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10 Ways to Stand Out from Other Law Practices and Make Your Firm Unique

May 7th, 12 / 0 Comments

What a competitive environment law practices are in right now! There is no doubt that potential clients have lots of choices. What makes them choose to work with you rather than other law firms? How do you stand out from the others? Perhaps it is the way you run your practice or because of your own charisma. I’ve written a list of 10 ways professionals differentiate themselves. My list is a mix of practice related ideas and attorney related ideas. Some combination of these or others will help your firm and you to standout from other attorneys doing the same type of legal work.

Great customer service – No one has a successful law firm that doesn’t give acceptable customer service. To be a standout however you need to go above and beyond. Returning calls when you have promised them, updating clients on a regular basis, getting the work done when you promise it will be done etc. Ask clients what exceptional customer service is for them and then meet their expectations.
An office with a group of allied services – If you work with clients that regularly need related services, you could provide the services in your office. You might share space with an accountant, a title examiner, or a social worker depending on your practice area. I used the accountant my divorce attorney had in his office before, during and after my divorce. That was in over 30 years ago and I still remember the lawyer.
Fixed fee for routine services you offer – Clients like to budget for attorney’s fees so if you can give a fixed fee for the service that you provide clients will remember you. If other attorneys are doing this in your area, then find something to include in the package that makes your offer even more attractive. Lowest price is not the only way to distinguish yourself.
Compelling story for choosing law – If you have a compelling story about why you chose law or a particular practice area and you publicize that story, it will become memorable for potential clients. The story needs to include something about how it impacts your practice today. As with all these you’ll need to use the story in your marketing and refer to it online and in print.
Well known results that others talk about – If you have won a lot of cases, gotten big settlements, negotiated amicable divorces, you will set yourself apart from other lawyers. Lawyers and law firms that win awards also standout from other practices.
Humor - Some people have a type of humor that sets people at ease. This can be a wonderful trait especially when things get tense. Humor is often the only thing that can diffuse a tense situation. Knowing how and when to use humor is a really wonderful skill that will help you to standout with your clients and potential clients.
Expert advice on a blog – If you have a blog that is a resource of your clients, this can help differentiate you. The blog will have to be popular and useful to your target market. Blogging regularly will make you unique among your peers.
Visible volunteer in a nonprofit – Working for a nonprofit is a great way to meet referral sources. It becomes a differentiator for you when you are at a high enough level in the organization that you and your firm get mentioned frequently by others.
Your office has a theme related to your interest – Whether you are a sports buff, opera lover, skier or a musical theater enthusiast, sharing that interest with your clients can differentiate you from others. You can use a bookcase with memorabilia, pictures around the office or a wall of trophies. I once worked for a VP who had a wall of pictures of himself with famous people. It made him memorable.
Unique and memorable dress – Think about Tom Wolfe and Michael Gerber. Both like white suits and hats. It does make them memorable. At first this one seemed a little frivolous to me. What do you think? It is pure marketing. I know a coach who wears red clothes and a red hat. I do remember her! Food for thought. Michael Gerber Tom Wolfe

What do you do to make yourself or your firm stand out?

Lawyers, practice management, tips

Time Management Success Through Leveraging

Apr 15th, 12 / 0 Comments

I’ve had a website and an email newsletter since 1999. My website has enabled me to get new subscribers for my list and my list has grown over the years.

This is what my first website looked like in 1999. At the very bottom of the home page there is a link to my newsletter. At that time it was just Road to Success.

In 2005 the website looked like this. I had two publications by then, Road to Success and Parker’s Points. You can see the newsletter signup on the top of this home page.

And here is my website now. I still offer both Road to Success and Parker’s Points on my home page.

Leveraging is all about doing something once and using it in many ways. Leveraging your successes saves you time and money in your career and work.

For this month’s article on leveraging I thought it might be useful to see the ways that I use leveraging in my practice. Specifically how I leverage the use of the articles I write for my newsletter.

