August 19, 2025 • 16 mins
Law firm mentorship isn't what you think it is – a 35-year veteran shares why most firms get it wrong and associates leave anyway.
Here's what's wild: Lori made partner in 3 years while most associates struggle for a decade. She breaks down attorney career development mistakes and law firm succession planning realities.
Discover how she uses her 20+ years of experience as a law firm partner to scale from overwhelmed attorney to legacy firm builder.
📲 Subscribe Now: https://www.youtube.com/@TylerxDolphÂ
đź“ť Schedule a FREE Family Law Firm Audit: rocketclicks.com/schedule-a-family-law-quick-auditÂ
---
đź“„ CHAPTERS
0:00 - Law Firm Mentorship Reality: 35 Years of Legal Career InsightsÂ
1:45 - Attorney Career Development: From Overwhelmed to SpecializedÂ
2:49 - Legal Mentoring Strategies: Learning from Bar LeadersÂ
5:43 - Partnership Track Secrets: Promoted in 3 YearsÂ
7:08 - Law Firm Culture Building: What Partners Really WantÂ
9:47 - Associate Retention Programs: The Generation Gap ProblemÂ
11:22 - Attorney Professional Development: Recognition and GrowthÂ
12:13 - Law Firm Succession Planning: Building a Legacy Practice
----------------------
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Lori Bootwig has been a partner at her firm for over
20 years.
Her insights were invaluable.
She is continuing to be excitedabout the work that she's doing
and now thinking about what isthe future of her firm going to
be.
I am your host, tyler Dolph.
(00:21):
I am also the CEO of ourdigital marketing agency called
RocketClicks.
We also own and operate a verylarge law firm called Sterling
Lawyers that has grown to over30 attorneys across 25 offices.
We are here today interviewingLoi.
Loi has been a longtimeattorney.
She's been a partner at herfirm for over 20 years and she
(00:45):
shares her experience of what itwas like being an early partner
at the firm and building alegacy over time.
I really hope you enjoy it,lori.
Thank you so much for beingwith us today.
We're so excited to hear aboutyou and your firm and your
journey.
Can you give us a littleintroduction on kind of who you
are and how you came to besitting with us today?
Speaker 2 (01:06):
Sure, well, thank you for having me, tyler.
I really appreciate it.
I'm glad to be here.
Well, let's see, I've been anattorney, for it'll be 35 years
this September.
Speaker 1 (01:18):
Amazing.
Speaker 2 (01:18):
I've been doing nothing but family law since
2001.
Before that I did a more variedpractice.
So I've been with Nichols Sachs, lank, sondelbach, budewig and
Solomon for 21 years.
That is amazing.
Yeah, pretty kind of aone-trick pony at this point
with the family law stuff.
Speaker 1 (01:40):
You've been at the firm for 21 years.
How did you get there?
Speaker 2 (01:45):
Oh well, that's a good question.
So when I was doing the variedpractice areas it was a little
bit overwhelming to keep up withconstruction lien law and debt
collection law and insurancedefense law and no fault in a
(02:06):
lot of different areas and so Idecided I wanted to just focus
on one practice area and my firmthat I'm at now has some
incredible pioneers, some ofwhom have retired, and it was
really their contributions tothe profession that drew me to
(02:27):
the firm kind of more thananything.
But we have past family lawsection, state bar family law
section chair people.
We have past county barassociation chair people in our
firm, past members of fellows ofthe American Academy of
(02:48):
Matrimonial Lawyers.
So you know it was just a realdraw for me to come and join
this firm that had so many barleaders, you know, in it.
Speaker 1 (02:59):
It's just an opportunity to learn right and
level up.
Speaker 2 (03:02):
Yeah, yeah, yeah.
Speaker 1 (03:04):
And what's caused you to stay for for over 20 years.
I mean, I've got to believethat the culture is great and
you're still learning along theway.
Speaker 2 (03:11):
Yeah, it's, it is, it's a great culture.
I mean the substance of what wedo.
As you know, we help peopleright, so sometimes they don't
really want to be helped, butthey need to be helped anyway.
And then eventually, you know,they sort of begin to sit with
their new normal and appreciatewhat we do for them, kind of
(03:40):
their lowest point in their lifeor close to it, to turning the
page and starting the nextchapter in their lives with some
optimism.
Speaker 1 (03:53):
Yes, I love that you have such an amazing career and
you've been practicing law for along time.
Give us and our audience, someperspective on how things have
changed over the years.
What have you had to do tochange and adapt in this
industry to continue to serveyour clients?
Speaker 2 (04:16):
I like to think that I kind of have evolved with
changes as they occur.
