Episode Transcript
speaker-0 (00:00)
You come into the world with one thing, which is your name, and you leave this world with with one thing, which is your name. When you're just starting out, I think the biggest thing I can tell you is you need to be honest and you need to buy into what you're doing. There are a hundred attorneys in a three mile radius of us. You're not gonna be the attorney for everybody. You and your client have to have a relationship, they have to trust you. But that beginning stage when you're telling people who you are, that's the most important thing because
All you do is have your name. So when I look at a client and I say, I'm gonna do whatever I can for you, they know I'm telling the truth.
Most firms survive, the best ones scale. Welcome to the Managing Partners Podcast, where law firm leaders learn to think bigger. I'm Kevin Daisy. Let's jump in. What is up, everyone? Welcome to another episode of the Managing Partners Podcast. I'm here with some special guests because they're clients of our agency here at Array. And my team has worked through our kind of PR process.
to get them on the show. And of course I'm always happy to have clients on the show ⁓ that can share ex ⁓ experiences and stories of how they've grown their firms. So I'm just excited to have T and LA on the show today. Welcome.
speaker-1 (01:36)
Thanks for having us.
speaker-0 (01:39)
Absolutely. so just excited to learn more about your firm, ⁓ kinda how you all operate. You have three partners over there and ⁓ so just excited to kinda learn more about the firm, how you kinda came together ⁓ maybe as a a partnership and then some of the s you know, successes that you all have had, growth. Again, this podcast is all about ⁓ business as lawyers and ⁓ help out there to help as many as we can that are
struggling, stuck, starting out, maybe they're just considering going on their own. And I just wanna, you know, make this podcast as big a resource as possible for those folks that are listening. So so introduce yourselves individually, maybe, and then ⁓ we'll we'll talk a little bit more about the firm. Okay. ⁓ I'm T Lightner and I started the firm. ⁓ it kinda started ke Kevin with
I worked at a place that I really disliked my first year and I worked a lot. and I ended up taking a pay cut and went to the DA's office. ⁓ learned how to be a trial attorney. After I was there and had a bunch of jury trials under my belt, I was kinda like, I wanna go out on my own, I wanna see what I can do, and see how it goes. And so that's kinda how we started. Ellie was one of the first people that came over with me. ⁓ I knew her brother.
w me and him were good friends growing up. She was friends with my little sister. ⁓ but our family's we're really close. And when I started thinking how are we gonna grow, it was I know what I didn't like when I was in private practice and I knew what I wanted to build. And it wasn't necessarily building like, we're gonna build this great thing that's huge. It was I pe yeah people around me that I trust and that I'm comfortable with. And we spend
you know, eighty-five percent of our time that while we're awake at work. So I wanted it to be a place that people enjoy coming. ⁓ and so realistic the beginning of the firm was all about culture and getting the right people in the right place.
speaker-1 (03:50)
Yeah, I agree. I remember when T called me or texted me or whatever. It like late two thousand eighteen and he was like, All right, Ellie, are you ready to jump? And I'm like, No And he he was like, Just trust me. Trust me. I'm a good attorney. You're a good attorney. Look, I've been doing this for a couple of years out of the DA's office. Like, we can do this. And, you know, I I was at a general litigation firm. I was happy. I I this pe you know, the best mentors I know I had to get me started. ⁓ but I took that jump and I mean
I think we've been hitting the ground running since. ⁓ Jordan Griffin, our third partner joined us in ⁓ early twenty twenty one. So ⁓ you know, I think the the unique thing about us is we have a special level of trust between each other. ⁓ we've all known each other for a very long time and we're our our first office is in Monroe. You know, it's kind of that, you know, like unique little Hall Hallmark town of, you know, everyone knows everybody and you know, that's special gear that I think that
that really build the foundation for us expanded to other cities across North Carolina. ⁓ so yeah, we've there's a that special level of trust where we can communicate and trust each other. We don't always disagree or agree rather, we don't always agree. ⁓ but at the end of the day we could, you know, know that I know T's always been out of my back and Dory the same way. And I think that's important in business. and especially in the wall too, where there's some distrust sometimes in this industry.
speaker-0 (05:16)
Yeah, no, I I love that. And ⁓ and for those listening to this Littner, Bragg and Griffin, they're based out of North Carolina. ⁓ yeah, and tell us about maybe some of the areas that you you kind of cover throughout the state.
speaker-1 (05:29)
Sure. So we're we're proud to kind of just be one of those general practice firms still. I think that's rare. There's a lot of specializes in one area or the other. I think now in our, you know, county, we are one of the few, maybe the only that still does that general practice of T does ⁓ T Lighter does the criminal defense side of things. I do the sil mostly civil civil litigation and then Jory Griffin does the family law aspect. We dabble in we have some associates who do a state law.
