A free, firm-wide diagnostic that reveals how your lawyers perceive your culture of business development across nine interconnected areas.
Sample Culture Score Report
Our Group provides effective business development training for non-equity partners and counsel
74%
Our Group has an effective succession planning process
52%
Our group provides effective business development training for associates
81%
Our group provides effective business development training for new laterals
63%
Our group provides effective business development training for partners
88%
Our group effectively communicates our services to targeted firm clients who are not currently using us
47%
Group members are held accountable for timely implementation of personal and group plans
69%
Our group maintains strong relationships with lawyers who have left the firm
56%
The firm does a good job training leaders to lead business development efforts
83%
Our firm effectively conducts research relating to existing and prospective clients
71%
I clearly understand how business development impacts my compensation
44%
Our group effectively recruits laterals with good books of business
77%
Our group effectively tracks our business development activity
62%
Our group works well with other firm offices to pursue business development
85%
I have a clear set of business development goals and measures
58%
Our group works well with other firm practice areas to pursue business development
73%
Our group effectively informs other groups in the firm about the services we provide
49%
Our compensation system effectively encourages business development
66%
I personally enjoy engaging in business development activities
54%
Our group has developed an effective practice group plan
79%
Our group actively solicits feedback from our most important clients
86%
Our group leader enforces client service standards
68%
Our group has effectively differentiated ourselves from our main competitors
61%
Our group has targeted key referral sources and communicates effectively with them
42%
Our group acts on the feedback we receive from our clients
75%
Our group has sufficient staffing to support our business development efforts
57%
The members of my group have an active role in business development planning
82%
As a firm we live by our defined set of values
70%
I am well-informed about the range of services provided by others in the firm
48%
Our group has sufficient technology to support our business development efforts
64%
Our group has good marketing materials
87%
Our group effectively retains our top lawyers
55%
Our group works together to pursue business development opportunities
76%
Our group has a clearly defined set of client service standards
67%
Our group regularly discusses business development
84%
Our firm has a defined set of values
59%
Our group is well-known in our targeted markets
72%
Our lawyers communicate effectively with their clients
91%
Our Group provides effective business development training for non-equity partners and counsel
74%
Our Group has an effective succession planning process
52%
Our group provides effective business development training for associates
81%
Our group provides effective business development training for new laterals
63%
Our group provides effective business development training for partners
88%
Our group effectively communicates our services to targeted firm clients who are not currently using us
47%
Group members are held accountable for timely implementation of personal and group plans
69%
Our group maintains strong relationships with lawyers who have left the firm
56%
The firm does a good job training leaders to lead business development efforts
83%
Our firm effectively conducts research relating to existing and prospective clients
71%
I clearly understand how business development impacts my compensation
44%
Our group effectively recruits laterals with good books of business
77%
Our group effectively tracks our business development activity
62%
Our group works well with other firm offices to pursue business development
85%
I have a clear set of business development goals and measures
58%
Our group works well with other firm practice areas to pursue business development
73%
Our group effectively informs other groups in the firm about the services we provide
49%
Our compensation system effectively encourages business development
66%
I personally enjoy engaging in business development activities
54%
Our group has developed an effective practice group plan
79%
Our group actively solicits feedback from our most important clients
86%
Our group leader enforces client service standards
68%
Our group has effectively differentiated ourselves from our main competitors
61%
Our group has targeted key referral sources and communicates effectively with them
42%
Our group acts on the feedback we receive from our clients
75%
Our group has sufficient staffing to support our business development efforts
57%
The members of my group have an active role in business development planning
82%
As a firm we live by our defined set of values
70%
I am well-informed about the range of services provided by others in the firm
48%
Our group has sufficient technology to support our business development efforts
64%
Our group has good marketing materials
87%
Our group effectively retains our top lawyers
55%
Our group works together to pursue business development opportunities
76%
Our group has a clearly defined set of client service standards
67%
Our group regularly discusses business development
84%
Our firm has a defined set of values
59%
Our group is well-known in our targeted markets
72%
Our lawyers communicate effectively with their clients
91%
Without data
Leadership often operates on assumptions about firm culture, misperceptions between partners, associates, and practice groups go unaddressed, and initiatives miss the mark because they're not grounded in how lawyers actually experience BD culture.
With Culture XRay®
The Culture XRay® delivers firm-wide insight across nine BD culture categories , revealing where leaders and lawyers align, where they diverge, and what to prioritize next with confidence.
Minimal lift for your firm, maximum insight for your leadership team, designed to surface what surveys and intuition alone cannot.
01
1 / 4
It's simple
Very little work for the firm or your lawyers. Only 41 statements, fully automated, and answered in minutes.
02
2 / 4
Insightful
Goes beyond marketing to cover leadership, management, and business development issues you may not think of on your own.
03
3 / 4
Comprehensive
View data from dual perspectives: nine key categories of business development and from lowest to highest scores.
04
4 / 4
And best of all, it's free
A firm-wide voice-of-the-firm assessment at no cost, designed to help leaders act with clarity and confidence.
Armed with these insights, leaders can correct misunderstandings, design highly focused initiatives, and deliver targeted training that elevates performance.
