Welcome!The inaugural KHS People Salary Survey for legal marketing professionals was conducted during June and July 2021. 405 respondents provided their input. The purpose of the KHS People Salary Survey was to capture important data to help educate and drive our industry forward by ensuring there is transparency and equality. A summary of the results will be available to everyone. Specific, curated data will be provided upon request. The survey questions Each respondent answered these eight simple questions:
It was a requirement to answer each question, and each question had a multiple choice format to ensure accurate and clean data at the conclusion of the survey. AnnotationsThe sheer volumeEight simple questions multiplied by 405 people produced a wonderful plethora of data. This data is expansive and can be viewed from different angles, depending on your purpose. When looking at the data points relevant to you, keep in mind that they are accurate snapshots of salaries at this moment in time. For some, the data may be validating. For others, the data may be surprising or even disappointing. Remember that this data is a guide only. Voluminous data can be viewed differently by different people. It is possible for each person to have a different interpretation; there will be context for each interpretation. This is perhaps both the best and worst thing about salary surveys. The "lagging effect"As this data is an accurate snapshot of salaries at this moment in time, know that this means it does not give you data as to what may be achieved if one were considering a move to a different role at a different firm. We're calling this the “lagging effect”. What is - and is not - providedGiven the volume of data, decisions need to be made how best to present this data for the majority. The KHS People Salary Survey reveals the median salaries. This means that the data is not skewed by especially high or low salaries. For this reason, the median is typically seen as a more neutral data point; it can't be pulled higher or lower (unlike an average). The higher and lower ends of each range are not shown. This decision was the hardest one to make when presenting the data points. Ultimately, while helpful to some, these more extreme data points are simply too open to interpretation without the proper surrounding context. We are happy to provide this context and these data points to any person who wishes to see this. We have said from the start that a summary of the results will be available to everyone and, specific, curated data will be provided upon request. Let us know what specific need you have. Round numbersTo ensure accurate and clean data, the survey questions relating to salary and bonus asked for a number range by way of an answer. These ranges were very small so they would not impact the quality of data. For example, the majority of the salary ranges provided were in ranges of $2,500 each (such as: $100,001-$102,500 and $102,501-$105,001). Therefore, where you see data points ending in “001” or “501”, this is the reason. AnonymityWhere it seems to us that revealing a particular data point will jeopardize anonymity, this data point has not been revealed. As a general rule, we applied the “less than three respondents test”. That is, if there were less than three respondents on a particular data point, it would not be shown in order to protect the confidential information and identity of the respondents. This piece is of the utmost importance. And - given this - not every single data point is available. CitiesThe responses span 33 different cities. The bigger cities naturally attract the bigger number of responses. The smaller cities naturally attract a smaller number of responses. In this context, we reiterate our comments above: where a data point in a smaller city may jeopardize the anonymity of the respondents, it has not been provided. Please reach out to us with your specific request if this applies to you. We will provide some general salary information and greater context to assist you. FeedbackWe sincerely appreciate the CMOs and Directors who gave their feedback on the initial points of this survey. Your independent and wise comments helped guide this end result, and for that we express our heartfelt thanks and genuine gratitude. We also wish to encourage legal marketers to reach out to offer their feedback on this final product. The KHS People Salary Survey will be run each year, and hearing from you as what was helpful, what wasn’t helpful, and your thoughts on tweaks going forward to continue to provide rich and quality data is a very important part of this process. We will always value your feedback: kate@khspeople.com Data by title & firm sizeFIGURE 1: CMO & DirectorFIGURE 2: ManagersFIGURE 3: Pre-ManagerData by title onlyFIGURE 4: Title onlySpecific city dataYour specific cityAdditional qualificationsFIGURE 5: Additional qualificationsGenderFIGURE 6: GenderRaceFIGURE 7: RaceWhat else do you need?Thank youThis data would not have been possible without youWe thank the 405 respondents who provided their data to make this survey relevant and rich.
We appreciate you. Thank you. We wrote this article, which was first published in the Legal Marketing Association's Strategies & Voices publication on August 19, relating to marketing management and leadership, This article sets out the "return to office" discussion for marketers. It provides guidance on the ideal situation for the majority and what working looks like for our team leaders (CMOs and Directors) and individual marketers.