Here are some ways I do that:

If a client or prospective client asks a question on a topic that I have written, I send the person the article.
My website has all the articles I have written for these newsletters from 2003 on. Check out my archives. Articles that I wrote between 1999 and 2003 are on my computer but not available on my website. I’ve reused them when I didn’t have time to write a new article.
I’ve published my articles on many different websites including Ezinearticles.com and SelfGrowth.com. That allows others not on my list to read my articles and subscribe to the list if they like what they read.
People have asked me if they can publish one of my articles in their newsletter. I’m delighted to have them do it. Just recently the Oregon State Bar Professional Liability Fund published an article of mine. That article came from one I wrote for the ABA Magazine GP Solo in 2008 which was an expanded version of another article that I wrote “Do You Really Need a Business Plan?,” which appeared in Road to Success in 2002.
Shortly after the first business plan article was written in 2002 I gave a series of teleclasses on business plan writing.
I’ve taken my articles to networking events and given them to people who seemed interested in my work.
When I make a presentation I leave copies of some articles on a table for those who are interested.
My eBooks are often compilations of my newsletter articles and/or tip lists.
Finally when I write on a topic for the second time I reference the first article I wrote on that topic so my readers have the opportunity to read both. In 2004 I wrote an article for Road to Success on leverage.

How would you leverage your work? I am eager to hear your ideas. Do you use leverage in your practice or in your career? Comments may be written below.

If you have an interest in seeing old websites you can use the Way Back Machine

Career Changers, Lawyers, Time Management, tips

10 Ways to Use Leverage in Your Law Practice

Apr 3rd, 12 / 0 Comments

Think of leverage as getting the most “bang for your buck”. With a little effort you maximize your results. It might be investing a few dollars to get more but there are other ways to leverage your efforts. Here are 10 ways to use leverage in your law practice:

Leverage your time – One way to leverage your time is to create something you can use over and over. An example of that might be creating and saving templates for documents you use frequently. Another might be the creation of an operations manual so that staff and all the attorneys know how all the systems in the practice operate. I wrote a list in 2004 on ways to leverage your time. You will find it here: http://www.asparker.com/ppts0604.html
Leverage your strengths – What are the skills you enjoy using? These are the ones that are usually easy for you and the ones you excel at. Find ways to use those skills to benefit your practice. For example if you are someone who enjoys meeting and talking to people you will do well at networking with people and speaking to groups of people – two great ways to develop your business. Others who excel at writing can find ways to write articles and books to attract business. In either case with a minimum of your effort you get big results.
Leverage your network – It is said that everyone knows 250 people. Now is the time to use those connections to develop a powerful network. Ask your current network to introduce you to people who are well connected and have the ability to refer multiple clients to you. With 20 powerful connections you will get the referrals you need to run your practice.
Leverage by using strategic partnerships – Partner with someone who also comes in contact with your target market for example a real estate attorney might partner with an appraiser and/or a real estate agent in doing a workshop for the purpose of educating new home buyers. You can leverage your time by doing the same workshop for new buyers multiple times. You can leverage the relationship with the partners by sharing leads and referrals.
Leverage your client’s good will – Stay connected with clients who know, like and trust you. They know your work and are likely to refer to you if you are in the top of their minds when someone asks them for a referral. Connection can be by phone, email, or snail mail. In fact a mixture of all three keeps it interesting.
Leverage your knowledge – Use your expertise to create several different products from one. If you have written an article to be published, give a workshop on the same topic. Use a synopsis of the article in your email newsletter. Include a link to your article in a Tweet and/or on your LinkedIn page.
Leverage your technology – Once you have bought into software or hardware and mastered using it then use it in as many ways as you can to get the maximum benefit. Use QuickBooks for your accounting but then generate reports to see how you are doing. Compare month against the financial goals you set and then compare with the previous year to see the growth. Check what your expenses were to find waste. Make a plan for the next month to stay on track or make up for past performance.
Leverage your money to invest in support services for your practice– This will free up your time to do what you do best (the legal work or practice management and strategy). If this is a strain on the budget then use the time gained to do some business development so that you can more than afford the service. A Practice Advisor can help you to set attainable business development goals and will insure that you achieve them.
Leverage your money to invest in education and training – Courses for you and/or your staff have many benefits. For you gaining expertise in an area can bring new business into your practice either from new clients or current clients. Adding to the knowledge of the staff increases their productivity and enables them to take on new responsibilities.
Leverage your staff – Delegate all the work to them that they are capable of doing. The more work you delegate the more time you have to work for your clients or to develop more business. Train the appropriate members of your staff to do all the administrative tasks. Initially this takes a lot of time but it will save you much more time than you invest if you train the person well.

Lawyers, practice management, tips

Use Assessments Cautiously

Mar 19th, 12 / 0 Comments

The woman I was speaking to on the phone was someone I knew. I was planning to hire 7 people for a project and was in the last phase of the hiring process. Betty was enthusiastic and up to now I was pretty sure I was going to hire her.

