ALPMA National Summit

18-19 October, 2013, Sydney Exhibition & Convention Centre

The ALPMA National Summit is the premier event in the legal calendar, bringing together senior legal management professionals, world-class industry and subject-matter experts and the leading industry suppliers for an intensive two days of professional development and networking.

"Law Firm 3.0 - Leading the New Normal"

The 2013 ALPMA National Summit has adopted as its theme “Law Firm 3:0 - Leading the New Normal” recognising that the legal profession is undergoing waves of significant and recurring change. A major focus of the summit is leadership - recognising that managing partners and legal practice managers are being called upon to provide genuine leadership as firms re-shape themselves to deal with the changes.

The 2013 ALPMA Summit is designed to help managers at law firms keep abreast of these developments and ensure their firm keeps up or ahead of the curve.

Outstanding Guest Speakers & Program

ALPMA is privileged and excited to have General Peter Cosgrove, Australia's best known modern general, as a key note speaker.

He will be supported by a very strong team of speakers which includes:

Robert Milliner, former Chief Executive Partner at Mallesons Stephen Jacques. who will inform us of the challenges of harnessing the energy of hundreds of highly intelligent, dedicated professionals who crave autonomy
Futurist Craig Rispin will deliver prophetic insights into the next generation of technology and how to harness this for law firms
Joe Foster will be guiding delegates down the path of gaining respect as a leader and how to bring the team along with you
Martina Sheehan (Mind Gardener) has been transforming organisations, leaders, and teams with ground-breaking brain based development programs for the last decade. She has built a reputation for “thinking differently” and she walks the talk.
Rolf Moses of Norton Rose will present on aligning leadership with business strategy and culture
Dr Peter Lynch will discuss succession, which ranks as one of the largest issues facing law firms today.
Rob Balmer will talk about how Behaviours = Change and Emotional Intelligence.

We will also be covering topics designed to help firms adapt and thrive to new ways of working include legal process outsourcing, technology and innovation. View the full program here.

Why attend?

Attending ALPMA's National Summit will help you

strengthen your core legal practice management skills
meet like-minded individuals from across the country and overseas
learn from leading national and international experts, with deep legal industry domain experience
hear other firms discuss their key challenges and the initiatives they are implementing
see the latest tool, technologies and services from industry leading suppliers and vendors.

Summit will reinvigorate you as a legal management professional, giving you loads of great ideas that you can directly apply on-the-job - and ensuring your firm also gains significant value from your attendance at this event.

Registration for this must-attend event opens in May, 2013.

Subscribe to our National Event alerts list to receive the latest information about this fantastic event or REGISTER NOW!

Become a Partner

Download the 2013 ALPMA National Summit Partnership Prospectus to find out about partnership, exhibitor and merchandising opportunities available in 2013.

Testimonials

Alanna James Fox & Staniland

Inspirational. Great networking opportunity...

Brenton James Hunt & Hunt

The organisation and presentation of the ALPMA Summit, the quality and engagement of the exhibitors and the quality, style and relevance of the speakers was absolutely world class. I have come back to the office with a note book full of ideas an..

Carol Patton The Lawlink Group

Attending ALPMA provides a great opportunity to hear new trends from excellent speakers, and to visit the trade displays to view new technologies. This is my second ALPMA conference, and I will definitely be back. The networking is an added bonus...

Greg O’Brien RSM Law

Without doubt the best value Legal Management Conference I have attended. Speakers were relevant, authoritative, and professional...

Jane Ritchard Curwoods Lawyers

Really well constructed conference that runs smoothly and holds your interest..

Joanne Boog Austen Brown Boog

As a recent graduate from the PM Diploma these summits keep me up to date with changes in law firms and also great ideas that I can apply to my own law firm. I find the information fresh and challenging. All managers should be this lucky!!!!..

Julie Barry O’Loughlins Lawyers

I have now attended 4 ALPMA Summits and found every event to be informative and very professionally run. The information presented and networking opportunities provided make this event exceptional value for money for both myself and my firm...

Norman Shaw Maddens Lawyers

My endorsement of the 2009 summit was so enthusiastic that our managing principal felt he had no alternative but to attend with me in 2010. Of course, ALPMA didn’t let us down and can now add another convert. The sessions were diverse, engaging..

Robyn Clissold Andersons Solicitors

Without a doubt, the preeminent conference In Australia for the management of a successful law firm...

Sue-Ella Prodonovich WHK Horwath

Once again ALPMA delivered on their promise to their market - adding value to the business of law. As sponsors we received great care, attention and value; and as managers who work in a professional service practice - we discovered ideas we could tak..

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Employee advocacy: engaging your firm's dormant social media army

Tuesday, May 21, 2013

By Graham Laing, Chartered Marketer, Rokman Laing

The modern day proliferation of media channels has made it more difficult than ever for law firms to gain 'reach' and visible traction for their thought-leading content. With many search marketing think-tanks predicting that social sharing and endorsement of content will be more important in improving search engine rankings in the future, there is a strong business case for firms to assess how their content is distributed.