May is "Mental Health Awareness Month". I'm not sure I can remember a more important time to acknowledge this and have a real conversation about mental health. Luckily, I see a positive change in our firms; there is more of a willingness to have the conversation, continue the conversation, and show vulnerability when it comes to the topic of mental health. I have asked some of our marketing friends to share how they are trying to avoid burnout and how they are looking after themselves. Burnout is an issue I've been watching closely (and providing data on). It is a very real topic for marketers right now. Put another way, self-care is critically important and these marketers capture this sentiment beautifully. These sentiments highlight good self care and positive mental health practices for us all to take in and replicate. Logan Tracey, NYC |
Logan shares her wise words with us, and is working hard on two things: creating boundaries and being respectful of her team's work-life balance. It can be rare to find colleagues who are so respectful and thoughtful of how their actions and intentions are perceived: "I’ve been focusing on creating boundaries for myself in 2021, and while I definitely monitor email after hours and on the weekends, I am forcing myself not to respond until work hours unless urgent. It’s tough for me to have open items on my list when I know I can quickly handle and move onto the next thing, but I am practicing holding requests for office hours, unless it’s an emergency. |
Cheryl Foster, St. Louis
Director, Practice Growth, Brown Smith Wallace
I schedule time to exercise and have been intentional about getting time alone—just for me.
Cheryl points out the importance of self-care and how this simply has to come first for her. I know many agree, and the practice of this is so incredibly hard. The "alone time" is crucial for many of us, extroverts or introverts. "During this time, I had to learn to make self-care a priority. I schedule time to exercise and have been intentional about getting time alone—just for me. For all the working parents out there, I'm sure you understand how challenging that can be! |
Roy Sexton, Detroit
Director of Marketing, Clark Hill Law
I’m also more forthcoming than I’ve ever been with colleagues and leaders about what I need for balance, and the response has been positive.
Roy is a shining beacon for all of us. His ability to share and show vulnerability with his work family is inspirational: “I do feel like I’ve been burning the candle at every end possible. I’m not sure there’s any wick left! That said, I’ve also found this to be a strangely rewarding time because it has, at times, leveled the playing field, allowed us marketers to drive our firms toward digital tactics that actually work, and has afforded us a kind of singular focus one rarely gets in this career. But that comes at a price – low energy, neglected relationships, no exercise, spending far too much money at Amazon. |
Tahisha Fugate, DC
Senior Manager, DEI Client Development, Orrick Herrington & Sutcliffe
Calm is a super power.
Tahisha's self-awareness on how to support your ideal life is incredibly empowering. Making deliberate decisions to live intentionally gives us control at a level we all strive for: "Get into the habit of asking yourself, 'does this support the life I’m trying to create?' If you are trying to create a more intentional and mindful life, you have to make hard decisions to rid yourself of the things, people, jobs that don’t support that life." |
Jennifer Shankleton, Cleveland
Director of Marketing, Brennan Manna Diamond
It's going to take time, patience and care to fill us all back up again. Let's continue to normalize talking about how we are really doing, and feel comfortable leaning on each other for support.
Jennifer raises the ever-important piece of this conversation, which is, we just don't have this conversation enough. And, even if we do, there's no quick fix or immediate solution: "A comedian and mom posted to social media this week: 'We are all hanging on by a thread, right?' The comments section was full of confirmations. The consensus: we don't talk about this enough. Just because we see the light at the end of the tunnel does not mean that we can flip a switch and we'll all be ok again. |
Kellie Erlacher, Jacksonville
Director of Marketing, Lewis, Longman & Walker
I try to avoid burnout by taking short, 15 minute breaks, maybe 1-2 times a day. I used to think that powering through the work day, with no breaks at all except for a quick lunch, was the best way to work...
Kellie reminds us of the so-easily-achieved, but often pushed aside, power of small breaks. The ability to think clearly and offer a different or better perspective is so real after recognizing the importance of giving your brain a short rest: "I try to avoid burnout by taking short, 15 minute breaks, maybe 1-2 times a day. I used to think that powering through the work day, with no breaks at all except for a quick lunch, was the best way to work. I would crash after work and often be too tired and drained to enjoy my family at the end of the day. |
We are grateful and inspired by your intention, your positivity, and your relentless pursuit for happiness and well-being to continue to support mental health.
