, what you're going to do to track and measure it every single week. And number two, what you're going to do to track and measure it every single week. That's the second mistake. I cannot tell you how many businesses law firms in particular that I talk to. I'm like when's your weekly marketing meeting? They're like we don't have one Like every single solitary week. You need a weekly marketing meeting, same place, same time, with an agenda. The attorney doesn't have to run it. Have your client service coordinator, your marketing coordinator, intake coordinator, where you're looking at the data and the information analytics. Yes, you know yesterday's news, as I call it, but you're also working on your marketing plan. You're reviewing blogs or the things that you never can get to and they become a bottleneck, whether it's launching a new website.
33:18
Can't tell you how many firms create these strategic plans, then they start to deploy them and then they come to a screeching halt because it becomes so overwhelming and soul crushing, especially for a business owner and entrepreneur. A lot of attorneys don't have a marketing degree. They don't really understand it. That's why they hire professionals, but then a lot of times the professionals will do the website or make the brochure whatever the copy or the email marketing and then send it to them and they freeze because they're like I don't know what I'm looking at, like I don't like this subject line, but it doesn't matter if I don't like it, why did you pick this one? Why does it convert?
33:59
So my whole rule of thumb in marketing is touch it once. So when you create the plan and the plan gets deployed, make certain that you have hardwired time for your attorney. If they need to give the final stamp of approval in their calendar every single week and somebody take ownership of it. Where you're coming in and you're bringing it with them, you have it printed out. Most attorneys I work with still like pen and paper and they want to highlight it and red line it and all that. So speaking to their listening in a way that makes a difference for them and gets them to take action and to get moving on the strategies. So it's really that they're not giving it the proper time and attention that it needs to 1% it, 2% it every single week.
34:47 - Sylvia (Host)
I love the idea of the weekly marketing meeting, regrouping and just keeping everything on track so that you are implementing that marketing plan. Such valuable advice for sure. Any parting thoughts for us today, Molly?
35:02 - Molly (Guest)
You know, when it comes to building a personal services or personal brand business, I think this message has come clear. Your people are really dying to take things off your plate. Dying to take things off your plate. They're dying for the permission to lead.
35:23
I hear this from employees, whether it be VAs, oversee I hire a lot of oversee, virtual assistants or W-2, or in-house or whatever it might be that they want more. They want to be a difference maker, they want to be a value creator, creator and they want to be an everyday hero. So if you hire right, trust that your people can 80% most things for you and so include them. People want to be included and part of, and then again you know, once you give them your vision, your direction, and they take the ball and run with it, make certain you have a follow-up meeting so you can review it and then you can also build your confidence that they are competent to handle it, because your job at that point should be for coaching, mentorship, direction and redirection. When you build a business like that, there's really no need to manage people. You're just leading them.
36:20 - Sylvia (Host)
Fabulous. Where can our listeners find out more about you, Molly?
36:25 - Molly (Guest)
Yeah, the easiest way probably is to go to our website hiringandempoweringcom. You can see there we have our published books that I've written there. Also, we drop a podcast every single week, a pocket coaching every Saturday. I've been blogging for 18 years and so a lot of value add information that I'd like to put in like a pocket coaching modality that can give you that booster shot every single week. So probably just subscribe there so you could get on our list and receive those goodies in your inbox.
37:00 - Sylvia (Host)
Fabulous. Well, we're going to put all the links in the show notes so that people can access all this information. Thank you so much for joining us today, molly, and really sharing your incredible insights, which I know our listeners will absolutely love and find it so valuable and find it so valuable, and I'm just so grateful for you taking the time and sharing your expertise and the passion that you bring to helping legal professionals thrive. So thank you again for being part of the show. Molly, thank you for having me.