The last step was going over the behavioral style assessment that I had asked her to take. Before the behavioral assessment I explained to Betty that if hired she would be administering this assessment to the clients she would work with as part of the project. I wanted each of the job candidates to experience the behavioral style assessment before giving it to others.

As we reviewed the behavioral assessment report together I began to get a picture of Betty’s behavior from the report that was very different from what I had observed from our past interactions. I shared my concerns about the accuracy of the report with Betty.

No assessment is 100 percent accurate. I was used to having clients say that one piece of the report was not right. I usually ask the client to talk with people he/she trusts to see if they see that behavior in the client. Then if most agree that it is inaccurate, the client can just ignore that part of the report.

With Betty however the report was grossly inaccurate and Betty was obviously very uncomfortable with it too. I wanted to hire her but how could she confidently use this assessment with others when hers was so messed up?!

After going over the full report Betty sheepishly admitted to me that she answered the questions the way she thought a person who was right for the project would answer. In essence she gamed the system.

What surprised her was that the report painted a picture of a person who had very different characteristics than the ones she thought would come up based on her answers. She admitted to me that she really wanted to work on the project and was afraid the assessment might show she wasn’t right for the job. Needless to say she was very embarrassed.

Sometimes hiring managers use assessments to target a particular type of person that they know through experience is right for a job. In that case while as the job seeker you might really want the job, you won’t be happy in the job if the company is looking for a different type of person. You can alter your behavior to be what the manager is looking for but it takes a lot of energy and eventually you will burn out.

For my project however I was looking for a variety of styles. Betty did not need to worry. Often managers are looking for that variety to insure that the members of the team complement each other.

Lessons learned:

Those giving assessments have to be very clear in their instructions. I thought I was clear but obviously Betty didn’t hear me. People tend to get nervous about assessments especially in a hiring situation. Those giving assessments need to be sensitive to this. Saying something several times clearly in multiple ways can calm nerves.
Those taking assessments need to be honest with their answers. Getting a job that you are not a good fit for will come back to haunt you. Get some practice taking assessments before a hiring manager asks you to take one so you will know what the assessment is going to reveal about you.
No assessment is 100 % accurate. You are the final judge in accepting or rejecting what it says. If you feel something is inaccurate, let it go. Use the assessment language of what you know is true to emphasize your strengths to the hiring managers considering hiring you.

If you are looking for a new job, you’ll want to read Fast Track Job Search Guide by Alvah Parker and Lenore Mewton. In it you will find hundreds of tips and ideas for a successful job search.

Attitude, Career Changers, Lawyers, practice management

Ten Ways Assessments Can be Useful in Your Practice

Mar 3rd, 12 / 0 Comments

Attorneys can use assessments in two ways. First the assessment is useful in understanding him/herself and second the assessment is useful when hiring a new employee. Assessments will answer the questions: Will the person work well with me and my staff? Does this person have the skills and behavioral style the practice needs?

Self-assessments get you to think strategically about yourself. At least yearly you need to look at yourself, your strengths and skills. Identify the areas that need more development and put a plan together to get training and experience in the areas you want to develop. Looking at your vision for your practice should help you to see where your strengths and skills fit into your total plan.
A Communications Assessment will tell you what others see in your speech and body language. The DISC assessment can tell you what your communication and behavioral style tells others about you. You can learn to adapt your behavior and communication style to suit your situation.This is particularly useful with staff since communication is the key to a smoothly running practice.
A behavioral assessment will teach you how to identify the behavioral style of those you work with. Once you understand the way others like to be communicated with you can adjust your style to that of your audience. Better yet if your work team has used the DISC you and they will have a better understanding of individual differences and either adjust or acknowledge your styles. The DISC behavioral assessment can also help you to understand the best way to communicate with each client.
Assessments help to validate your own self-assessment. If you believe you have a particular strength it is helpful to get support from an assessment that in fact you do have that strength. One assessment that can be helpful comes with the book Strength Finder 2.0 by Tom Rath. http://www.amazon.com/exec/obidos/asin/159562015X/parkerassociates
Assessments help you to hire the right people. By giving the potential employee an assessment you are better able to evaluate if he/she has the necessary skills to do the job and if the person will fit into the culture of your firm.
Assessments help you to know what motivates the person you are going to hire so that he/she will be fully engaged in the work. In this way you help the employee to do meaningful work.
Assessments will allow you to be more objective in the hiring process. It is common for an attorneys to hire a person who is similar to themselves when in fact what they need is someone with a totally different style and skill set that compliments them and the rest of the team.
Assessments can lead to less conflict in the workplace. Knowing the style and skills of the person you are hiring allows you have realistic expectations. There is less stress for the employees when they know what the expectations are and feel confident that they can meet them.
Assessments save time and money. Hiring the wrong person is expensive and wastes your time. Assessments can help you to find the candidates with the right skills and the right style. Then it is by interviewing them you can see if they would fit into your firm culture.
Assessments will let you see the style, skills and strengths of your top performers. It is important to have assessments done on all your employees. If you’ve ever said the person you want to hire is the clone of someone else, an assessment is an objective way of drilling down to what exactly that person has that you are looking for.