Further, most of us are balancing all sorts of things from our homes and offices. So even if you do get a little break in your workday, you’re probably bouncing between a child’s "urgent" request, or the various instant messages waiting for your immediate answer, or a load of laundry, or taking the dog out, or figuring out when to get food to eat... this list just goes on. Our lives are very different in 2021.
Recognize the need to stay productive amidst the busyness. Here’s my top tips that have served me well:
- Getting caught up on email. Look at only the emails you’re expecting or that require an immediate response. Everything else can wait until you have 30 minutes of downtime.
- Blocking out time. Block out small chunks of time each week which is reserved for thinking and idea creation. You’re unlikely to have fresh, bold and unique ideas when you’re stuck in execution mode.
- What is work? You don’t have to be sitting at your desk to do good work. Take a walk to think through a challenge. Call a colleague while you walk to talk through that challenge. Walk away from your computer to have lunch and check out for 20 minutes; giving your mind a break will make problem solving clearer and less overwhelming.
- When do you work best? There are “morning people”, and then there’s everyone else. (I’m only half joking on this!) Figure out when you work best, what triggers that ideal working mode, and how to sustain that. Everyone works differently and you know better than anyone what works for you.
- Take breaks. When you’re in “crazy busy mode”, taking a break is the last thing on your mind and it feels counterintuitive. Not true. I’ve tried this so many times myself and can confidently say how much calmer and manageable everything seems with a fresh perspective from a break.
- What do you want to produce? At the start of the day or week, note down what you want to have produced by the end of the week. This will help keep you centered and focused when things seem crazy mid-week or when you’re trying to sift through the noise of the busyness that is the Tuesday-Wednesday-Thursday of the week.
Below is a table of the various States and cities impacted by region.
(Note that this table only includes established bans that impact professional services firms.)
- what virtual networking looks like
- how to appropriately and effectively embark on nurturing and engaging with your network solely on a virtual platform
- some common missteps to avoid
ilta_martech_white_paper_jan_2021_networking.pdf | |
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Wishing you positivity and prosperity for 2021
We laughed and cried. We zoomed through interruptions from all our pets, children, postal deliveries and technical glitches. We made it.
To all the marketers, you stepped up in 2020. It is no small feat to get through this year and, whether you are limping to the finish line, or racing towards it, you did it with grace and tenacity.
The happiest of holidays to you.
What mattered most to marketers this year
Quick insights. Getting industry-specific intelligence. The KHS Perspectives Podcasts; perspectives in 5 minutes or less |
In-house perspectives. Learning from the leaders in our industry. CMO's and Directors provide their perspective. |
The KHS People Industry Surveys. Our surveys took a look at how the industry is being impacted by the challenges of COVID. |
Guidance amidst an economic downturn. Team leaders adapted to keep their teams amidst uncertainty. |
Best practices. Marketing leaders and seniors always ask about best practices. |
A deep dive on the impact of COVID-19 in the legal marketing industry
In October 2020, we conducted a follow up survey, which covers topics requested by you. It is a COVID-specific survey and does a deep dive on four areas:
- The response by your firm to COVID
- Salary and other employment-related changes as a result of COVID
- Working from home options your firms are making available
- Your overall health as it relates to your current working hours and circumstances
Marketers responded with candid insights, sentiments, and feedback. The demographics of the respondents included marketers from all firm sizes, marketers of all levels, and marketers across all the US.
Below is the story that was told.
The response by firms to Covid
- Firms have done well by their marketers. 90% of respondents said they were happy with how their firm responded: 51% said they were “mostly happy” and 39% said they were “very happy”.
- Firms have been supportive of their marketers. 88% of respondents said they felt supported when asked how supportive their firm had been of them balancing their professional and personal lives while working from home: 34% felt “mostly supported” and 54% felt “very supported”.
- Positive sentiments. The most common sentiments shared by respondents about how their firm had dealt with or reacted to Covid were:
Marketers are being effective, despite seeing fewer dollars
A lot more work is being done
- Input of hours. 47% of marketers are working between 5-15 more hours each week
- What work is being done? Along with ‘protecting our base’ as being a key priority, a focus on pursuing new business and new market share was re-emerging:
- 57% strategic pursuits & new business
- 57% RFPs / proposals
These activities were previously not a core focus. Ten months into the pandemic, firms are now re-focusing on their longer-term goals and pursuits.