01 / 09
Leadership & Planning
02 / 09
Personal Business Development Activities
03 / 09
Cross-Selling
04 / 09
Client Service
05 / 09
Recruitment & Retention
06 / 09
Business Development Support
07 / 09
Compensation
08 / 09
Training
09 / 09
Succession
The Culture XRay® can be deployed firm-wide or with specific groups such as practice areas, departments, offices, or by lawyer roles (partners, associates, counsel).
Sample Culture Score Report
Our Group provides effective business development training for non-equity partners and counsel
74%
Our Group has an effective succession planning process
52%
Our group provides effective business development training for associates
81%
Our group provides effective business development training for new laterals
63%
Our group provides effective business development training for partners
88%
Our group effectively communicates our services to targeted firm clients who are not currently using us
47%
Group members are held accountable for timely implementation of personal and group plans
69%
Our group maintains strong relationships with lawyers who have left the firm
56%
The firm does a good job training leaders to lead business development efforts
83%
Our firm effectively conducts research relating to existing and prospective clients
71%
I clearly understand how business development impacts my compensation
44%
Our group effectively recruits laterals with good books of business
77%
Our group effectively tracks our business development activity
62%
Our group works well with other firm offices to pursue business development
85%
I have a clear set of business development goals and measures
58%
Our group works well with other firm practice areas to pursue business development
73%
Our group effectively informs other groups in the firm about the services we provide
49%
Our compensation system effectively encourages business development
66%
I personally enjoy engaging in business development activities
54%
Our group has developed an effective practice group plan
79%
Our group actively solicits feedback from our most important clients
86%
Our group leader enforces client service standards
68%
Our group has effectively differentiated ourselves from our main competitors
61%
Our group has targeted key referral sources and communicates effectively with them
42%
Our group acts on the feedback we receive from our clients
75%
Our group has sufficient staffing to support our business development efforts
57%
The members of my group have an active role in business development planning
82%
As a firm we live by our defined set of values
70%
I am well-informed about the range of services provided by others in the firm
48%
Our group has sufficient technology to support our business development efforts
64%
Our group has good marketing materials
87%
Our group effectively retains our top lawyers
55%
Our group works together to pursue business development opportunities
76%
Our group has a clearly defined set of client service standards
67%
Our group regularly discusses business development
84%
Our firm has a defined set of values
59%
Our group is well-known in our targeted markets
72%
Our lawyers communicate effectively with their clients
91%
Our Group provides effective business development training for non-equity partners and counsel
74%
Our Group has an effective succession planning process
52%
Our group provides effective business development training for associates
81%
Our group provides effective business development training for new laterals
63%
Our group provides effective business development training for partners
88%
Our group effectively communicates our services to targeted firm clients who are not currently using us
47%
Group members are held accountable for timely implementation of personal and group plans
69%
Our group maintains strong relationships with lawyers who have left the firm
56%
The firm does a good job training leaders to lead business development efforts
83%
Our firm effectively conducts research relating to existing and prospective clients
71%
I clearly understand how business development impacts my compensation
44%
Our group effectively recruits laterals with good books of business
77%
Our group effectively tracks our business development activity
62%
Our group works well with other firm offices to pursue business development
85%
I have a clear set of business development goals and measures
58%
Our group works well with other firm practice areas to pursue business development
73%
Our group effectively informs other groups in the firm about the services we provide
49%
Our compensation system effectively encourages business development
66%
I personally enjoy engaging in business development activities
54%
Our group has developed an effective practice group plan
79%
Our group actively solicits feedback from our most important clients
86%
Our group leader enforces client service standards
68%
Our group has effectively differentiated ourselves from our main competitors
61%
Our group has targeted key referral sources and communicates effectively with them
42%
Our group acts on the feedback we receive from our clients
75%
Our group has sufficient staffing to support our business development efforts
57%
The members of my group have an active role in business development planning
82%
As a firm we live by our defined set of values
70%
I am well-informed about the range of services provided by others in the firm
48%
Our group has sufficient technology to support our business development efforts
64%
Our group has good marketing materials
87%
Our group effectively retains our top lawyers
55%
Our group works together to pursue business development opportunities
76%
Our group has a clearly defined set of client service standards
67%
Our group regularly discusses business development
84%
Our firm has a defined set of values
59%
Our group is well-known in our targeted markets
72%
Our lawyers communicate effectively with their clients
91%
Schedule your free Culture XRay® to receive actionable, firm-specific insights your leadership team can use immediately.
At a TerraLex Americas Regional Meeting, David Freeman gave an outstanding presentation to more than 125 delegates. As Chairman of TerraLex and as a former Managing Partner of my own law firm I have attended presentations by many law firm consultants. This was one of the best. The research David presented opened our eyes to the uncomfortable fact that many lawyers are not aware of their weaknesses or strengths in client relationship management and practice development. He also offered simple and practical advice on how law firms can improve their performance in these critical areas. His Culture XRay® was a picture that was better than a thousand words of the usual law firm management consultant advice.
Charles E. McCallum
former Chairman and CEO, TerraLex – A World-Wide Network of Independent Law Firms
Schedule your free Culture XRay® and receive firm-specific insights your leadership team can act on.
