Years ago, I worked with a managing partner who firmly believed conferences didn’t produce anything meaningful. In their view, they were long on inspiration and short on real results. That perspective stuck with me. So this year, I challenged myself: take away at least one meaningful, actionable “nugget” from every session I attended.

It turns out—that bar was far too low.

Not only did I leave each session with something valuable, but as I reviewed my notes, I noticed something even more impactful: clear patterns emerging across completely different speakers and topics. Different presenters, different styles—but the same small words kept showing up again and again.

Two themes rose to the surface: Clarity and Care.

The Power of Clarity

Clarity surfaced repeatedly as both the problem and the solution. Across sessions on productivity, culture, and operations, a lack of clear priorities, roles, and expectations was linked to inefficiency, burnout, and disengagement. In contrast, high-performing teams operate with intention—setting clear goals, establishing boundaries, aligning systems, and communicating proactively. The message was consistent: when people understand what success looks like and how to achieve it, performance follows.

The Impact of Care

Equally consistent was the role of care in driving engagement and retention. Not perks, but everyday behaviors—listening, recognizing contributions, building trust, and fostering genuine human connection—are what make people stay and thrive. Leadership influence is built on trust and consistency, and even small actions, like a thoughtful compliment or truly listening, can have a lasting impact. Simply put, people perform better when they feel seen, heard, and valued.

Another consistent thread throughout the conference was the power of small, intentional actions. Only a small percentage of people—about 6%—actively change their habits to drive better outcomes, while most operate on autopilot, repeating the same patterns and expecting different results. The message across sessions was clear: meaningful change doesn’t come from one major initiative, but from consistent, deliberate behaviors—pausing before reacting, setting intentional habits, focusing attention instead of multitasking, and making incremental improvements over time. Even simple actions, like taking a few breaths to reset, running a meeting with a clear agenda, or offering a well-timed compliment, can have an outsized impact.

I went into the conference hoping to walk away with one “nugget” per session, but what I found instead was a powerful, consistent message echoed in every room: be clear, be intentional, and above all—care about your people. The true value wasn’t just in individual takeaways, but in seeing these core principles reinforced from multiple perspectives, serving as a reminder that strong leadership and successful organizations are built not on complexity, but on consistently executing the fundamentals well.

ALA Chicago is proud to announce that two of its members recently passed the Certified Legal Manager exam.

Dan Davies, CLM of Gould & Ratner and Craig Neukirch, CLM are the chapter’s newest CLMs. Please join the Chapter Board of Directors in congratulating Dan and Craig.

The Certified Legal Manager (CLM)® program allows a qualified legal management professional to demonstrate, through experience and coursework culminating in the examination process, a mastery of core areas of the body of knowledge identified as essential to the effective performance of a principal legal administrator. ALA’s voluntary CLM program was developed to provide legal management professionals with an opportunity to demonstrate a mastery of the core competencies of knowledge identified as essential to the effective performance of a principal administrator.

One of the most significant advantages for me was the unparalleled networking. Beyond the formal "meet and greet" sessions, the conference facilitated organic connections during lunch, between sessions and at evening social events in the heart of Nashville. I met seasoned professionals who shared their journeys and keynote speakers who not only offered advice, but suggested potential avenues for future collaboration. The sheer density of industry leaders and peers in one place created an environment ripe for forging meaningful relationships that simply aren't possible through online interactions alone.

The breadth and depth of the educational sessions were truly impressive. From emerging technologies to the latest industry regulations and best practices, there was a wealth of knowledge to absorb. I specifically sought out sessions that aligned with my career goals, focusing on areas where I wanted to deepen my expertise. The insights gained from these presentations were immediate and actionable! This direct exposure to cutting-edge information has already equipped me with new skills and perspectives that I can apply directly to my current role, making me a more valuable asset to my team.

The keynote speakers were a particular highlight -- hearing from these individuals was incredibly inspiring. The candid advice on leadership, resilience, and adapting to change resonated deeply. It wasn't just about gaining knowledge; it was about shifting my mindset and envisioning what's possible for my own career. These talks provided a much-needed boost of motivation and a fresh perspective on professional growth.