The dollars are tight.
Being effective with fewer dollars is 'the Covid way'.
- Marketing budget cuts. 46% of respondents shared that their firms had opted out of sponsorships. 34% said that all in-person events had of course been opted out of. (Some had pivoted to virtual events, and some of the bigger costs associated with hosting an in-person event had been saved instead.)
- Discretionary spending cuts. 23% shared that all non-essential travel for both business and client meetings had been cut. 11% cut costs relating to conferences, retreats and firm dinners. 9% said entertainment costs were cut. 8% said all advertising was cut. 5% said membership renewals were halted.
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Solutions for our industry
Consider these solutions for temporary relief during Covid:
- Give permission for a break. Your team needs your acknowledgement and permission to use their PTO or to take mental health days. Without this express endorsement, they are unlikely to take days off because of fear of being judged negatively if they do.
- Lead by example. If team leaders are working around the clock, not looking after their physical and mental health, and not respecting boundaries whilst working from home, the team doesn't feel empowered to do the same.
- What is your plan for alleviating your team now (and in 2021)? An open dialogue helps just about any situation. Team leaders should communicate their knowledge and understanding about this issue to their team, and - together - suggest solutions. Individual marketers may very likely have different 'fixes' for the current workload issues; it will be different for everyone.
- Reallocate the work. Marketers don't typically shy away from the opportunity to upskill. Speak to each member of your team about their true capacity and work hours to make decisions about any reallocation.
- Be professionally vulnerable. Encourage your team to share with you about what is going on for them and what they may need as a result of their own personal circumstances. To read more on this, visit our recent blog where CMO's share on this very issue.
- Seek other perspectives. If team members are at a loss on how to solve this issue, seek the support and perspective of industry peers. Simply sharing and listening how others have dealt with similar issues is a powerful thing. New ideas and solutions will start to unfold as you learn from others.
Working from home options
Post-Covid projections
Thank you
Contact us to dive deeper into these issues, or to give us your take on this issues; we love to listen.
Pat Courtemanche, Chief Marketing & BD Officer at Dorsey & Whitney
This year has sharply focused the need for society, and each of us as individuals, to do better. That is perspective... | "Perspective. I’m thankful for perspective. So much pain and injustice has been laid bare this year. So much love and compassion, alongside hate and division, as well. The highs and lows are the most extreme I’ve witnessed in my lifetime. This year has made it possible to feel more deeply. This year has sharply focused the need for society, and each of us as individuals, to do better. That is perspective. I believe good things will result, and I’m thankful for that." |
David Heinke, Director of Business Development at Grant Thornton
"I praise the evolution of technology that allows accounting marketers and sales professionals to leverage the power of Teams, Zoom, and Skype so we can virtually interact and share ideas with our clients and prospects. Second, I pause and remind myself to empathize and actively listen to clients, prospects and co-workers’ fears, challenges and needs during this period of uncertainty. Last, I remind myself of how lucky I am to be a part of the dynamic and essential ecosystem of the audit, tax, and advisory industry." | I pause and remind myself to empathize and actively listen to clients, prospects and co-workers' fears, challenges and needs during this period of uncertainty... |
Amber Bollman, Director of Client Service Initiatives at Barnes & Thornburg
These blessings have kept me grounded and hopeful in a year that has been filled with so much heartache and uncertainty... | “I’m immensely thankful – as I am every year – for my good health, friends and family (of both the human and fur variety). These blessings have kept me grounded and hopeful in a year that has been filled with so much heartache and uncertainty. On a lighter note, 2020 has also made me thankful for fresh air, long walks, wine, a slew of binge-worthy podcasts, and Taylor Swift’s ‘Folklore’ album.” |
Ashley Defay, Business Development Senior Specialist at Latham & Watkins
"This year I am really thankful for something that actually touches both my personal and professional life – I had a health challenge this year where I had to have surgery during the pandemic (which can be a scary experience). My colleagues, firm, and friends stepped into my medical leave in a way that I could have never expected, and I am grateful to know that people and my firm were there for me in my time of need – especially since all my family lives in another state." | My colleagues, firm, and friends stepped into my medical leave in a way that I could have never expected... |
Michael Blachly, Chief Marketing Officer at Gray Reed