I like to think that I kind ofhave evolved with changes as
they occur.
I've always been a bigproponent of change, not for the
sake of change but for theimprovement of our processes and
our outcomes.
So change doesn't bother me.
Quite frankly, as devastatingas the pandemic was in so many
(04:37):
ways, devastating as thepandemic was in so many ways, in
my opinion it was a hugebenefit to the legal profession
to pivot and become moretechnologically efficient, right
(05:04):
the whole.
Hey, we can do court on Zoom,we can do mediations on Zoom,
collaborative sessions on Zoom,to the kind of the giant shift
that we had what 15 years agowhen we went paperless.
And you know, I'll never forgetthe day we got rid of these
massive binders that we used tobreak our backs dragging to the
courthouse and you could show upwith a laptop.
(05:26):
You know it was great.
So I think those, to me thoseare kind of the biggest.
Two changes I can think of inmy career is paperless and just
video technology.
Speaker 1 (05:40):
Sure, yeah, love it.
I want to touch on a little biton your success and being a
tenured attorney.
For as long as you have been,you've had to navigate, you know
, a lot of different situations.
Did you start out as a partner,or were you promoted into that
role, and what was that processlike?
Speaker 2 (06:00):
I was promoted to partner after three years at the
firm.
I think my name didn't getadded until four or five years.
I mean, there's in a small firm.
There's a lot of cost right toadding that.
So we finally just came up withthis logo signature block and
because now we have, like, toomany names and the first three
(06:22):
names are retired but you knowto change to take their names
off.
They're really iconic lawyersand you hate to take their names
off because they're sorecognized and they've been kind
enough to allow us to leavetheir names on.
But as you add new partners itgets a little unwieldy and I
(06:43):
think the thing to do these daysis just have one name right,
but when you have three partnersthat's not going to work.
Speaker 1 (06:55):
And so you know, in navigating that process right,
I'm thinking, if I'm a young'm ayoung attorney and I want to
make partner, what are thethings that they should be
thinking about, or things thatyou learned to really be
successful?
Speaker 2 (07:09):
Yeah, good question Boy.
Can I rattle off a bunch ofthings?
You probably can too.
I would say, ask a lot ofquestions of your mentors,
having in mind, before you askit, what you think the answer is
.
Right Like, don't be a lazyasker.
(07:33):
Right Like, be like.
I'm just double checking.
I want to make sure I've gotthis right.
Show that you've thought itthrough and you've done your
best.
Recognize the various aspects ofsmall firm ownership and show
(07:54):
that you understand what thosevarious pieces of being an owner
of a law firm consist of.
What are they?
You've?
You've got your marketing piece.
You've got your financial piece.
You've got your competencypiece.
You're, you know, you've gotyour forward facing you.
And then you've got the youthat works in the business, or
(08:17):
rather on the business versus inthe business.
So are you?
Do you have an eye towardsworking on the business versus
in the business?
So are you, do you have an eyetowards working on the business?
Like, hey, I'm thinking itmight be more efficient if we
made some templates for ourparalegals to use.
You know stuff like that?
Like hey, I was thinking thatif I joined this section of the
(08:38):
bar and showed up, then maybe Icould get some referrals from
these attorneys that don't dofamily law or something.
You know what I mean Like.
Come up with ideas to improvethe firm in the various ways
that the firm needs to havesuccess.
Speaker 1 (08:56):
Yeah, it's really like how can you add value above
and beyond just being a greatattorney?
What are you doing to help thefirm be successful?
Is that kind of what you'resaying?
Speaker 2 (09:06):
Yeah, I feel like competency is the minimum right.
If you want to be a partner,you've got to be beyond that.
And then too, like hey, I seeyou're going on vacation next
week.
That.
And then too, like hey, I seeyou're going on vacation next
week.
What cases can I keep an eye onfor you?
Hello, like, does that notsound like a dream come true?
Speaker 1 (09:29):
Absolutely, but it's having the wherewithal right you
know of, just you know, doingwhatever it takes and
understanding what the seniorpartners in your firm are
looking for as it relates tolike help or value or what you
know.
What issues are they facingthat you can help pick up the
slack.
Speaker 2 (09:47):
Yeah, yeah.
That's awesome I mean I do thinktoo, the question for the
partners is what is it theassociates want?
For the partners is what is itthe associates want, and I
really honestly have a littletrouble wrapping my head around
that I don't know what youngerattorneys necessarily want or
(10:11):
expect from a law firmexperience that can be given to
them, right.
I mean, I just don't know.