⁓ and kind of cross over a little bit, T dabbles and sible a little bit when we have the big cases. ⁓ but we wanna be, you know, our goal is to be this regional firm that can help your family from a speeding ticket to, you know, something's going on and you know have a personal injury matter or maybe you have a business formation ⁓ issue, anything that your family needs from the grandkids to your wife, we got you.
speaker-0 (06:25)
I love that. So you know, and you know, on the show, and I'm I'm a big fan of of niching and and and honing in on some stuff, but I don't think that necessarily has to be for everybody. I think, you know, ⁓ I know North Carolina fairly well. I'm in Virginia. ⁓ I visit there often. I was there yesterday. I think if you're in like some big metro and and you need to be different and stand out, niching makes a lot of sense to even try to be competitive. ⁓ but I think we're
you know, you are kind of family oriented, smaller towns, like having that go to firm that can help you from across your family, different situations generationally. I think that's a smart play. And I know a lot of firms that are very successful ⁓ doing just that. So
speaker-1 (07:14)
So I'm gonna yeah, I'm gonna that's our foundation artist. But we do have some we don't see.
speaker-0 (07:20)
Yeah. okay. So Ellie ⁓
speaker-1 (07:27)
No, I think that's what makes us successful. It's we that I think it's important for like those foundational like those that's what keeps the lights on, right? And then we have now, as we're getting more, you know, experienced in our practice, T and myself and you know, Jordan, we can then now be picky to go into those niche areas of walls. So T was gonna talk about
speaker-0 (07:47)
So one of the things that our firm is probably does better than most in North Carolina is we've got a good niche area and in the political as atmosphere. So I've represented ⁓ some of our clients have been House of Representatives for the United States, and that kind of led us into getting into involved in like local government. ⁓ so we a lot of
speaker-1 (08:16)
County commissioners, city council members. we've represented sheriffs before. And it's mainly when there's disputes where, you know, that local government entity is violating some small area of law that no one ever thinks about, the public meetings law violations or something like that. So we've gone in and not representing on the government side, but actually the one member of whatever body it is that's having an issue or believing that, you know, things are going right and and I have a case to proceed against. So
We've got and now we represent in a couple of different counties across North Carolina. So that is spreading our wings and you know, and we're getting those calls of party and we'll be like, ⁓ I this is really interesting and then they find they're like, T or Ellie have done this before, and then it gets down to us. ⁓ I was very close to Virginia yesterday in a reads of Bill, North Carolina, for a case. ⁓ so that is where we have that really strong foundation. I think also now that we're becoming we're able
As we build the foundation, we're able then to go into these really interesting and unique areas of law, which I think is you know, a an attractive element of our business.
speaker-0 (09:23)
And honestly, Kevin's helped us grow in different areas too. So like i I can tell you it kind of started in a defamation case that we had. ⁓ and then that turned into us having contacts in Raleigh and it turned into us taking a case where the sheriffs one sheriff ⁓ the sheriff of a county died. ⁓ and then the the county commissioners appointed one sheriff on Friday and then the next
Commissioners got sworn in on Monday and they appointed a new sheriff on Tuesday. And so involved in that there was there was two sheriffs for a little bit. We got involved in that. ⁓ and then that kinda led into getting into county commissioners. And so it started it like kind of isolated and then it just kind of one case after another that people don't really try very many ⁓ were file complaints. So
We filed that with the sheriff and then we started getting calls. Hey, we have a case similar to this. Can you t can you help us? We haven't found anybody in the state that's done this. ⁓ and that kind of helped our growth too because the there's all there's how many counties? I mean there's a hundred counties in North Carolina, right? And so county commissioners, they all have county commissioners, they all have cities, city council members. And so now we're getting calls across the state for different things because of
what we kind of started. Right. Yeah. So it it it the niche scenario has kinda helped us grow too. Right. And put us in Charlotte and Raleigh.
speaker-1 (10:50)
So I'll do that.