The exhibition hall, which can often be a basic collection of vendors, was surprisingly beneficial. It offered a concentrated view of the latest tools, technologies, and services available in our sector. I had the chance to demo software, ask questions directly to developers, and identify solutions that could streamline my firm’s current workflows. Understanding these innovations is crucial for staying competitive and identifying areas for personal upskilling, and the #ALAConf25 conference provided a hands-on way to do just that.

Beyond the tangible benefits, attending the conference as a first-timer gave me a renewed sense of belonging within the broader industry. It is easy to feel isolated in day-to-day work, particularly with so many people working remotely, but being surrounded by so many passionate professionals reinforced the importance of our collective efforts. It clarified my career path, highlighted areas for growth, and instilled a greater sense of purpose in my work.

In closing, I would like to offer my sincere thanks and appreciation to the Chicago Chapter of ALA – your generous support made it possible for me to participate in an incredibly valuable and enriching experience. The ALA 2025 Annual Conference & Expo was far more than just a series of presentations; it was a dynamic environment for learning, connecting, and growing. For anyone looking to accelerate their career, gain invaluable insights, and expand their professional network, I wholeheartedly recommend attending. I am already looking forward to next year's event in Maryland I hope to see you there!

ALA Chicago is proud to announce that one of its members recently passed the Certified Legal Manager exam.

Shari Leming, CLM of Robbins Schwartz is the chapter’s newest CLM. Please join the Chapter Board of Directors in congratulating Shari.

The Certified Legal Manager (CLM)® program allows a qualified legal management professional to demonstrate, through experience and coursework culminating in the examination process, a mastery of core areas of the body of knowledge identified as essential to the effective performance of a principal legal administrator. ALA’s voluntary CLM program was developed to provide legal management professionals with an opportunity to demonstrate a mastery of the core competencies of knowledge identified as essential to the effective performance of a principal administrator.

Thoughts from a First-Time ALA Conference Attendee

By Karen Kirby

After more than 20 years at my firm, I finally took the leap and attended the ALA Annual Conference – and what an experience it was!  As a first-time attendee, it felt a bit like drinking from a firehose.  The volume of information, inspiration, and insight was immense.  In Fall 2024, I wrote a note that said, “Attend the next ALA Conference?” and thanks to the scholarship I received, I was able to attend the conference and see what I have been missing.

What stood out immediately was how welcoming and supportive the ALA community is, especially for first-timers.  Our chapter's buddy program paired me with an experienced attendee who helped me navigate the trade show, introduced me to others, and answered my questions.  That simple gesture made a huge difference in helping me feel at ease at the conference.

With so many educational sessions to choose from, I was glad I had selected a few in advance.  One of the most impactful moments for me was the Monday keynote presentation by Mike Robbins, “Create a Team Culture of High Performance, Trust, and Belonging.” His five takeaways were both powerful and practical:

1. Admit when you don’t know something or make a mistake.
2. Reach out for support from others in a courageous way.
3. Be willing to have “sweaty-palmed conversations.”
4. Express appreciation generously and authentically.
5. Receive appreciation graciously – just say “thank you.”

The concept of “sweaty-palmed conversations” especially resonated with me.  As legal administrators, these tough but necessary discussions are part of our job.  We need to lean into them, have them sooner rather than later, and not shy away from addressing the elephant in the room.  The conversations are not always easy – and it’s okay to say that – but it’s essential for building trust and strong relationships.

Another standout session was “Can We Really Juggle It All? Time Management Skills for Busy Legal Administrators,” presented by EJ Stern and Christy Walsh.  One of their key pieces of advice: don’t try to implement everything you learn this week at once.  Instead, focus on just one or two key takeaways and start there.  They also talked about the “1% rule” – the idea that improving by just 1% each day, week, or even month can yield powerful, lasting results.  It was a timely reminder that small, intentional changes are both realistic and sustainable.

And let’s not forget the location – Nashville was a terrific host city.  Known for its music and camaraderie, the city offered an ideal backdrop for connecting with peers.  The evening events brought everyone together, and the food (and fun!) did not disappoint.

Most importantly, I met so many new people and realized that I’m not alone in the challenges I face at my firm, and the conference provided exactly the recharge I needed.  Knowing that others are facing similar hurdles – and hearing fresh ideas and practical solutions – was not only comforting but empowering.

