
Welcome to the latest blog post based on Episode 33 of The Lawyer Millionaire Podcast, featuring the insightful Adam Berger, partner and co-founder of Miller Berger. In this episode, titled “The Power of Client-Centered Growth: Insights from Corporate Law Expert Adam Berger,” our guest shares invaluable wisdom on cultivating a successful law practice in today’s rapidly evolving landscape.
Lean and Virtual: A New Business Model for Law Firms
The pivot to a lean and virtual business model is redefining the legal services industry. Adam Berger champions this approach, illustrating how quality work can significantly drive revenue and profit. By maintaining a virtual office and a modest in-person footprint, Berger’s firm capitalizes on the shift in workplace dynamics, ensuring both high accessibility to clients and an efficient operational setup.
Prioritizing Clients Over Profit
One of the cornerstones of Miller Berger’s philosophy is placing client needs and goals at the forefront—a principle crucially discussed by Adam in our podcast. This focus guarantees that every client receives optimal results, which inherently aligns with business growth and client retention strategies.
Cultivating a Collaborative Team Culture
Adam delves into how his firm nurtures a collaborative and family-like atmosphere, prudently selecting team members to ensure a diverse yet harmonious blend of skills and perspectives. They’ve established a generous origination policy to ensure young attorneys are invested in building their business and in the satisfaction of their clients.
Overcoming Onboarding Obstacles
Despite challenges in recruiting the most skilled candidates, Miller Berger takes a slow and careful hiring approach. Adam emphasizes the importance of not just technical skills but intangibles such as confidence, a sense of humor, and varied personal backgrounds, crucial for a dynamic and resilient law firm.
Embracing a Pandemic-Spawned Opportunity
Starting their practice amidst the COVID-19 pandemic turned out to be a strategic advantage for Adam and his partner. As they anticipated shifts in the legal business, they adopted a selective and empowering hiring approach, ensuring everyone’s voice is heard—a significant move that fostered inclusivity and a strong sense of belonging.
Networking and Business Development in the New Normal
Berger recognizes the current business development landscape’s nature, where networking and relationship-building remain pivotal for securing referrals and solidifying a firm’s reputation.
The Lawyer Millionaire’s Resources
Listeners and readers are also reminded that they can access free resources, webinars, and our host Darren Wurz’s book at thelawyermillionaire.com. We encourage everyone to subscribe, leave a review, and share the insights they’ve gained from our podcast.
Closing Thoughts and an Invitation from Adam Berger
Our guest reinforces his business’s vision: to double the number of attorneys at the Miller Berger firm. In a candid moment, Adam shares his retirement aspiration to savor cooking and beachside relaxation.
For more details on Adam Berger’s expertise, visit Millerberger.com, Find Law, Super Lawyers, and LinkedIn. And of course, Adam welcomes everyone to connect with him online for enriching conversations.
Subscribe and Transform Your Practice
Don’t forget to tune in to The Lawyer Millionaire Podcast for more empowering episodes that can help law firm owners achieve greater success and freedom. Subscribe today and transform your law firm into a lean, client-centered powerhouse
Resources:
Connect with Darren Wurz:
- dpw@wurzfinancialservices.com
- 30 Minute Chat With Darren
- Wurz Financial Services
- The Lawyer Millionaire: The Complete Guide for Attorneys on Maximizing Wealth, Minimizing Taxes, and Retiring with Confidence by Darren Wurz
- LinkedIn: Darren P. Wurz
- LinkedIn: The Lawyer Millionaire
- Twitter: Wurz Financial Services
Connect with Adam Berger:
About our guest:
Adam’s focuses his practice on Corporate, Complex Commercial Litigation, Insurance Defense, and Employment matters, as well as a wide variety of Commercial Transactions including “buy-sells” and Real Estate. Adam serves as outside general counsel to numerous privately held companies in the Greater Chicago Area, including many automobile dealerships and construction companies. He is regularly engaged to defend lawsuits alleging breach of contract, fraud, breach of warranty, and violations of Federal statutes such as the Truth in Lending Act. Adam is often retained to resolve shareholder disputes and employment charges filed with the EEOC and Illinois Department of Human Rights. Adam also has extensive experience defending construction companies against claims of negligence and wrongful death.
Adam has tried numerous cases to verdict and has an impressive appellate record. He regularly represents clients in arbitration hearings, mediations, and alternative dispute resolution proceedings.