Lawyers, practice management

A Vision of Trouble and Hope

Feb 20th, 12 / 0 Comments

A Vision of Trouble and Hope

Ever had something that you wanted so badly that you started to imagine what it would be like having it? Come on now? How about that high school crush? Didn’t you dream what it would be like to be with him/her? That vision probably made you make decisions on your actions. Those actions moved you forward.

Visions are like that. They give you direction and energy – two things you need in your career. Most of the time we work on small visions like a new car or an outfit for a special occasion but for a career you need a big vision and it can be scary to want something that big and that important.

My friend Sheila has a vision and it has given her energy to move forward even in adversity and has made her resilient and determined. Sheila has had several careers during her life- first in the travel industry, then as a restaurant owner and briefly as a coach.

She also has two passions –dogs and children. I actually think it is more that she is driven to help those who can’t help themselves. One way she has done that is by rescuing and placing dogs.

Her vision however came about while she and her niece watched the telethon for St Jude’s hospital. Her niece was moved by the sick children and wanted to give them hope. She drew a picture of a cute dog and named him Trouble. “Where there is trouble there is hope.” Sheila picked up on the idea and developed several products including a really loveable stuffed animal based on her niece’s drawing.

She sells these products but Sheila also has a big heart and has given many Trouble dogs away to children in the hospital and to veterans. Yes veterans who love them as much as the children. So what is her vision? She wants to get Trouble into an animated cartoon series and for him and his message of hope to become a recognized brand. To that end she has been busy networking her way to companies like Disney and PBS.

Undaunted by setbacks she keeps plugging away at it. Her resilience is unbelievable. Her formula for that resilience after a setback is:

To get quiet and listen to her inner voice
To let her inner voice find a way around the setback
To develop a plan of action based on what her inner voice tells her

The journey has had its moments of joy too. She tells many stories of sick children who clasp Trouble when they go to bed at night or when they need to have painful procedure. Bringing Trouble to veterans also gave her pleasure. Some were concerned that the soldiers would think this was silly but they were very grateful. Sheila never doubted this outcome for a minute.

Take a look at the pictures of Trouble with children, veterans and dogs on her website http://www.troublethedog.net.

If you have time listen to an interview with Sheila by Sally Felton. The energy I spoke of is there in her voice. http://contacttalkradio.soundwaves2000.com:8080/ctr/salliefelton020812.mp3 http://tinyurl.com/78cyrw5

Career Changers, Lawyers, Vision

Building a Law Practice? 10 Questions to help you

Feb 8th, 12 / 0 Comments

Are you looking for a way to build a law practice? If you want to build a more satisfying law practice one way to start is by creating a vision of your life and practice. By having a clear picture of what you want, it will be easier to find the steps to get there. It is worth spending time visualizing your law practice so that you can see more clearly what you need to do. I often do visioning with my clients by asking them to close their eyes and see themselves in their ideal workplace, home and community. If visualizing is difficult for you answering these 10 questions will provide another process to find your vision.