Attending the ALA Annual Conference was more than just professional development.  It was a reminder that we’re all in this together, and that support, growth, and inspiration are always within reach – sometimes you just need to take that next step.

By Laura T. Sears, CLM
Chief Administrative Officer
Gould & Ratner LLP

The ALA Annual Conference brings together legal administrators, consultants, and business partners who work in or with law firms, corporate legal departments, government agencies, and other legal settings. The conference offers a variety of educational sessions, exhibits, networking opportunities, and social events for attendees to learn, share, and connect with each other. Attending the ALA Conference is a professional development must:  where else can you learn about the latest trends and best practices in legal management, discover innovative solutions and tools for our organizations, and reconnect with, meet, and network with colleagues – all in one place.

I was lucky enough to win a Chapter scholarship to attend the ALA Conference in Denver, Colorado. A bonus was that the conference took place in Denver – snowcapped majestic mountains in the background made the location interesting, calming, and refreshing.

I gained valuable insights from formal sessions and informal conversations with colleagues and business partners. Among the topics that I found interesting were:

• Managing the legal workforce in the post-pandemic era;
• Strategies and resources to support those facing mental health issues.
• How to leverage technology and innovation to enhance legal service delivery and client satisfaction.
• Developing leadership and communication skills; and
• Taking deep dives into the challenges and opportunities that legal organizations face, including DE&I, talent retention and development, risk management, and sustainability.

As a seasoned veteran of ALA conferences, I know that the education and experiences do not end in the classroom. Visiting the exhibit hall, where hundreds of booths showcasing the latest products and services for legal organizations could be found is invaluable - I always make it a goal to make it to as many exhibitor booths as time permits!  And, of course, what is a conference without a little fun. Attending business partner and member events further foster the ability to connect with colleagues. 

In this hybrid world in which we find ourselves, the occasions where our Chapter is together are limited. So, it was great to meet new members and reconnect with fellow ALA Chicago members at our Chapter event and throughout the conference. It’s these connections that embody the spirit of ALA.

Thank you, ALA Chicago, for the gift of a scholarship to the Annual Conference. I am grateful.

ALA Chicago is proud to announce that two of its members recently passed the Certified Legal Manager exam.

Michelle Howe, CLM of Faegre Drinker Biddle & Reath LLP and Thomas Nicolas Tyszka, CLM of Handler Thayer, LLC are the chapter’s newest CLMs. Please join the Chapter Board of Directors in congratulating Michelle and Thomas.

The Certified Legal Manager (CLM)® program allows a qualified legal management professional to demonstrate, through experience and coursework culminating in the examination process, a mastery of core areas of the body of knowledge identified as essential to the effective performance of a principal legal administrator. ALA’s voluntary CLM program was developed to provide legal management professionals with an opportunity to demonstrate a mastery of the core competencies of knowledge identified as essential to the effective performance of a principal administrator.

BigHand has been conducting annual surveys on legal support services for the past four years. Our latest report compiles data from these surveys, including new information gathered for 2024, to provide a comprehensive trend analysis of support staff structures, turnover, costs, and value within modern law firms. Some of the key findings include:

• Widespread restructuring: In 2024, 97% of firms reported making changes to their support staff structures in the last two years, with 52% planning further changes.
• Shift towards centralization: The most popular structure in 2024 is 75% of support staff in teams and 25% providing direct lawyer support, up from a 50/50 split in 2023.
• High turnover rates: Over 50% of surveyed firms have had forced support staff exits since 2021, while 50% reported an increase in staff switching firms in 2024.
• Technology adoption: 54% of firms now have technology in place for delegating legal support tasks, with another 13% planning to implement such solutions within two years.

Discover the full findings

The research emphasizes the need to quantify the value of support staff. In an era of cost scrutiny, being able to demonstrate the tangible benefits of support staff investments is crucial for justifying structural changes and resource allocation. By understanding and acting on these trends, legal operations professionals can drive significant improvements in their organizations.

The camaraderie between Legal Administrators and their shared desire for their firms’ success starts by joining the ALA and then moves into a deeper commitment by attending the conference.  Many friendships are formed (some old and some new), and the candid conversations that ensue gives insight as many Administrators may have already dealt with an issue you are faced with and are more than happy to share their experience. The most interesting conversations can happen even at the Walk and Talk (just a quick walk around the walking/running trail of the hotel) held every morning before you even start your day. 