Adam has been recognized as a Super Lawyer Rising Star in Construction Litigation and is the proud recipient of an Illinois Jury Verdict Reporter “Trial Lawyer Excellence Award” for obtaining a defense verdict on behalf of an electrical contractor in a wrongful electrocution death case. Adam serves on the Boards of various public and private organizations. Prior to establishing Miller Berger, LLC, Adam was a partner in a large, multi-state law firm and the owner of a boutique law firm in Chicago.
Bar Admissions
- Illinois
- U.S. District Court Northern District of Illinois
- U.S. District Court Central District of Illinois
- U.S. District Court Southern District of Illinois
- U.S. District Court Northern District of Indiana
- U.S. District Court Southern District of Indiana
- U.S. District Court Western District of Wisconsin
- U.S. District Court Eastern District of Wisconsin
- Federal Trial Bar
Education
- Loyola University Chicago School of Law, Chicago, Illinois
- J.D. – 1999
- Dean’s List
- CALI Highest Grade in Legal Research
- Best Oral Advocate, Regional Finals, National Moot Court Competition
- National Moot Court Team
- Winning Team, Intra-School Moot Court Competition
- Phillip C. Jessup International Law Moot Court Team
- Washington University
- B.A. – 1993
Professional Associations
- Chicago Bar Association
- Northwest Suburban Bar Association
- Illinois Defense Counsel
- Illinois Independent Auto Dealer Association, Board Member
- National Independent Auto Dealer Association
- HACIA
Published Works
- Co-Author, Chapter 1 and Chapter 4, A Young Lawyer’s Guide to Real Estate Practice, The Young Lawyers Section, Chicago Bar Association
Honors
- Illinois Jury Verdict Reporter “Trial Lawyer Excellence Award”
- Illinois Super Lawyers Rising Star, Construction Litigation
- Super Lawyer 2022
- Elite Lawyer 2020-2022
Transcript:
Darren Wurz [00:00:00]
How do you not just survive, but thrive during a period of uncertainty? The COVID-19 Pandemic brought uncertainty on a whole new level. Some law firms went under, but others, like the one launched by our guests today, were born and grew. Welcome to the Lawyer Millionaire podcast, the show dedicated to helping lawyers and law firm owners achieve financial success. I’m your host, Darren Wurz, financial planner for law firm owners. You’re about to hear the remarkable story of Adam Berger, who not only went from working at a law firm to starting his own practice, but did so during the unprecedented challenges brought on by the Pandemic. Adam is a partner and co founder of Miller Burger, located in the great city of Chicago. He focuses on corporate law and complex commercial litigation. Adam, welcome to the show.
Adam Berger [00:01:07]:
Thank you. It’s wonderful to be here.
Darren Wurz [00:01:09]:
Absolutely. We’re excited to hear your journey. And before we do that, why don’t you just tell us and our listeners a little bit about who you are and what your firm is all about and what you guys do.
Adam Berger [00:01:21]:
Sure. So we have eight me. We’re located right in the heart of Chicago. Our focus is primarily, as you said, we’re corporate business counselors. We engage in commercial litigation. We handle commercial transactions. Most people think of that as mergers and acquisitions. We talk about it more from an asset purchase perspective. We also assist with commercial real estate transactions.
Darren Wurz [00:01:52]:
Yes. Very cool. Now, within that, you do have kind of a unique niche. Correct. Tell me a little bit more about that and your specific focus.
Adam Berger [00:02:01]:
Sure. So, over the years, I’ve developed a practice, and my partner has also developed a practice representing construction companies and car dealerships. So we’re part of a very small group of folks that represent very closely car dealerships, and we’re very deep in the construction community.
Darren Wurz [00:02:26]:
Yeah, that’s awesome. Great example of having a well defined niche, a well defined audience, and all that good stuff. Now, as I understand it, you started this practice when times were kind of crazy, and you launched out on your own during the Pandemic with your partner. Before we get into what that process was like, we talked about this before, but why don’t you tell our listeners what was kind of the impetus behind that or the catalyst that made you decide, okay, now’s the time for me to kind of go my own way and start my own thing here.