Right. And I think you earn a lot of credibility when you're doing those areas of law that aren't as, you know, the traditional familiar breach of contract, you know, I mean that's our bread and butter, right? But you know, when someone hears if you did well in a case in this unique area, they're like, That's a light, we're griffin. And then, you know, across the state, they're at a county commissioners convention or whatever, and they're like, yeah, didn't you have that? And and so it's kind of like our name a little bit where I mean, five years ago
You know, we were at the Monroe Law Firm dot com and you know, we had we've now evolving into I think bigger than, you know, you know, we have we have some big sites to try to make this more regional into different states and stuff.
speaker-0 (11:39)
Yeah, I think that's great. I mean, once ⁓ you know, you kinda have your base, you have things running well. ⁓ you know, you got your bread and butter, if you will, and that allows you to explore other areas and find niches and and and bring on different expertise. Yeah. If you're just struggling and flopping and flailing, then it's you know, it's kinda hard to to focus on those things and go this direction. So I think ⁓ you know, just a testament that you're
Your partnership has worked well and and and things have fallen into place there. So, ⁓ what is kind of the makeup of the firm? ⁓ do you have any particular like responsibilities as partners at the firm? Is do you kind of separate and what you all do from a business perspective at all? I think that we I I don't know.
speaker-1 (12:28)
I think what I know what you're gonna say. I think we all share it all together. So every mor in every lunch we spend it together, right? And that's where we're trying to make those business decisions in addition to being an attorney and make you know and still, you know, in this in this growth stage, we still have to work while we're growing the bird too. So, you know, the makeup of it is, you know, we have we do kind of have our heads of departments in practice wise, right?
But I think administratively we handle it all ⁓ pretty well. We run rerun things. It's the good thing about three is you can have a vote, right? And so there's you sometimes on like quarter decisions and but no, every morning and every lunch we're spending together and some you know evenings talking through it. and I think it what's important is to have a business partner that you enjoyed of your own because, you know, there's you're gonna be talking and conversate a lot, you know. So responsibility wise, you know, we do
Yeah, that family law division, we have the civil division and the criminal division and are trying to build that out in each new location. ⁓ but I you know, I think we do share responsibilities. There's not one person who really makes a call on one thing or the other, which I think
speaker-0 (13:41)
So finance, marketing. Right, yeah. Involved in it ⁓ all the way through. The one good thing though for three of us is because we have multiple offices, we can go different places, right? So like if we have an issue going on in Raleigh, me and Ellie have been hopping the car, let's go, we'll be there when we open, we'll c we'll come back. And then you still have a person who's making sure everything's running smoothly.
in ⁓ Monroe and Charlotte. ⁓ the reality though is it's like i if you find the right people, it becomes a lot easier. Once you get your processes in place, you gotta find the right people. And you know, I I'll speak to this. I think Ellie would agree. It it's always kind of a ⁓ you're interviewing people and you say, hey, how's this person? How are they gonna fit with us? What what are they gonna do? 'Cause by the time you get them
interviewing, you kind of have an idea of what kind of attorney they are, right? Kevin and then you gotta then find out like are they gonna fit with your culture? Are they what motivates them, right? And then the other thing is you're opening different offices too. You got to find people who want to lead, right? And so that it it's different areas, right? So you got your leaders, you got associates and your partners, and then you got your kind of grinders and you got to kind of have all of them.
To be successful and you gotta have people who were saying, Yeah, this is what I wanna do. I wanna learn how to do this. And you have to also have people who say, Yeah, I wanna teach people, right? Like I I just think it could, you know, firm I worked at the first firm I worked at, you just kind of were like, Well, this is it. Here, go do work where you gotta kinda also have people who are willing to teach and take young associates and mentor ⁓ and put in the right position. And it I and honey, because
I mean I look like I'm thirty. I mean I'm you know, I I have a baby face and I use that in court all the time. But the reality of it is it's like you can find the right people and when you find the right people and they buy into what you guys are trying to build, it becomes a lot easier. Yeah. That is ⁓ if you find the right people and you know, I always wanna find the perfect person the first time, but it doesn't work that way. You gotta it's kind of ⁓ you gotta kinda trial and error and find right
speaker-1 (16:07)
people sell themselves really good and then you get involved and you're like, ⁓ not what not what was on on the in the window. But you know, we've right now we've got some really good things in in some of our locations and it's like, you know, in our Charlotte office, for example, like the leader there, Tim Kennedy, like he is and Ken, they are good leaders, they are grinders, they are hustlers, they they have bought into LBG and they I mean
It's the relief of that is it's a lot on the managing part of it, right? It's like w I know they're yeah, I know they're smart, they wanna work, they wanna make money, and they bought into our vision of like you can still grind, but then also enjoy life. Like that we the a lot of the leaders in our these positions we are young with young kids and families and we grind and we love
you know, grinded and making money. But I'm gonna tell you on Friday at two o'clock, you know, we're going to be with our families, we're going to the golf course or whatever it is. And to find the person, that's the personality that we're looking for at that leader position. And then you gotta find some quieter people too though who, you know, need a face, right? And can help us, you know, get the work the work done as an attorney. I think it takes, you know, different, you know, different personalities, different expertise levels. and that's the you know, that's our the mojo that worked
Constantly trying to develop.