I am reminded of what really matters. A close family and many friends are truly a blessing in these times... | "I am probably more thankful this year than I ever have been in my life. 2020 has certainly been a year of hardship. But because of this, I am reminded of what really matters. A close family and many friends are truly a blessing in these times. I am also thankful for my work family; for my team and my firm who have worked so hard this year. Honestly, there are so many things to be thankful for. If 2020 has given us anything positive, one of them is the chance to pause, reflect and take a moment to say thank you to all those in our lives and for what is given to us. |
Amy Shepherd, Chief Marketing & BD Officer at Ballard Spahr
"This year, more than ever, I am thankful for resilience. I see it at every level of our firm, and I am blown away in particular by the incredible resilience and flexibility of our marketing and business development team. While managing complicated and often daily changes to the way we work, navigating childcare and elder care issues, and absorbing the incredible weight of the state of the world, our team has demonstrated patience and creativity and risen to every challenge, turning out impactful content and leading new initiatives to help our attorneys generate business in a virtual world. I am also grateful for the warmth and support of the legal marketing community. The virtual world has provided a platform for increased engagement and networking, which I truly appreciate and have found incredibly beneficial." | ...our team has demonstrated patience and creativity and risen to every challenge... |
...put together by Kate Harry Shipham, "eternally grateful"
I hope in this week, of all weeks, you get to pause and reflect and know what is important to you in your personal and professional lives... | I am eternally grateful for my partner in life, my husband, and for our sweet and kind daughter. I am thankful for the clients I get to partner with and problem-solve with, and how I get to be part of their extended work families. I am thankful to all the people in my network; I see each and every day how hard you work and what you are striving for. I'm grateful to my friends and extended family, both near and afar, and the love that they show me every day. I wish each of you a happy Thanksgiving - I hope in this week, of all weeks, you get to pause and reflect and know what is important to you in your personal and professional lives. Be safe and stay positive. |
What is more challenging is keeping the culture of their firms alive in this virtual setting. We’re hearing that firm leaders are unsure how to preserve the culture of their firms when their people can’t live and breathe it each day. This challenge threatens how successful firms can be with their greatest asset: their people.
Marketing and business development professionals are in a unique position to help curb this issue. Their roles touch everyone and everything in their firms. Their character types are typically ones with more natural and heightened EQ and interpersonal skills. One of their functions is to listen for and understand where connections can be utilized or leveraged, which involves having that closer connection in the first place. Their vantage point is wonderfully unusual.
We interviewed six CMOs from law and accounting firms who are tackling this issue of preserving firm culture in a virtual setting. Put simply, our experience is that the best way to understand and think about culture in a professional services firm is that it’s ‘the way we get things done around here’. Each of these CMOs are getting things done with their teams. They are helping and pushing their people to still experience their firm culture together despite being apart.
We sincerely value the candid and perceptive thoughts shared by each. Thank you to Murray, Bruce, Courtney, Pam, Linda and Dave.
- Murray Coffey, CMO of Haynes and Boone, an international law firm
- Bruce Ditman, CMO of Marcum LLP, an international public accounting and advisory firm
- Courtney Kiss, CMO of Johnson Lambert LLP, a national CPA and consulting firm
- Pam Metzger, CMO of Porte Brown LLC, a regional accounting and consulting firm
- Linda Moss, CBD&MO of Dykema, a national law firm
- Dave Southern, CM&BDO of Choate, Hall & Stewart LLP, a national law firm
How CMOs are contributing to firm culture in a virtual setting
Six key themes were evident after talking with each.
1. Culture = professionally vulnerable
We all know to be professional in our roles. Additionally, with an actual window into everyone’s homes over the last eight months, the lines between professional and personal are very blurred, and in many cases, lost altogether.
Kiss regularly checks in with her team, one on one:
“Being transparent about how people are doing – professionally, personally, mentally and emotionally – is so important right now, and unless you take the time to check in with the team, it’s impossible to know.” Kiss uses these one on one check-ins to talk shop and project statuses, and also subtly pivot to “ask how everyone is feeling”. She gives her team permission to be very candid and honest with their own situation.
Coffey also prioritizes one on one settings to understand how each team member is handling their professional and personal life balance:
“We should be aware, now more than ever, that each person on our team is an individual and will respond to the stress of living through a pandemic differently.” He adds “So, do the things we are supposed to do. Check in, engage in a little goof-off time together, and never assume you know what may be brewing under a seemingly serene surface.”