Adam Berger [00:03:05]:
So we saw the tide was turning a bit in the industry where our client base really was looking for they’re looking for someone that can be more of a partner with them than simply a vendor. And when you look at attorneys, we’re fairly reviled in the many sense, in many ways, for good reason. And so what Chris and I, my partner and I decided to do is go outside the box of the traditional law firm model and take the so called big firm experience and remove the big firm experience, if you will. It’s kind of a trite joke, but we wanted to deliver the best results possible to our clients while being able to charge them a very reasonable rate and be extremely accessible. Because accessibility and price were the two things that we found where clients were really it bothered them that they were spending a lot of money and had to wait for a call back or couldn’t get in touch with their attorney. They were being filtered through administrative assistance or sent calendar invites, that type of thing.
Darren Wurz [00:04:33]:
Yeah, absolutely. So you wanted to create a better experience for your clients, and you felt like you could do that on your own, with your own law practice. One of the things that I think you mentioned before is that you were looking at your own career trajectory, and you were concerned about any succession planning of where you were at the time and concerned about what the future might look like. Was that something that factored into that decision?
Adam Berger [00:05:03]:
Correct. And I think the key to my success in my career has been being an architect of my own future and status quo. As we tell our clients, status quo is a very bad business model. It’s truly a recipe for failure. And so we did not care for the status quo, Chris and I. And we felt that the better way to do it was to take charge of our own futures and the futures of the people that work with us and really create a model where the attorneys that work here are happy and excited to come to work. And that translates in everything that they do for the clients. And the clients are happy to call us because they know we’re not going to bill them for every phone call, every email. And the reason that we can do that is we’re controlling the overhead. And so, again, that’s part of that. Architects of our own future, we’re building this business model both from an employee facing perspective and a client facing perspective, and we think we’re doing very well. It’s just been going gangbusters.
Darren Wurz [00:06:22]:
Absolutely. That’s wonderful. And that’s a great takeaway for our audience, I think, to know that we’ve talked a lot on this show about succession planning. It’s important not just for your own future, but it’s important for your employees, because they want to know. They want to know, do I have a future at this firm? Where’s my career going? I mean, that’s important. And that was a calculation for you. You wanted to know that you had a future and that your career was headed somewhere as well. So let’s get into what this transition was like for you, because you did this at kind of a historic time. Tell us a little bit about what that journey was like through the Pandemic, launching out on your own and trying to get your own practice going.
Adam Berger [00:07:09]:
So like any other investment, timing is everything. And we had a services of discussions and we believed that what we felt was coming, the economy had already started to feel the squeeze, the lockdown was in effect and we figured that this might be a little more permanent than the next 30 to 90 days. And so we felt that the time was right and we were betting on the future. And I think it’s playing out that way from a litigation perspective. Litigation is still very strong, but nobody’s going to court. And it’s a broad generalization, but here in Chicago, very few day to day status hearings, case management conferences, what have you, are in person. Almost none of the court appearances we have are in person. Depositions are being conducted by Zoom. Meetings are being conducted remotely. Federal court it’s by phone. And so we didn’t need the huge office with the huge staff because the way the legal business is starting to run, it’s so different, it’s changing almost every month. It’s morphing and evolving. And so we felt that the time was right to try to break away from the big fancy office space, the expensive rent, the expensive support staff and everything else and be selective in the hiring as we grew, so that everybody knew that the goal is to have them at the table with us. With regard to succession planning, we want everybody to have a voice and we want everybody to have a seat at the table. Truly, the rising tide lifts all the ships. I’m sure you’ve probably heard that before.
Darren Wurz [00:09:28]:
Yeah, definitely. And so let me get this straight. Instead of viewing the Pandemic as this challenge, this problem, you took it as this is an opportunity, this is kind of the right time to make this transition. And you had the foresight to kind of see, okay, the business of law is going to change here, right?
Adam Berger [00:09:54]:
We’re either geniuses or morons and it’s so far out right!
Darren Wurz [00:09:59]:
Yeah, fantastic. You took a big risk and it worked. And so you’ve kind of developed a new business model that is more lean, more focused, a little bit more virtual. Can you tell us, is there like a business model or philosophy or approach that you use? There’s like Profit First or there’s running a lean organization or what are some of your guiding financial principles or even business principles that you use to kind of manage and build your business?
Adam Berger [00:10:37]:
So I think that I wish I had something more concrete to tell you. But really in the end, what we try to tell all of the attorneys and the paralegals that work for us, if you just do the work in the best possible manner, if you want to deliver the best results, then you are going to be the best lawyers you can be. And if you’re the best lawyer that you can be, and you’re doing all the work that’s necessary to serve the client, then the hours are going to be there. And then on the back end, the revenue and the profit will be there.