What is most important to you? If you have not defined your values yet, you may still request the TruValues assessment by sending me an email (asparker@asparker.com) or just think about what is most important to you. You will want your vision to be aligned with your values so your life is focused on what is most important to you.
What are the different roles that you have in your life (Father, son, brother, lawyer etc.)? What changes do you want to bring to these roles? How can you make these roles more satisfying? Include these roles in your vision so you can see how your work and family life fit together.
Where would you like to be in three years? Five years? Ten years? Twenty years? What changes in your life do you anticipate over the next 20 + years? How do you see your life evolving? If you’ve never thought about this before, now is a good time to start. It will give you a picture of what you are aiming for. Notice I said “life” not just “career”. Your career is only part of your life. Where does it fit in?
If you only had one year to live, how would you want to live it? This is another question to help you see what is most important to you. Whether you want to complete something you are working on, travel the world, or relax and enjoy your family the answer to this question will let you see what matters most.
What would you do if there were no risk to doing it? This is a great way to see what you really want to do. Your vision is your dream. You don’t need to know how you will accomplish it. You just must keep the dream in your mind as you make choices. The actions you will take to achieve the dream will come later.
What theme consistently runs through your life? This is an important one. You may be known for something in your family. Maybe something comes so easily to you that you do it for everyone. There may be something you have done consistently over time in your work and in your leisure starting when you were young. These themes are often hidden unless you think about it. Take some time to uncover the themes.
What kind of work exhilarates you? Your vision will include the kind of work that gives you pleasure-that energizes you. As you uncover your vision look for examples of work that exhilarated you in the past.
What would you like your legacy to be? Your vision needs to be big enough to be challenging to you and memorable to others. It also needs to be so attractive to you that it energizes you every day to make progress on it.
What do you wish were different in your life today? What would your perfect life look like? If you know what a perfect life would look like, you have your vision. Start with the changes you would make today and then ask yourself if with this change life would be perfect.
What gifts do you have that you are not currently using that you would like to use? Not only do you want your vision to be aligned with your values but you will want to be using the gifts you have that you enjoy. .

Bonus for Blog and Newsletter Readers

Would you like to try a visualization exercise with me? I use a meditation like visualization in my coaching sessions that most find very helpful. Join me at 12 noon Eastern Time on Wednesday February 15th for a 45 minute session on my conference telephone line. We’ll do the visualization and then share our thoughts on the process. Please email me at asparker@asparker.com to let me know if you would like to participate. I’ll send you an email with the telephone number to use for the call.

Lawyers, Vision

A Values Conflict Can Be a Recipe for Disaster

Jan 18th, 12 / 0 Comments

“Could you fire someone?” That was the first question the Branch Manager asked me at the interview. Needless to say I was floored by the question.

I stammered something like, “Yes, if I had given the person time to improve and helped him/her to change but nothing worked then yes I could fire someone.” Somehow that did not satisfy her. She said she was looking for someone who was tough, who focused on the bottom line and was ready to quickly fire anyone that was not producing.

I didn’t get that job. She said that our “styles” were too different. I wanted the job and was really disappointed.

Since I was on the Sales Vice President’s staff in New York City and had been for 4 years I was eager to get back to Boston. Later that year the Vice President (her boss too) pretty much strong armed her into hiring me for another sales manager’s position.

Taking that job was a huge mistake. It was clear from the beginning I was not a good fit for the branch and that branch manager. Today I would say we had a values conflict that did in fact make our styles very different.

She had hired the other sales managers and they were happy working for her. I was not comfortable with her nor was I comfortable with the other sales managers. The 2 years I spent in that job were horrible ones for me. I was definitely not happy at work!

During that time I secretly criticized her for an insensitive approach to move very quickly, eliminate poor performers and get business at any cost. Today I would say that her values were in conflict with mine.

What made my predicament really difficult at that time was that I was limiting my job search to AT&T and Boston. At my level there were very few AT&T jobs in Boston and openings were rare. I had a good salary and benefits at AT&T so I was reluctant to leave the company. Oh those golden handcuffs!

Two years later I found a new job –still within AT&T and in Boston. I reconnected with a woman that I had worked with before. She had been promoted to manager and brought me on to her team. I knew her to be organized, dependable and focused. Her team welcomed me and I immediately knew that I fit in. At last I was happy at work again.

Let me say that both managers were very successful in their jobs. It was not a question of a bad manager as I thought when I left the first manager’s branch. It was just that my values were more aligned with those of the second manager and so we worked really well together.

What did I learn from the situation?

My values must align with those of the person I work for. I must know that before I accept the job!
Taking a job with a manager whose values conflict with mine is a big mistake.
If I wanted to find a job in Boston I needed to look for it both inside and outside of AT&T.
Staying connected with former colleagues is worth the effort. (I still hear from the second manager at Christmas and it has been 15 years since I worked for her.)
Having a good work situation is more important than having a high salary. Being happy at work makes life more satisfying and work more meaningful.