speaker-0 (17:30)
Yeah, people are ⁓ what makes us the most successful, but it's also the hardest piece to to continue to get right. And you're just gonna go you're gonna have ebbs and flows no matter how hard you try, because some people might have family situations or leave or ⁓ your A players might have something that that changes in their life. So it's you can't control all of it. But but what we can do is do a good job of defining who we want and controlling the culture
you know, designing it in a way, if you will, but like you all have done. I think, ⁓ yeah, getting getting that buy in, I call it, ⁓ you know, it's it's like ⁓ they have the ownership in the company. Like it it's not they have equity, but they've they've bought in to where they wanna protect, you know, the culture. They want to protect what they have around them. And so when you get that buy in like that, that's
us really strong and you can trust those people to lead and grow other people. And then things get a lot easier. Yeah. And does. I mean, there's no doubt about that. And ⁓ the buy in too, it's it literally it it you I don't know how to describe it, but when it starts flicking, it it starts going and you're like, this is this person and I I thought this is who we were gonna get, but I was right. It's exactly who we're getting and it's
he'll also be your biggest cheerleader. Yeah. And so it turns from like being an employee to being somebody that I I trust with anything. Yeah. Right. So they're business partners with us. And ⁓ you know, I think that that's the big thing for us is just the people and like j and I know this is probably cliche to say, but the just a bit I I can tell you the culture is the biggest thing because
When I worked in my first job, I was like, Man, this is awful. I do not want to do this. And so I took from that where I was like, No matter what I do, I don't want people to dread coming to work. Right. And so I work a lot. Ellie and Jordan, who's not here, s they'll tell you like I'm at the office that I would be considered a grinder myself. ⁓ but we also close office early because
We want people to be part of a family, part of their family. We don't want them to work and they make so much money, this is so great, but then you don't have time to spend it or spend it with your family, right? I mean, so that's the other thing I think has been very beneficial from our side is recognizing that we want people to have a life outside of the job. And so that has allowed them to buy in a lot quicker. And it's not just our cli or like
I'd say our clients will buy into it too. But it's not just our employees, it's their f spouses. They have bought in. yeah. Yeah. That's a big thing. For sure. That when we do interviews for different people, ⁓ not and we don't do it on associate level. Right. If you're gonna work for a leadership position, we're having dinner with your spouse and our spouses are coming because we wanna make sure that you get along and I love that.
Tell you that our spouses my spouse has been to a bunch of meetings and spouses I had. I don't want to talk to you. I don't talk to you like when's the last time you went on vacation? How long did you have a vacation? ⁓ He says that we all say he's home right on Friday. Is he really home at two o'clock on Friday? Yeah. Yes. does he work on the weekends? Yes, sometimes, but it
speaker-1 (20:53)
Better questions that
But the kids
Is this real? ⁓
speaker-0 (21:16)
Does he is he able to coach soccer and coach basketball for your for your children? The answer's yes to that too. And so I can tell you, my spouse has been and Jordan's spouse and Ellie's spouse, they've been ⁓ really beneficial to us as we move forward and finding the right people. I love that. ⁓ I mean that that's that's huge because you know, anyone that's trying to move a position, especially ⁓ a professional career.
This fouse has a lot to do with that discussion. And ⁓ I have a friend that just kinda he's in engineering, but he was about to move to another firm again. He's, you know, he's my age. And, you know, he left a firm the same firm he was going back to, he left a long time ago when he had little teeny kids. ⁓ and they had different needs. They wanted more time and money wasn't really the focus. but now that the the kids are a little bit older and they have some more time, it's okay.