Darren Wurz [00:11:22]:
Yeah.
Adam Berger [00:11:22]:
So if everything breaks down, if we’re not properly serving the client, it’s easy to throw big dollars and say, look, you’ve got to bill this many hours. But that doesn’t really address what needs to be done. With each case, with each transaction, with each client, I want everyone to focus on the needs of the client and the goals of whether it’s a litigation matter or it’s a transaction. Are we getting the deal done? Are we winning the case, period. And if you’re focused on that, it’s that eyes on the prize. What’s the prize? The prize is winning the case. Then we’re going to do everything humanly possible to win that case, to deliver that result. And in doing so, the client’s going to be happy, we’re going to be happy, the firm is going to be successful, and we can continue to grow. But if any of that, as soon as the client focus becomes secondary to profit, then you’re throwing off the incentives. The whole point here is to services the client.
Darren Wurz [00:12:32]:
Yeah. So it sounds like your guiding principle is really doing great work and focusing on delivering quality work for your clients is going to help you grow. And it sounds like, from what you were saying earlier, a large part of your approach is building a great team and making sure everybody’s on board. What’s been some of the things you’ve done to try to do that, to try to bring everybody together and make sure they’re on board? Do you have any insights on building a great team?
Adam Berger [00:13:06]:
So it’s funny. It’s a very slow hiring process, and we want to make sure that the people that we bring on fit in with the group that we have. And we have a very diverse staff. It’s a fun and interesting group of people, but we all mesh. And everybody’s got their own funny sense of humor. Everybody’s got their quirks. It’s a really collaborative environment. You can’t see from where you are, but the front wall of my office is all glass, so I can see the entire firm from where I’m standing right now, and they can see me. So we’re very collaborative. We’re all here. We like to joke, we like to have lunch together, we play golf together, we do events. So it’s not one of those where everyone’s rolling their eyes, oh boy, we’ve got a firm lunch today, or we’ve got a thing. No, everybody’s into it. I don’t know. I would say that we’re trying to be a little bit like a family, if that makes sense.
Darren Wurz [00:14:20]:
Yeah, that’s great. And is there anything unique that you do in terms of the old business model is everybody’s competing with each other. I’ve been into the show suits lately, and I’m about into season five, and everybody is at each other’s throats because they’re all competing. It’s an eat what you kill environment. Have you been able to change that to do anything different in terms of how you structure your organization?
Adam Berger [00:14:52]:
Yeah, I think that one of the things that’s lacking in the industry is a generous origination policy that encourages or incentivizes the younger attorneys to develop their own business. In order for someone to really understand the business of law, they need to have their own client. When you have your own client, you realize how overbilling can be fatal to your relationship. You realize how a bad result can jeopardize any future work from that client. And so it’s very eye opening. When somebody has their own business for the first time, they say, oh, wow, now I kind of get it. Now I understand why we’re not allowed to fluff bill, why we’re supposed to do the things that Adam’s telling us to do. And so the way we get that to happen is encourage everyone through a very generous origination policy where they get a piece of every business, all the.
Darren Wurz [00:15:58]:
Business that they bring in yeah, that’s interesting. And that incentivizes them to make sure that the client is being treated well and they’re sticking around for sure. Now, let’s walk through this. Right. So you and your partner, you decided that you’re going to launch out on your own, and I’m sure it wasn’t completely smooth sailing through that process. What were some of the big challenges you faced along that way, and how did you deal with those?
Adam Berger [00:16:32]:
So I can’t talk about all of it for legal reasons, but I can tell you that the end result was a very amicable split. So much so that let me just leave it at that, that we’re extremely friendly with our former place of employment.
Darren Wurz [00:17:00]:
Okay, that’s great.
Adam Berger [00:17:02]:
They’re wonderful people. It had nothing to do with them. It was purely a desire for us to break out and do things a little bit differently.
Darren Wurz [00:17:13]:
Yeah, obviously. I’m sure that’s going to be a huge challenge and question mark to anyone who is even contemplating starting their own practice. Did you have people that you were able to bring along with you, or do you have to go and find employees? What was that like for you?