Career Changers, job search, Lawyers, practice management, values

Hire people who share your values

Jan 8th, 12 / 0 Comments

Values – principles or beliefs that guide your practice. Knowing your values (or your firm’s values if you have several partners) will help you to determine if a candidate shares those values and thus will fit into your firm. Here is a list of 10 pairs of values. I’ve tried to pair ones that are almost opposite together so that you can see that valuing the first would give you a very different culture than valuing the second. In my list there are no “bad” values but there may be some that would produce a culture that would not feel right to you. In the same way your values may not feel right to someone you are considering hiring.

Family friendly versus business comes first – with a company that truly is family friendly you would find more understanding about child care issues, support in leaving to coach a child’s sports team, allowing telecommuting when a family member is ill. When a company values business comes first the company you will be rewarded for results that support the company’s business goals.
Customer focused versus bottom line focused – Customer focused companies give employees ability to satisfy the customer complaints even if it means refunding payment. Those focused on the bottom line would be more apt to try to satisfy the customer without a refund.
Quick changing versus incremental change – A company that values quick change will be in constant change. You’ll need to be flexible to move with a company like this. Other companies spend time thinking through change. You’ll need to be patient to work with that company.
Risk taking versus safe, analytical and reasoned approach – Companies that value risk taking may look to employees to take chances and hopefully succeed. They hopefully are accepting of failure. (You’ll want to ask about that!) A company that values a safe, analytical, reasoned approach will move more slowly testing a new idea before moving.
Innovative business versus stable business – Businesses that value innovation are always looking for the next upgrade or new idea to develop. Creative people love to work for this type of business. Nothing remains the same for long. On the other hand some businesses value their stability. They have all their processes defined and employees follow the defined processes. Someone who appreciates consistency would thrive in this kind of a practice.
Fast paced versus deliberate paced – Just as some people like to move quickly and some have a more deliberate and steady pace so do companies. Depending on your style you’ll be more at home at one or the other. (The DISC assessment will determine your style)
Team approach versus individual contributor – Some people love working in groups and thrive with a company that values teamwork. Other people prefer working alone and coming together occasionally to update each other. There are companies that foster the team approach and others that encourage individual contributions.
External cause (conservation, environment, organic, serving foodbanks etc) along with business bottom line versus singular business focus – Many people look for companies with a larger world view and a focus on solving larger issues while at the same time doing their own business. Companies that do that may be a fit for some of you. Others may prefer to do that sort of service on their own time and believe the business of a law practice is just to practice law.
Fashion forward versus business like appearance at all times One thing everyone can view is the mode of dress within the practice. What is important to you? Is it very buttoned down or jeans and sneakers. If dress is important to you make sure you set the standard.
Have fun while you work versus a serious approach to the customer. During the dot com era many played games at work to relax after working hard. Foosball was big. There are still companies that emphasize their playful attitude. Is your firm known to be playful or serious?

Think about what is most important to you in your work situation and look for people who share your values.

You can find a list of 20 Core Values at this website.

Do you have a clearly written hiring process? Do you know what you need to do to determine the values and value of a candidate? Hiring the wrong person is costly, disruptive and unpleasant. The time to prepare for hiring is before you need to hire. I have many useful tools and assessments that can help you with hiring new personnel. Email me for a free values tool. (asparker@asparker.com) If you would like a more in depth discussion and assessment call me at 781-598-0388 or email me at asparker@asparker.com

I wrote another article on company values. You will find it here.

Lawyers, values

My Wish For You For the New Year

Dec 21st, 11 / 0 Comments

Now that 2011 is coming to an end

I want thank you for being my blog friend

It is a pleasure to write my blog for you

Your comments and ideas are appreciated too

As we begin year 2 for this blog, year 9 for Parker’s Points and 13 for Road to Success

Look for more articles and tips on ways to relieve work and job search stress.

There will also be articles on how to be more engaged in your work.

And you’ll get more tips to avoid having your boss, client or job make you go berserk.

If you have a special interest or topic you’d like explored

Please let me know about them. You won’t be ignored!

Check my archives** and blog for a variety of articles and lists

The archives start in year 2003 so look to see what you might have missed.

My wish for you is that you have a year filled with all you desire

Whether you are looking for work, advancing your career, or ready to retire.

Happy holidays to everyone reading this today!

May you do work that is meaningful to you in every way.

**Link to my archives http://www.asparker.com/archives.html

Career Changers, Lawyers

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