They want me back. He can make more money, but he will be working a lot more. So but it's definitely a a bigger discussion about, you know, can they go on vacations and trips and stuff like that? So I think focusing, you know, putting together your your compensation or your ⁓ you know, why work here and and what we're about, focusing on the spouse is is a huge ⁓ good tip there. And also I like the was it Friday at two o'clock you shut down.
speaker-1 (22:45)
Yeah. You know. No one's working after two eight. Let's make it a facial
speaker-0 (22:51)
I don't necessarily agree with that.
speaker-1 (22:55)
little nugget that we can give of, you know, this is hey, we know gotta make it a Friday, Friday at two and y'all you're free. You know, we're you know you know when you have a still working, but you know, but it's just something that we figured that we can give to our staff that's, you know, it made sense in our business model and it was something that you kind of can look forward to and, you know, host your weekend and go pick up the kids or whatever it is. Go go on a trip, whatever it is.
speaker-0 (23:24)
The traffic. That's the big one right there. Because if you go out of town, if you leave at four or five on Friday, where I live anyway, you're you're not going anywhere. Yeah, it's that that you know, those little things. So they all add up, right? And it's you know, I to talk on the show a lot about this, but it's that mental ownership, that's the word I was looking for earlier. Is they have mental ownership where you all have ownership.
⁓ they're bought in completely where they're protecting it. They're gonna tell their friends when you're trying to hire. If they went if they let the firm and they're like, Yeah, this one person I was with, a paralegal or whoever was awesome, I can reach out to them. they can share any job positions and they're gonna talk about it because if they love working there, why not tell others or friends that they know ⁓ as well? If you hate working there, you know, right? T, did you
See, I'm sure you didn't go tell people to come come over here and and work at the last firm you're at. So yeah, it culture is just people ask me all because we do marketing. Kevin, like what is the most successful firms that you see that you talk to and and why do you think that is? Like what's the commonality? ⁓ and I always go back to culture to some degree. Like it's
How you run your business. If you just start a business that, hey, we're just gonna make money and try to, you know, be as lean and and not spend money and just make a bunch of money and and don't really care about being intentional and and setting the right things in place, you might make money for a short amount of time, but you're never going to create something like you all have and and having a team that can take things over for you, you can delegate things to and you can trust them.
And then they start to attract other people. And then you just have this, you know, ⁓ this this thing that just goes on its own, if you will. ⁓ it always comes back to that. And so everyone wants some like trick or secret, but it's it really doesn't exist. It's like you gotta go back to the basics, ⁓ all the way down to where you started, why you started. ⁓ all the the successful firms I know have figured that piece out.
speaker-1 (25:48)
Yeah, I think it takes time and it takes relationship building. You know, you can't your your office isn't gonna trust you and buy into you. And if if you're not there, make relationships with them, right? Like to buy into us, we need to be here and have that off person to person relationship with them and you know, get them, you know, trust is both ways, I think, and building the whole culture part of it. So we can sell it all day long, but when they come here, if they don't see us or they don't see us living up to what we are selling.
you know, it you're gonna lose people there. So I think that's important too, is just really practicing what you preach when you're trying to recruit talent for your firm.
speaker-0 (26:28)
Yeah, and think about how that reflects on your clients. So imagine, you know, where T came from. Everyone hates their job. They don't want to be there and I call in as a potential client and then I get to talk to anyone there. Versus the whole team loves it. They can't stop talking about it. They love going to work. And I call that firm and talk to someone there. It goes in it bleeds into everything. Your marketing, your brand, everything. It's
It's not just your people and taking care of them. It's it reflects on everything, the clients, your experience. ⁓ so to get to me, it's the only way to do it. It's the only way to win is to do what you all are doing to focus on on the the folks that that are showing up every day to work for you. Everything gets easier. Marketing gets easier. My teams it makes it easier, right? If they can get ⁓ good reviews, get good reviews more often. They get ⁓
You know, when you answer the phone and and someone's actually does it with empathy and and does it in a good way, it's a just a totally different experience. ⁓ we can't market enough to help a firm that doesn't care about those things and and does a poor job. Well, I appreciate you guys coming on to share. ⁓ what would be I know George's not here, but ⁓ for any of those lawyers listening,
out there, maybe they're in a similar multi practice, similar situation. Maybe they're just trying to, you know, start their own thing now. And w what's maybe a a tip that each of you guys would would give a young attorney out there looking to hang their own shingle?
speaker-1 (28:15)
you know, start with the foundation, basic, simple, what you're good at what you enjoy. And once you get that strong foundation built, then you can go into, you know, the more the more unique areas, right? So I think you learned that in a couple open in a couple of our offices. It's like let's get this foundation built and we're really good at these three main areas of law. And then we can reach and start grabbing unique things that might, you know, be interesting and ⁓
you know, have different fee structures and things like that. But I think getting fairly good at the basics, ⁓ before you try to get, you know, fancy with some special area.