Adam Berger [00:17:35]:
So both. What happened, I think that we were actually surprised at how quickly we started growing. And so the core team was great, but we needed to start adding people. And so, again, it’s the higher slow, if we can, and make sure that they’re a good fit, personality wise, philosophy wise. We’re very flexible. But you need to kind of fit into this different system. It’s not a traditional. We don’t want someone who’s just going to show up, lock their door, sit there, for eight or 9 hours and then go home. We want people that we can have lunch with, that we can bounce ideas off of. We have a literal and figurative open door policy here. So we want people to be social, collaborative, friendly, you name it. It just helps the whole process of the legal work that we do. So it’s been hard. I think that every industry I talk to my clients about this. Every industry has suffered from a lack of good talent. And I don’t really know where all the lawyers have gone, unless they’ve just decided to leave Chicago, but I really don’t know where. There used to be a massive response. If you would drop an ad, you’d get several dozen resumes. Now we’re lucky to get two or three, one of which is worth even talking to. So that’s been the biggest challenge for us, is finding the candidates that are out there. And it’s funny, I’ve asked my friends at big firms, just give me the resumes of the people you’ve rejected. Let me consider them. You know what? We don’t have very many.
Darren Wurz [00:19:48]:
Wow.
Adam Berger [00:19:48]:
And so they’re all suffering from the same thing. There are not any good candidates.
Darren Wurz [00:19:53]:
Yeah. It’s a very interesting time for the labor market. It’s been very tight for a while. One thing I wanted to ask you, you talked a lot about a slow hiring process and making sure that the people you are bringing on board are a good fit. What are some of the ways you determine that? How are you determining if they’re a good fit for your culture? And what are some of those key things that you’re really looking for?
Adam Berger [00:20:20]:
Well, I think we know pretty much right off the bat if the person is an outgoing person. If they’re an outgoing look you in the eye, they’re not shy, they’re not withdrawn. We need people who are we handle some fairly high level transactions, very high level, very complicated cases. And we need people to be confident. Confidence is king. So that’s the first box to check. Are you confident? Are you really someone who exudes confidence and security? And then the next thing is, do you have a sense of humor? I think that humor is lacking in pretty much every area of life today. And the more humor we have, the more you can laugh, the more things are. Life is easier when you’re laughing. Not to make it sound like we’re all crazy, but really having fun with what you do is really important. So we want to test that, and we want to understand where are you coming from? Give me a good background story. We like to have different people from different areas, different walks of life, different perspectives. And I think that it really adds to the strength of what we’re developing here.
Darren Wurz [00:21:47]:
Yeah, for sure. And those are interesting things. Not things that I would have expected, but yeah, these are not easy to quantify aspects. Right. These are things you really have to kind of have some insight and really know what you’re looking for. They’re not things that are going to be necessarily skills that you would put on a resume. No.
Adam Berger [00:22:11]:
And that’s the thing, is that you would think that my answer would be, well, they have to be the top 10% of their class, and they’ve got it. Those kids sometimes have no clue what being a good lawyer really is. And if I just need a worker be, I can put somebody in here. But as I said, we want people to grow with our firm, and we want people to develop. And we’re looking for leaders, thought leaders, business leaders, client leaders. We want that. We don’t want someone who’s going to hide and just crank out the hours. That’s not what we’re looking for. And so with regard to the legal work, that’s easy enough to vet. My partner and I have been in business for so long, we’ve been licensed for so long, we know who the players are and we’ll know where you’re coming from based on what your resume says. And sure, we’re going to talk about experience, technical experience, but we’re looking for these, It’s the intangibles, the humor, the confidence, the background, the diversity, things like that.
Darren Wurz [00:23:21]:
Yeah. And you’re encouraging your new attorneys to get out there and develop their books of business. I’m curious, what is that like nowadays? I mean, how has that changed? Is a lot of it the same? Are some of the old school methods coming back? What’s the world like now in terms of business development and trying to build your book?
Adam Berger [00:23:46]:
It’s funny, I feel like I’ve done more networking in the last three and a half years than the prior ten. I don’t know. I think that there are just a massive amount of networking groups, and then there are little spin offs of each group, and I feel like there’s a ton of networking going on. The key is finding the right people. And once you find the right core of folks to network with, you don’t really need 25 or 30 people to network with. If you’re starting out, if you’re a younger attorney and you have four or five people that you know and they’re in the right industries and you have the right relationship, that’s what you want to do. I think that’s really what I’ve been seeing more of. Yeah. Like I said, there’s the big groups of networkers, but where the real business referrals are coming from is the one on ones. You and me having coffee, talking about life. What are you looking for? What are your challenges? How can I help you? And you have to be a good giver. You can’t just always be asking. And so that’s another tip, I would say, is that it’s a small world and it spins quickly. And so if you give, if you get known you have a reputation as being somebody that’s generous with referrals, it’s going to come back to you.