This year I was truly honored to be the recipient of a scholarship to the annual conference at the Gaylord Rockies in Aurora, Colorado. I was able to connect with old friends and meet some new ones.  The ALA and its local chapters provide a support system that cannot be rivaled and there is a bonus for networking to enhance your career.  I am very grateful to the ALA, its members, and business partners for the support, encouragement and education it provides.  I could not imagine being a Legal Administrator without them.

As I stepped into the bustling city of Seattle in May 2023, I felt a surge of anticipation.  I was about to embark on an enriching experience at the Association of Legal Administrators (ALA) Conference, where legal professionals from around the world would converge to share insights, discuss challenges, and explore the latest trends in legal administration. The last time I had attended the annual conference was in 2019 in Texas, and I was eager for the in-person networking and collegial energy that the annual conference fosters.  

The conference kicked off with a keynote session by Catherine A. Sanderson, PhD on the "Science of Happiness." The speaker, an expert in positive psychology, delved into the intricacies of what truly makes us happy and how we can incorporate these principles into our personal and professional lives. The emphasis on fostering a positive work environment and building resilient teams set an optimistic tone for the entire event. It served as a reminder that, in the demanding field of legal administration, the pursuit of happiness is not just a personal goal but a strategic investment in organizational success.

One of the sessions, titled “'No' is a Complete Sentence,” left a lasting impression on me. The speaker empowered us to set boundaries and assert ourselves confidently by embracing the power of saying 'no.' In a profession where demands can be overwhelming, learning to prioritize and establish limits is not just a skill but a crucial aspect of maintaining a healthy work-life balance. The session provided practical strategies for effective communication and reinforced the notion that saying 'no' when necessary is an essential component of professional success and personal well-being.

Another session, “Eustress: How to Tap into the Positive Effects of Stress to Improve Your Work and Life,” offered an unexpected perspective on stress management. Instead of viewing stress as an adversary, the session explored the concept of stress being a motivator that is energizing. Strategies to identify and leverage eustress were shared, offering a new approach to turning workplace challenges into opportunities for growth and accomplishment. The insights gained from this session provided practical tools to navigate high-pressure situations with resilience.

As technology continues to redefine the legal industry, understanding how to harness the power of data is paramount. To address this challenge, the session, “The New Landscape for Legal Data Intelligence,” covered emerging trends, best practices, and case studies, illustrating how legal administrators can leverage data intelligence to enhance decision-making, streamline operations, and drive organizational success. The interactive nature of the session facilitated discussions and encouraged us to explore innovative solutions tailored to our specific organizational needs.

The session on the “Top 10 Excel Formulas Every Administrator Must Know” provided a hands-on approach to mastering Excel. In a profession where precision and efficiency are non-negotiable, the session covered fundamental formulas and techniques that enhance productivity. From data analysis to report generation, the practical applications of these Excel formulas were demonstrated, ensuring that we left with tangible skills to implement in our daily responsibilities.

Attending the ALA Conference in Seattle in May 2023 was a journey of learning and growth. The broad range of sessions, from unlocking the science of happiness to mastering Excel formulas, provided a comprehensive perspective on the multifaceted role of legal administrators. As I departed Seattle, I carried with me not only a wealth of knowledge but also a renewed sense of purpose and inspiration to contribute meaningfully to the dynamic field of legal administration.  I look forward to seeing everyone at the annual conference in Denver in 2024.

ALA Chicago is proud to announce that three of its members recently passed the Certified Legal Manager exam.

Heather Bowen, CLM of HMB Legal Counsel, David Montiel, CLM of Fox Swibel Levin & Carroll LLP, and Kristi Seaton, CLM of Hodges, Loizzi, Eisenhammer, Reick & Kohn LLP are the chapter’s newest CLMs. Please join the Chapter Board of Directors in congratulating Heather, David, and Kristi!

The Certified Legal Manager (CLM)® program allows a qualified legal management professional to demonstrate, through experience and coursework culminating in the examination process, a mastery of core areas of the body of knowledge identified as essential to the effective performance of a principal legal administrator. ALA’s voluntary CLM program was developed to provide legal management professionals with an opportunity to demonstrate a mastery of the core competencies of knowledge identified as essential to the effective performance of a principal administrator.