speaker-0 (28:55)
I would say ⁓ I would say that you come into the world with one thing which is your name and you leave with in leave this world with with one thing which is your name, right? And so when you're just starting out, I think the biggest thing I can tell you is you need to be honest and you need to buy into what you're doing, right? And so there are a hundred attorneys in a three mile radius of us. Okay, even in my
Right, in Charlotte is thousands of attorneys in a three mile radius, probably the same thing. You're not gonna be the attorney for everybody. Okay. You and your client have to have a relationship. They have to trust you. ⁓ but that beginning stage when you're telling people who you are, that's the most important thing because all you do is have your name. So when I look at a client and I say, I'm gonna do whatever I can for you, they know I'm telling the truth. And
Once your name starts getting out there and you do well for clients, they're gonna tell other people and you're gonna have self-marketing. I mean, that's that does happen. Once you get it get to a point where you have people coming in all the time and you get where you're in a growth phase, then you gotta figure something else out, right? Because it changes. Did a good job for people, people came in for, right? But then you start trying to grow because to me, it was like this.
I can be the big fish in a small pond, but sometimes you kinda want to know how am I going to compete in the big ponds, right? Like I'm a good attorney. I want to see what happens, right? And so I that first phase, you gotta get there. And then the second phase is kind of figuring stuff out. How do you move into the bigger ponds and what do you mean to do on a marketing side, which is why we got you guys to help us kind of go into that phase. But at the end of the day, you're there to help people.
And if you help people and you're good at what you do, the business will come. That's the truth. I love that I love the thing about ⁓ you know, having your name, you know. Yeah, I mean, it's ⁓ going too fast, right? Like, you know, can you get a bad name, you know, yeah, they they dropped the ball or, you know, they didn't handle my case properly or you know, they never talked to me or updated me on my on my case. So I think ⁓
Going back to just having that in mind all the time allows you to control that situation and and make sure that you're taking care of the clients, your staff appropriately, you got systems and processes. And and that's the thing. Like, you know, most of around a law firm, it's it's not the legal work, it's communication, marketing, you know, follow ups, updates. ⁓ and so much more to it than just the legal work itself. And I think
where law firms struggle is they think just just the law work is the only thing that matters. But if they're not taken care of, they're not updated, they're not contacted, then they're confused and they're disgruntled at some point. So ⁓ regardless sometimes of the outcome of the legal work. So so yeah, I think that's ⁓ that's a great kind of point to bring back and and and always keep the top of mind. So yeah, I love it. Awesome.
Anything else y'all want to share before we wrap up and let our listeners go on about today?
speaker-1 (32:22)
No, thanks for having us.
speaker-0 (32:23)
Yeah, thank you for having us, Kevin. We appreciate it. Yeah, absolutely. your web address for those that would like to reach out, contact you, is there a certain way that you prefer?
speaker-1 (32:33)
Sure. ⁓ so if you go to our website, ⁓ www. dot lbg lawyer dot com, like no Brian Griffith Lawyer dot com. there's several ways to contact us from that website. So that can be our main hub. You can reach out to us, find our emails, find our phone numbers. ⁓ there's we have after hour hour service. So call us any time of the day, any day of the week and we'll we'll be here to help you.
speaker-0 (32:59)
Actually, yeah, anyone out there if you would like to connect with either one of them, all of them, let me know. I can make it happen, we can arrange ⁓ like any email introduction, ⁓ anything you need. And yeah, or if maybe you're looking at bringing on extra partners in your firm. and and how that works. I'm sure they could to go in, go down the rabbit hole with that ⁓ as well. Maybe we'll have them come back on and talk about, you know, the the dynamic multi partner.
I think that's a big topic. I was, you know, listening to a friend of mine talk about ⁓ this the other day on a social post. But ⁓ yeah, I got clients that have six partners, five partners. I got a lot of the solos that are the only the only ⁓ owner partner of the the firm. So I think ⁓ different ways to do it. So reach out, connect, and ⁓ I will connect you with them and I'm sure they're happy to answer any questions you might have.
Very well. Excellent. L L E and T, thank you so much for joining me on the show. ⁓ we'll say goodbye to everyone and get after it. Focus on your law firm. The people matter, the culture matters more than anything. So ⁓ good lessons here today from them and get out there, grow a great firm, and we'll see you soon on the next episode.
