President’s Column Predictions for 2023

BY CHERYL CAMIN MURRAY

I hope your 2023 is off to a great start. As we begin a new year, I have pulled out my crystal ball to see what will come in the next 11 months. Here are my predictions for the upcoming year.

Prediction #1: Working from Home and Office Challenges

There will continue to be struggles in balancing perspectives on the working from office or home debate. Not all offices or companies have these challenges. Many lawyers have found what works best for their teams. However, this year, as we settle into the new normal for COVID, the larger firms and organizations may more strongly encourage people to work in the office, but allow their employees the flexibility of working at home one, two, or three days per week.

I predict that more firms will recommend or require their attorneys to work in the office on specific days of the week, as opposed to a flexible schedule. They may provide breakfast and/or lunch on certain days to encourage strong office attendance and boost morale. In addition, more meetings will be scheduled in person to increase the headcount.

The good news is that there are no rules, and each firm can pick the work arrangements that best fit its culture and employee preferences. How office hours are structured will have an impact on your organization’s culture and the retention of talent.

Prediction #2: Hiring and Retention Struggles

Speaking of retention, the next prediction is that in 2023 there will continue to be challenges in hiring talent. However, I believe there will be a gradual weakening of an employee dominated market, and the employers may have more leverage this year compared to the prior two years. Attorneys, in particular those in their 20s and 30s, will continue to prefer flexibility in their schedules and where they work. Although, I believe as more people return to the office, on a regular basis, legal professionals of all ages will see the advantages of having some in-person interactions.

Firms will continue to work aggressively on hiring lateral attorneys, as well as law students. However, the summer associate classes in the future may be a little smaller, and the number of attorneys leaving their firms this year will not be as statistically high as what took place during the Great Resignation. Diversity, equity, and inclusion will continue to be a priority in the workplace.

In order for firms and legal departments to retain their talent, especially diverse professionals, they will need to show their lawyers that they are investing in their professional careers and in them as people.

I encourage these organizations, if they have not already done so, to develop programming, leadership academies, and resources to help their lawyers learn the skills to provide the best quality legal advice, generate business, reduce burnout, and feel fulfilled. This may seem like a tall order,

Headnotes

but the Dallas Bar Association can make this easy because it is already providing programs and events that cover these topics. Please keep your eye out for future programs in 2023 that will help you and your colleagues. (You know I could not write a Headnotes article without including a couple of promotional plugs for the DBA.)

Prediction #3: Competing for Clients

With the slowing of the economy, companies will be tightening their belts and watching their budgets closely. There will be more scrutiny on legal bills and a renewed focus on ways to decrease legal spending. I believe more firms will promote and develop alternative billing arrangements that are tailored to fit the needs of their clients. Corporate legal departments will continue to evaluate their legal advisors based on expertise, quality, and cost.

I had the opportunity to serve as General Counsel for a corporation with over 5,700 employees. I learned that the attorneys who were experts in their fields, business savvy, extremely responsive, and resourceful in making my professional life easier were the most indispensable. Ultimately, I believe the relationship between the attorney and the client will continue to be of the upmost importance. However, if you can help your clients to get to the best legal solutions in the most efficient manner, you will be unstoppable from a competitive standpoint. By the way, the DBA has a number of programs designed to help sharpen your client development tools and learn how to best address the needs of inhouse counsel. (I promise, this is my last DBA plug, well at least in this article.)

Prediction #4: Updating Technology

This year many firms and companies will look into new technology solutions to allow them to operate more efficiently and generate more revenue. Firms will likely evaluate whether or not their document management systems need an update or consider resources for improving their client invoicing and vendor payment processes. In addition, the use of artificial intelligence in document and diligence reviews, as well as contract analysis, may be considered by legal departments and firms. However, the risks versus the rewards will need to be evaluated when involving a nonlicensed party in the realm of legal services.

Prediction #5: Billing and Collecting

This will be a big surprise, but I predict there will be continued emphasis on billing and collecting as much as possible for those in private practice. Of course, in-house attorneys, as well as lawyers who are paid on a contingency fee basis, will have incentives to keep their legal budgets lean and save costs. You may feel like you are on a hamster wheel as another year begins with the renewed stress of generating revenue and saving costs for your organization. However, please remember to give your team members and yourself kudos for the hard work performed in 2022. You all deserve it. We will see if there are any clouds in my crystal ball, but I clearly wish you continued success in 2023 and for years to come!

The DBA’s purpose is to serve and support the legal profession in Dallas and to promote good relations among lawyers, the judiciary, and the community.

OFFICERS President: Cheryl Camin Murray

President-Elect: Bill Mateja

First Vice President: Vicki D. Blanton

Second Vice President: Jonathan Childers

Secretary-Treasurer: Kandace Walter Immediate Past President: Krisi Kastl

Directors: Katie Anderson, Alison Ashmore (President, Dallas Women Lawyers Association), Lauren Black, Callie Butcher (President, Dallas LGBT Bar Association), Rob Cañas, Stephanie G. Culpepper (Vice Chair), Rocio Garcia Espinoza, Hilda Galvan, Carla Verena Green (President, Dallas Hispanic Bar Association), Amber Hamilton Gregg (President, J.L. Turner Legal Association), Hon. Martin Hoffman, Nicole Muñoz Huschka (President, Dallas Association of Young Lawyers), Andy Jones, Jennifer King, Derek Mergele-Rust, Hon. Audrey Moorehead, Timothy Newman, Hon. Erin Nowell, Sarah Rogers (Chair), Janet Landry Smith (President, Dallas Asian American Bar Association), and Drew Spaniol

Advisory Directors: Stephanie Almeter (PresidentElect, Dallas Women Lawyers Association), Kristine Cruz (President-Elect, Dallas Asian American Bar Association), Trerod Hall (President-Elect, J.L. Turner Legal Association), Haleigh Jones (President-Elect, Dallas Association of Young Lawyers), Edward Loya Jr. (President-Elect, Dallas Hispanic Bar Association), and Elissa Wev (President-Elect, Dallas LGBT Bar Association)

Delegates, American Bar Association: Rhonda Hunter, Mark Sales

Directors, State Bar of Texas: Chad Baruch, Mary Scott, Paul Stafford, Robert Tobey, Aaron Tobin

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