Both Kiss and Coffey are humanizing the situation we are in and asking their individual team members to acknowledge and talk about their vulnerabilities. Their ability to be so naturally in tune with their teams’ emotional intelligence is hard to do, particularly when they themselves are also dealing with the same issues.
Moss shed’s some insights on how she deals with this.
“My team wanted to hear from me, and I have to make time for that. I am in tune with these elements and so I prioritized that; it’s important. You have to put aside any lack of energy you might be experiencing to be the leader your team needs of you, and talk about how they are each being impacted, from all angles.”
Synonymous with professionalism is the projection of a certain technical quality, a strong and diplomatic communication style, and an unwavering strength despite any circumstance. Covid has unraveled this for many. It has pushed our working lives and personal lives into one another in a way that no one has ever experienced before. These CMOs are using their empathy and personal leadership styles to encourage a lowering of the guard to talk about the transition we are all currently in.
2. Culture = unwavering long-term focus
A firms’ culture shouldn’t blow one way in 2019, and then change direction and blow the other way in 2020. Even in the most trying of times, a culture should be something far more steadfast. Good CMOs understand the need to acknowledge the present and to also project into the future to help keep focus and purpose amidst the chaos and uncertainty.
Southern shares his view on the importance of long-term focus:
“Each of our team members have shown a terrific ability to keep our long-term goals in focus and step up to ensure that we make progress every day - in addition to ensuring that we're dealing with all the continued press of business.”
Kiss shared that continuing to plan for the future is the glue keeping a lot together right now:
“Of course, we need to deal with the here-and-now, but it brings me a lot of hope to start putting plans together for when the world goes back to “normal”, or even in our new normal. It is exciting to reimage how we might do things.”
With long-term thinking, the ability to see opportunity – and to embrace that opportunity – is something that Moss has encouraged and values:
“I am fortunate to work with a team of marketers who love to get things done. My team is full of high-driving people who were relieved to be able to step up, focus and find opportunities to contribute to the firm.”
Moss encouraged her team to celebrate that moment, because in times of uncertain change, being able to see the long-term and the opportunity “is rare and special.” She further added that:
“Work was a source of satisfaction and was one area of our lives where we could have some control. We applied ourselves to uncover ways we could seize the moment and gain traction after the pandemic somewhat leveled the playing field. There was a real sense of urgency to make an impact for the long term.”
This longer-term thinking is always hard in a world where firms are typically focused on year-to-year short-term growth. True partnerships with a vision instill a culture that goes 3, 5, 10+ years forward to show its people and clients who they really are and what they are striving for. This strength of vision attracts like-minded people.
3. Culture = acknowledging the likely after-effect
Few of us have had to deal with a pandemic in our lifetime. The narrative has shifted to the “new normal” and what that looks like. In my view, nothing about our current situation is normal, and nor should we accept that it is. We are right in the middle of a global pandemic and “transitional” or ”temporary”, even “survival”, are words that I think many may better relate to.
CMOs are acknowledging the current situation and relating to their teams in realistic terms. In this, they are acknowledging what the likely after-effect will be on their people and team culture.
Ditman offers this very real take on this moment in time:
“This is a real emergency. When we are called upon to work in an emergency, don’t take it lightly that you are asking so much of these people. Understand it is not just their work, it is their life. Get good people on your team to reflect the culture of the firm, and then treat them with respect.”
Coffey believes that the pandemic has triggered our basic brain function to be focused on day-to-day survival, a part of a neural network that is sometimes referred to as our reptilian brain:
“It is my strong belief that the pandemic has put us all in an extended fight-or-flight mode. The previous short term emotional and energy dip we felt after the reptilian brain stands down, is now much longer lasting. The effects of this are palpable."
Ditman shares the likely effect on his team as a result of the type of characteristics marketers typically have:
“Extroverts are being isolated. Highly social people can’t socialize. This will have an effect.”
Coffey understands how this is playing out day-to-day right now and also in the years to come:
“People are sleeping more hours yet not feeling refreshed. They are eating comfort foods but getting no comfort. For the first time they may find themselves in extended conflict with loved ones. I expect that in the coming years we will hear much about the global impact of millions of us being in fight or flight mode for so many months.”