A creative solution

Historically, firms have outreached to existing long-term clients to 'spread the word', in the hope that evangelical testimonials will act as a valuable source of authenticity and influential endorsement. Firms have also used traditional communication and PR methods to cultivate relationships with news media and sector press platforms as modes of expression.

But while most law firms spend energy and now limited financial resources reaching out to external constituents, the best potential advocates are often right in front of them - the firm's own employees. An untapped resource of often passionate colleagues who have a stake in the success of their firm.

The making of a legal brand in the social and digital age is about moving interest generation out of the hands of senior partners supported by the marketing department, into the hands of all of its employees. A firm's employees, capable of socially sharing content and being brand advocates for the firm, are just as key to building a firm's corporate reputation as those who have an equitable share in it.

Employees and social sharing

It's never been easier to share, distribute and disseminate information via social platforms, and most employees will already have their own 'organically-nurtured' personal and professional social networks such as Twitter, Linkedin and Facebook.
Your firm can leverage this potential reach by distributing content via your employees. It can be as simple as sending an email to your employees asking them to share your firm's content through their Linkedin, Facebook and Twitter profiles. For a firm with 30 employees that each have 200 unique followers, that’s 6,000 people that have the opportunity to learn more about the firm, or that can help find that critical hire.

With added social outreach, your employees' social network may forward, and share with others, quickly growing visibility of your content organically, creating a more sustainable marketing and advertising effort. You also gain personal endorsements, generate buzz, ignite conversation, drive purchase intent, increase loyalty and attract new clients.

How can leaders inspire brand advocacy in their employees?

An advocacy programme must be built on trust. Your employees must trust you. Employee advocacy and social media engagement collapses when you try to force employees to advocate and engage. If you do consider implementing an employee advocacy programme, do not abuse that trust.

To engage your workforce and foster positive employee behaviours, recognition and reward is essential. Innovative recognition programmes leverage the power of social media by encouraging employees to personally endorse the firm's brand and service lines, and receive recognition in return.

Begin by understanding what motivates your employees to become more engaged with your brand and your strategic initiatives. Your employees should believe in the same vision you do. Sharing news with their networks is not only additional validation that helps your campaign and message scale more quickly — their messages need to be rooted in a genuine interest and belief in the cause.

Develop an employee advocacy programme

Plan and develop an employee advocacy programme to act as an essential framework for management and employees to work to.

From the outset, you need to select an approach that is appropriate for the size of your firm. Employee advocates willing to support thought-leading content creators need to be identified. Every firm has room for and needs advocates to help promote their message, and structuring and planning for success is key. Not all employees within the firm may be ready to advocate.

Motivation is key. For those who want to engage, you could build advocacy into their job description, which also increases accountability. For some levels of employee, allow them to build their own community hubs and blogs as a platform.

Governance is also critically important. There are many questions to ask before launching an employee advocacy programme. What happens when an employee does or says the 'wrong thing'? What constitutes the 'wrong thing' for your firm? Does your firm have a 'live' social media policy? Are employees trained on existing policies? Do employees know how to 'behave' on social media?

Remember, social media success is heavily reliant on authenticity and 'likability', and your employees’ social channels are their own. You can incentivise, but management should not make demands. This has to be an employee-led initiative in order for it to succeed. At the same time, managers need to have clear policies about advocacy on behalf of the firm. Social media can seem like one big sandbox, but there should still be guidelines on how to play in it.

It's also crucial to communicate expectations. It’s no good if nobody knows about what you are doing, so be sure to provide communication that is clear and consistent. Buy-in at all levels is critical, so ensure messaging is relevant and appropriate to the audience.

And as with any ongoing process, there is always room for improvement. So measure results along the way, and take feedback from employees. In addition to celebrating what’s working, identify and act on areas flagged for improvement.

Final pointers

While not without its challenges, widespread employee advocacy is the surest, cheapest way to scale up a firm's visibility. Instead of achieving linear growth with client testimony, a law firm can magnify its reach at very little cost by activating a broad cross-section of its existing workforce.

Each employee can be the first link in a long chain of valuable, person-to-person social shares. By leveraging employee advocacy and increasing the number of starting points for social sharing, a firm can greatly improve its chances of gaining visibility through social marketing success.

About our Guest Blogger

Graham Laing of Rokman Laing is a Chartered Marketing consultant specialising in strategic marketing management and digital marketing for professional service firms. After graduating from university with a degree in law, Graham joined a leading regional law firm. His passion for marketing and client acquisition soon developed into a 15 year career, working for some of the leading professional service firms in the UK.

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2013 ALPMA Legal Industry Salary Survey Results Released
15-May-2013

The Australasian Legal Practice Management Association (http://www.alpma.com.au/) (ALPMA) today ..

Platinum Partner	Gold Partner	Gold Partner	Gold Partner
Platinum Partner	Technology Partner	Official Document Solutions	Media Partner
	Silver Partner