It gives us great pleasure to announce that ALA Chicago member Michael Hill, CLM of Gould & Ratner passed the May 2023 CLM exam! Please join the Board and me in congratulating Michael.

Aside from Michael being instrumental as the finance speaker for ALA Chicago’s Study Group, he managed to find time to put forth the effort to study for and pass the CLM exam. Michael’s goal of earning the CLM designation is now a reality. We are proud of Michael and honored to add another CLM to ALA Chicago’s extensive CLM roster.

Do you have your CLM yet? Are you thinking about earning the CLM designation? Registration for the current Study Group is still open! June 16, 2023 is the last date to register.

This year’s ALA conference discussed the latest trends and developments that encompass legal administration. The event brought together legal professionals, and industry experts to share their insights and strategies for navigating the complex landscape of legal administration in aspects of management, IT, developing inclusive leadership, making a successful hybrid office, and retention and recruiting.


One of the key takeaways from the conference was the importance of being an inclusive manager/administrator. The conference highlighted the importance of self-awareness and empathy as key components of inclusive leadership. As administrators, we should take the time to understand our bias and how it might affect our decision-making. Administrators should aim to create a work environment where everyone feels comfortable and valued, regardless of their background or identity. This means acknowledging and respecting differences among team members, actively seeking out diverse perspectives and experiences, and providing opportunities for growth and advancement to all employees.


With many firms having hybrid work arrangements, where employees can work both remotely and in-person, we must learn how to make a successful hybrid office and the importance of creating an inclusive culture where everyone feels connected, regardless of location. We should ensure that our employees have access to the technology and resources they need, regardless of their work location. Communication is also critical in a hybrid office, we should establish clear channels of communication and ensure teams know how to stay in touch and collaborate effectively.


Another important takeaway from the conference was that retention starts with the recruitment process. We should make sure to hire candidates who are a good fit for the firm and its culture. We should invest in employee engagement and find ways to motivate and challenge employees. Having employee recognition programs, providing regular feedback, and creating training and development opportunities can help employees feel valued and engaged at work.


Finally, the conference emphasized the importance of technology in legal administration. The conference sessions stressed the need for law firms to embrace digital transformation to streamline their process, automation of processes, and increase efficiency. Specifically, they discussed the use of legal practice management software, cloud-based solutions or simply having open discussions with our own IT departments on how to enhance collaboration and automate routine tasks to make our life easier.


In conclusion, the conference provided valuable insights and strategies for retention, developing inclusive leadership, and for making a successful hybrid office. By implementing these takeaways, we can improve our ability to lead and support our teams effectively and create a work environment that promotes inclusivity. Additionally, the conference provided me with an amazing opportunity to not only extend my network but to develop both personally and professionally. This was an amazing experience where I met a lot of wonderful administrators from all over the country who not only made me feel welcome but offered their assistance if I ever needed it. I am extremely thankful to the Chicago Chapter for the opportunity to attend this year’s conference.

What a wonderful gift to be back at the National conference!  I was lucky enough to win a Chicago Chapter scholarship and attend this year's annual ALA National conference in Seattle.  The weather was crisp and mostly sunny, the sessions helpful as always and the company of my colleagues was better than ever!

While there were many options for sessions, the one that peaked my interest on Monday was called "No is a Complete Sentence - How Setting Boundaries Promotes Better Relationships".  I imagine most of us juggle how to balance our professional commitments with everything else going on in our lives so I was curious to learn how this session could offer guidance for me.

The presenters were from Loeb Leadership and included Gordon Loeb, David B. Sarnoff and Joy Stephens.  All three were engaging and had good insight into the topic. The program offered the fundamentals of emotional intelligence and how it can be used to create healthy boundaries at work that will lead to more effective relationships at all levels within the firm.

The program started with the basics of emotional intelligence (EQ) and how it relates to setting boundaries, followed by understanding the connection between self-awareness and healthy relationships, and then finally how to set boundaries.

EQ is having skills in perceiving, understanding and managing emotions and feelings.  Emotional intelligence is central to decreasing occupational stress, reducing staff turnover, increasing personal well-being, increasing leadership ability, increasing team performance and improving decision making.