4. Culture = technology
It is interesting that technology comes up as a common theme. It is because of the wonders of technology that we can have this virtual environment. It is also because of technology that we have the struggle of how to maintain firm culture.
Metzger shares the following on how technology has been essential:
“The Covid environment has definitely accelerated our adoption of many new initiatives that are working well to keep us all in touch and maintain the culture of our firm. As a result of converting internal meetings into a larger, virtual event the feedback has been outstanding and everyone is excited to contribute to this new format. Additionally, technology additions to our firm allowed us to easily collaborate on virtual team meetings, quick video calls and general updates.”
Kiss has also used technology in a new way for her team which may not have otherwise happened:
“We had a positive and productive virtual team experience when we held a virtual ‘brainstorm and reflect together’ exercise. Using the technology of the firm and its shared platform, we came together to share differing perspectives, observations and relatable common goals. These moments allowed us to gain insight into framing what we tackle in the next few weeks and months.”
5. Culture = noticing nuance
These sentiments resonate on what the more nuanced pieces are that are keeping people at our firms. After all, individuals make up the culture of the firm, and should be protected and developed.
Communication:
Southern has worked in firms where a people-first culture is paramount. He shares “Our managing partners have put a lot of energy into communicating continuously and in a very transparent way. They have sent a daily email to all members of the firm, sharing client successes, personal achievements of members of our firm wide community, and even ideas for helping everyone ‘keep their chins up’ throughout our remote experience”. Southern adds that this has “really been an inspiration.”
Re-state (what may seem) the obvious:
Ditman shares that “When Covid hit, I made a point of reinforcing team spirit, reinforcing collegiality, and restating our business objectives.”
Appreciation:
Kiss says that “Being appreciated helps keep motivation higher. Nothing is worse than working hard and not knowing that your efforts were meaningful.”
Lead by example:
Coffey shares that “The hallmark of great leaders is to lead by example”. He wants CMOs to acknowledge that “we cannot be the psychological salvation for our teams.” What we can be, he continues, is to be leaders who are “emphatic, patient, resolute and stoic in their outlook about their team members.” He adds that “if leaders are taking time for themselves, your team sees you are taking time for self-care, and they will do that too.”
Predict natural energy dips:
Moss offers that she “needed guard rails against complacency”. She shares that “one of those guardrails was sharing successes, and another was ‘learning-sharing’ calls to encourage professional development and continued learning". She says that down times are natural right now, and she sees one of her many roles is to be in tune with that personal side of her team.
6. Culture = the lighter side
Embracing the lighter side and enjoying what you do each day is an element of firm culture that is easily forgotten in such a serious and worrisome time. Remembering to value one another’s company and inject some fun and laugher into our days is making these CMOs bring back feelings of normalcy and team spirit in inventive ways.
Metzger shares that their team and greater firm have held some socially distanced activities to help people connect, notwithstanding the pandemic. She says they have held some “safe-distance lunches and a lawn bingo event” which has been a much-needed in-person experience.
Moss shares that her team is competitive and loves games. “We shared our favorite comedy movies and tried to match the movie with the teammate who submitted it. We conducted a scavenger hunt within our homes. We even hired a professional to conduct a family feud game. They are fun! And, they work for us.”
Coffey says that it’s important to “smile more, laugh easily, embrace the eccentricities of working from home, such as annoying dogs, cat bombs, and kids needing a hug and a cookie.”
To recap
To recap: Acknowledging and encouraging professional vulnerability. Unwavering long-term focus. Dealing with the affect-effect. The wonders of technology. Noticing the nuances that matter most. Embracing the lighter moments. These themes are perpetuating culture during this transitionary moment in time. They require different skills and mindsets than many are used to.
There is incredible power with knowing how our marketing and business development teams are preserving their culture right now. It takes everyone. Leaders need their people to both believe in and practice it despite not being able to see it personally each day. Individuals need their leaders to be overly visible and have a level of empathy that surpasses anything they’ve experienced previously.
Author
Kate Harry Shipham is the Principal of KHS People LLC, an executive search firm for BD and marketing people in professional services firms. Kate has done search and recruiting for 14 years and prior to that was an attorney. She loves what she does, and is always open to continuing the discussion: kate@khspeople.com
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