Darren Wurz [00:25:24]:
Yeah, good advice, developing that core group of good centers of influence. I want to ask you one more question, because you transitioned from working at a law firm to being a law firm owner, and there’s a whole lot of more responsibilities that come with that. What have you learned in terms of the business of law and running a law business? Are there some specific really great insights that you have found or surprises that you had that you wish you had known, maybe before you jumped in that other law firm owners would really need or benefit from knowing?
Adam Berger [00:26:12]:
I do believe that the world has changed even before COVID in a way that I need to be careful so as not to alienate anyone here. But I think the younger generation is much more lifestyle and personality driven. And if a law firm owner can’t bend or accommodate lifestyle or personality things, then I think that you’re missing out on huge opportunities with great workers. If you just say, well, this person wants to work from home once a week, if you just say no, then you may be missing out on something that’s really important. I think a good owner or a good boss needs to understand the give and take. I’m not sure if I’m articulating that the right way, but what I’ve seen as a business owner, when you work for people, it’s the boss, you got to get your hours in, you got to get your hours in. But that’s not really what we’re about. And we’ve learned and we’re learning it with each new hire that there’s little asks that people have, whether they’re overt asks or they’re kind of subtle and you have to be able to give but on the same side, by the same token, you’ve got to expect that they do the work that they’re hired to do.
Darren Wurz [00:27:59]:
Yeah.
Adam Berger [00:28:00]:
Again, without getting into specifics, I think it’s important overall, if I was going to sum it up, a business owner, a law firm owner has to be more flexible than the traditional taskmaster.
Darren Wurz [00:28:14]:
Yeah, great advice, but thank you, Adam, so much for coming on and sharing a lot of your wisdom with us. We’re coming near to the end of our time and I’ve got one more fun question for you, and I love to ask this question because it’s so different for everybody and I’m curious long term. Well, first you can tell us two things. You can tell us where you kind of see your business going and some of your goals there. But then I also want to know, what does your retirement dream look like?
Adam Berger [00:28:43]:
Interesting. So the goals, I think we have eight attorneys. I’d love to see it doubled. I think we can probably get there within the next five years. Retirement. I tell my kids this all the time, all I need is a grill, a beach, and someone to bring in fresh fish, and I’ll be happy. I’ll cook fish tacos or I’ll make grilled grouper sandwiches for anybody on the beach. Just give me a little spot to stand. Yeah, staring at the ocean and cooking, those are kind of two of my favorite things.
Darren Wurz [00:29:28]:
Well, I’ll have to introduce you to some of my dad’s friends down in Florida, because that sounds like exactly what they do.
Adam Berger [00:29:34]:
Perfect.
Darren Wurz [00:29:36]:
Very good. All right, Adam. Well, if you would, please share with us and our audience how they can find you on the Internet, learn more about you. If they want to get in touch with you, where can people find you?
Adam Berger [00:29:51]:
Sure. Millerberger.com. Millerberger.com. That’s where you can find us. I don’t have a very big digital footprint, but I am on Find Law, I am on Super Lawyers, and I’m on LinkedIn. Just look for Adam Berger. Berger. And you’ll find me.
Darren Wurz [00:30:16]:
Awesome. Well, thanks again, Adam. Thank you so much. And thank you, the listener, for joining us today on The Lawyer Millionaire. If you want to learn more, check out our website, thelawyormillionaire.com. There you can find free resources and webinars, grab a copy of my book, or even schedule a time to chat with me about your own financial goals and creating a plan to make them happen. If you enjoyed today’s episode, be sure to subscribe so you never miss an episode packed with useful financial advice and expertise for law firm owners just like you. We also invite you to leave a review and share The Lawyer Millionaire with your friends and colleagues who might benefit from our discussions. Together, let’s empower more law firm owners to achieve even greater levels of success and freedom. Now take what you learned today and go make your dreams a reality. I’m your host, Darren Wurz, and I’ll see you next time.