Stephens shared a quote from Maya Angelou which I found meaningful - People will forget what you said, people will forget what you did, but people will never forget how you made them feel.  A healthy EQ for a leader includes culture, people and emotions, inspiration, motivation, trust and confidence, all of which influences how a leader makes us feel. And as leaders we need to remember how impactful our actions can be to others.

The speakers reminded us of the difference between management and leadership.  Management is a fact, it is what we do, it is tactical and we use our skills to accomplish a goal.  Leadership is a choice and how we do it, and how we understand the vision to get others to act.   People are more likely to feel empowered, valued and engaged because of leadership skills, not management skills. 

The collective process of how we make choices about how we get the work done shapes the culture of the organization. As leaders we can have a tendency to take on other people's problem and try and solve them.  Instead, if we wish to develop our team and manage our boundaries, we should offer support, ask questions and guide them to the right solution and then expect them to execute on it.  To aid in that goal, we should be asking if the inquiry is a puzzle, problem or mystery.  If it is a puzzle, there should be one answer and we just need to put it in the right order.  If it is a problem, there should be multiple answers and we might need to try them all to find the right answer.  And if it is a mystery, we will never know the best way to solve it but we need to keep trying.  I liked this analysis, as it helps set the stage for the discussion and we can use this framework to ask what they think is best for the situation and flush it out as needed.

My favorite line of the program was "don’t be emotionally hijacked"!  I am not sure if others experience this, but I can get emotionally charged by someone and not always feel great after that happens.  Stephens shared an exercise called "box breathing" to remain calm and allow you time to decide if you want to get emotionally involved or not.  The idea is you breathe in for four seconds, hold it for four seconds, exhale for four seconds and hold it again for four seconds.  This box can be repeated as many times as needed.

The speakers also shared a decision making tool, called the Eisenhower Matrix. The four quadrants include "do it", "schedule it", "delegate it" or "delete it".  The axes of the box are level of importance and sense of urgency.  If it is urgent and important, do it!  If it is important and not urgent, plan to get it done soon but not immediately - schedule it.  If it is urgent but not important, delegate it to someone, which can help develop their skill set.  And if it is not important and not urgent, stop doing it - delete it, as it is not a good use of your time.

In addition to using the tool to plot out how you should proceed, they offered some power words.  The first is no.  That is a complete sentence.  For those who struggle with saying no, try yes and… (e.g. yes I can take on that project and it will require a longer deadline due to other priorities, or yes I can help you and I need your help in reprioritizing my project list as I don’t have capacity to do it all at once).  I am at capacity is also a polite way to say no and for those very brave, you can try silence.  It is a great negotiation tactic, as most of us squirm when there is silence in a conversation for anything above a few seconds.   And for those who can't set boundaries, you can always say you need an hour to reset and you will come back to the individual, team, project, etc.

There is also the perspective of being a leader and that we should respect the  boundaries of those on our team.  One example shared was when a leader would quiz the team during small talk at the start of meeting about their weekend plans.  It was a detailed inquiry about where did you go, what restaurant, how was the food, etc.  We need to remember that not everyone is an open book and likes to share details of their personal life.  Another example is not sending emails during non-business hours so there isn't pressure to respond.

An attendee asked how do we start this if we have been at the same firm for years and are known to always be available.  Stephens offered a "rebranding" strategy by sharing with the team, leadership, etc. that after attending a conference session at ALA, we have learned how to set boundaries and respect them.  And that starts now.

It is Sunday morning around 7 am CT and I am online.  Knowing the above and practicing what I learned, I am going to log off and enjoy my morning with my family.  Here is hoping old habits die soon!

I hope you are doing well!  As my chapter presidency comes to a close, I would like to take a moment to express my gratitude.   ALA and ALA Chicago have done so much for me professionally and personally.  Thank you for your trust in me, and for this honor and tremendous opportunity to have served the chapter as President. 

We have such a strong and incredible chapter, and I’m so appreciative of our member engagement and feedback.  Thank you cherished business partners, for your support not only of our chapter, but in your diligence in addressing our members’ needs with innovative and relevant solutions. 

Please join me in thanking the 2022-2023 chapter Board of Directors and their committee members for their contributions and commitment to the chapter.  I would also like to thank our chapter manager Amanda Mehrbrodt.  Looking back at the past 12 months, it has been a packed year with great educational programming, social and networking events for our members and business partners.  These successes are the result of a great team effort that has once again allowed the chapter to receive the ALA Presidents’ Award of Excellence recognition!  Congratulations to the Board for a job well done and thank you.

Thank you for joining me on this journey and supporting the vision to revitalize, reconnect and recharge.  I’m excited for the year ahead, encourage you to remain active with the chapter, and remember that ALA Chicago is here for you!

Maria T. Black, CLM

2022-2023 ALA Chicago Chapter President

One of the many interesting educational sessions I attended at the Annual Conference in Kissimmee focused on creating the right workplace experience to attract employees back to the office without forcing them back.  The driving message was that hospitality isn’t just food and beverage, and if firms only focus on providing free food to lure people back, they are missing the mark. 

In order to encourage employees to come into the office, we need to make working in the office better than working from home, at least periodically.  That’s a tall order considering that working from home means that there’s no lost commute time or costs associated with it, there’s a private restroom, and plenty of our favorite foods are just a few feet away in the kitchen.  So how do we give them an experience they cannot get at home?  Strive to create a five-star hotel white glove experience for everyone coming into the office.  Here are some suggestions:

1. When an employee arrives, they are greeted with a warm welcome by the receptionist.
2. Consider offering a free Continental breakfast each day.
3. Create a concierge desk, where employees can ask for help with ideas for vacations, restaurant reservations, activities going on in Chicago, etc.
4. Create a roaming help desk, where members of the IT department walk around and ask individuals whether they need help.
5. When an employee visits the office services department, one of the team members stands, greets them with a smile and asks “How can I help?”.
6. Request feedback for your in-office support team regularly through strategic surveys.  Target a rating of at least 4.75 out of 5.0.
7. Look for ways to make your space comfortable, with various furniture arrangements and the type of furniture offered.  (The latest buzz word is “resi-mercial”, which combines residential and commercial.)
8. One complaint often heard at law firms is that employees do not want to work in empty space that feels like a morgue.  If a firm is unable to reduce their space, they should give some thought to “closing off” space on Mondays and Fridays when in-office attendance is low.  Or, if you cannot reduce space, consider relocating employees that do not come in regularly to a certain area of the floor, thus increasing the possibility of having more employees together on a given day.
9. Consider hiring a nutritionist/wellness coach who would be onsite and available to meet privately with your employees when they are in the office.
10. Equip a wellness room with a massage table or massage chair, and bring in a massage therapist.  Employees can schedule an appointment during their visit to the office.
11. Manicures are a big draw at firms that have started to offer this service.
12. Employee financial wellness is an area that a lot of firms have ignored since the pandemic.  Reach out to the firm’s 401(k) vendor and ask that they visit the office monthly to meet with individual employees.
13. Expect meetings going forward to be attended by a combination of people in the office and people at home.  If you only have a few attendees at the office, instead of having them sit together at a big conference room table, take an empty partner office and transform it into a Zoom room.  Put three comfortable chairs (with small side arm desks) in the room facing a large screen, have a small refrigerator, natural light, and make it a pleasant place for those in the office to be together on the Zoom.
14. For “hotel” offices to be shared by visiting attorneys, make them inviting.  Add a silk plant and a nice picture on the wall.  Make sure the cables are organized and coiled (the speaker related these special touches to the triangle on the toilet paper in a hotel room).
15. When you consider hiring a new member of your in-house office services team, look for someone who has worked in the hospitality industry.  They understand the importance of white glove service, and how to bring your “customers” back.

If an employee could expect a personal visit from IT in a nicely decorated hotel office, a 20 minute afternoon chair massage, a meeting with their nutritionist, a comfortable meeting to share a Zoom call, and a few other special touches they can’t easily receive at home, they are more likely to embrace a return to the office, and the firm is more likely to retain their talent. Welcome to the new world of hospitality in a law firm!

ALA Chicago is pleased to announce Rita Nielsen has been recognized as an Outstanding Association Volunteer Award by ALA. Many think of this as a “Volunteer of the Year” award, but the basis for the award is not limited to service an individual has provided during the prior year. Recipients have been recognized for either service on particular projects or continuous/ongoing volunteer efforts, and generally such service or efforts are at the international level.

Rita R. Nielsen, CLM, PHR, SHRM-CP, joined ALA in 1997 and has been an active volunteer at both the chapter and international level. In addition to her many years of service on the Chicago Chapter board, she has served six consecutive years as a member of ALA’s Certification Committee, where she is a staunch champion of the Certified Legal Manager (CLM)® program. When she began her own CLM certification journey in 2007, she learned the value of studying with a group of cohorts in Chicago. But she didn’t stop there. After receiving her certification that year, she continued to help others obtain their certification, first by developing 250 questions for a sample test that study groups still use today. She attends study sessions year after year to offer her knowledge and words of encouragement. Rita is a guiding force for creating a direct path to certification for hundreds of ALA members throughout the country and beyond. Rita has also served on the Association’s Nominating Committee and the 2005 Annual Conference & Expo Planning Committee.

As one member states, “ALA Chicago’s study group is doing a great job helping CLM candidates to achieve results. I can’t underline more the help of Rita Nielsen, ALA Chicago’s CLM Director, as well as the selected speakers during the process. I am grateful to Rita for helping me through my CLM journey. I am proud to say I am the first international ALA member to earn the CLM certification.”

As I make my exit as the President of the Chicago Chapter, it has become clear to me that the spirit of ALA Chicago is something that collectively improves us all.  No doubt that 2021 was an intense year for all of us, and 2022 is looking equally challenging.  Through guidance and others’ experiences and leadership, we will get through this together.

I believe that those of us who led our firms through the pandemic and what’s to follow are stronger and smarter for it.  We have learned that remote work is our friend and not our enemy, and people can be trusted to do their jobs from afar.  We will always have a Plan B for every Plan A. We are more adept at leading change, and we can pivot like nobody’s business.  We are better communicators.  Empathy and employee wellness has taken a front seat in leading our teams, and while we see employees re-evaluating what job satisfaction really means, we will win the war for talent just like all of the other battles we have collectively fought.

I want to express my sincere gratitude to the 2021-2022 ALA Chicago Board of Directors.  This Board deserves a special measure of appreciation:  they dealt with all of the same staggering challenges facing law firm administrators this past year, while simultaneously serving ALA Chicago’s members and business partners with dedication, grace and seriousness.  They freely gave of their expertise, passion, talent and experience to make us better at what we do. 

Serving as President of the Board of ALA Chicago has been one of the most valuable professional experiences I have had.  Thank you for the opportunity.  I invite you all to support our incoming Board with your time and talent, our fellow members by attending our events and networking, and our Business Partners, who stand ready to arm you on the battlefield.

Best regards,

Mary Ann Rojas

2021-22 President

It gives us great pleasure to announce that four of our ALA Chicago members passed the May 2021 exam! Please join the Board and me in congratulating:

Maria Black, CLM, Ogletree Deakins

Taryn Scott, CLM, Kowitz Shifrin Nesbit

Katie Sheldon, CLM, Ice Miller

Francis Zeiger, CLM, Foley & Lardner LLP

I can attest to all the hard work these members put forth to make their dream of earning the CLM designation come true. We are proud of them and honored to add four more CLM’s to ALA Chicago’s extensive CLM roster.

In addition to our four ALA Chicago members, 11 ALA members from around the country who participated in the last Chicago Study Group passed the CLM exam. In total, 17 ALA members passed the May exam, 15 of whom were in the Chicago Study Group! What an awesome result for our Study Group’s effort.

Do you have your CLM yet? Are you thinking about earning the CLM designation? Registration is open now for the next Study Group.

Rita Nielsen CLM, PHR, SHRM-CP
ALA Chicago – CLM Director

ALA Chicago is pleased to announce that the Chapter has been recognized by ALA National with its second consecutive Elevate ALA Award for the 2020-2021 board year. The award recognizes the Chapter’s efforts in professional development, networking, and visibility, which demonstrate advancement in the areas of educational content, member-to-member and member-to-business-partner relationships, and ALA’s prominence in the legal community.  ALA Chicago is one of three  chapters to be awarded this prestigious award, and the first chapter in the history of the award to win more than once.