I don't know if I really feelthere's a bit of a generation
gap and I need to do a betterjob of understanding what, like,
if I'm going to be attractiveto you, what is it you want from
(10:31):
me that I could possibly giveyou knowing I am not made of
money with deep pockets andcan't give you unlimited, you
know, time off.
Speaker 1 (10:44):
What does that look like for you?
In the past, have you had tohire some younger paralegals or
law clerks or attorneys, and didit work out?
Speaker 2 (10:55):
I mean we're really blessed with really low turnover
in our paralegal staffAssociates.
I mean we've had a few and Ican't really tell you exactly
why they haven't stuck around,and that's probably why I said
that.
Speaker 1 (11:31):
I mean I've been to seminars, tyler, where they've
told me you know what associateswant and I think that our firm
offers that, but I guess I'm notsure I of the day.
We're all humans, right.
We want to be valued, we wantto pursue goals, we want to make
sure that we're recognized forour hard work and as your firm
grows and as your attorneyscontinue to be valuable assets
(11:53):
to the community, sometimes itcould be hard to.
Oh yeah, I have to make sure Itake XYZ associate out to lunch
and I have to make sure that youknow I'm recognizing the work
that they're doing.
So those little things matterwhen you're young and and trying
to make it.
Speaker 2 (12:08):
See, thank you, that's helpful to me, that's
great.
Speaker 1 (12:13):
Lori, tell me about the future of your firm.
You know, as we're concludinghere, and I appreciate your
insight and opportunity when doyou see the firm going in the
future of your firm?
You know, as we're concludinghere, and I appreciate your
insight and opportunity when doyou see the firm going in the
future?
And?
Speaker 2 (12:26):
how do you expect to play a part in that?
Well, our firm has been aroundfor, I think, over 30 years, and
so it's my hope that it willstill be around long after I'm
(12:49):
gone, like, gone, gone.
So you know, clearly we need toat this point in our in our
trajectory, we need to bring onsome younger people and I think
after this podcast we'll begetting lots of phone calls
right and hopefully associateswill be clear about this is
really what I want, right, likeit almost needs to be the
(13:13):
associate interviewing the firmand saying you know, can you
give me what I want?
Because if we can, then it'sgoing to be, you know, a
longstanding, I think,relationship.
Speaker 1 (13:27):
It might be important , though, for you and the other
partners to go through thatexercise, to say, well, what can
we offer Like what, whatbenefits and what culture do we
want to communicate that we havehere to attract you know?
Speaker 2 (13:40):
young associates.
Well, we do, we do, and thenassociates come and work for us
because apparently it'sattractive.
But you know, I don't know, Ithink the pandemic made it very
hard to mentor because you know,you didn't know when you could
call somebody, because youdidn't know if they were in the
(14:01):
middle of zoom court or whatever.
So you know, it was very hardto mentor and develop
relationships for three years.
Speaker 1 (14:10):
Right.
Speaker 2 (14:11):
Um.
So now that we're on the otherside of that, I really hope that
, um, that we can bring in somesome new talent, some younger
talent, and make some newpartners and just keep our firm
going indefinitely.
It's a legacy firm, I mean.
I do think you know, I'll justsay it.
(14:33):
I think we're very wellrespected in our community, we
have some really great talent,we offer some great services to
our clients and we work wellwith other attorneys in our
community, and so I would liketo see our firm just kind of
keep going indefinitely.
Speaker 1 (14:51):
I love it.
Well, if you're a young, youngattorney and looking for a great
firm to join, you know Lori'shere.
How can they get in touch withyou, lori?
Speaker 2 (15:00):
Well, if they go to there's a, the state bar has a
tab called rely a guide.
I don't know if you guys evergot rely a guide in Illinois or
Wisconsin.
There's about six or sevenStates that use it.
Um, but if they go to the statebar Michigan website, there's
an attorney search button righton the homepage.
They can plug my name in it'sButte-like suit B-U-I-T.
(15:24):
They start with that.
It should pop up, hopefully.
E-w-e-g Butteweg.
Speaker 1 (15:30):
I love it.
Speaker 2 (15:32):
Make sure not to get my husband, because he's also a
lawyer with the same last name.
Speaker 1 (15:37):
Same firm or different firm?
Speaker 2 (15:39):
My son is a lawyer too, but he's in Texas, he's not
barred in Michigan.
Speaker 1 (15:43):
Oh, family of attorneys, I love it.
Speaker 2 (15:46):
Three out of four.
I also have a computer engineer.
Speaker 1 (15:49):
Very successful.
Speaker 2 (15:50):
He's the star of the family.
Speaker 1 (15:53):
Oh, lori, I'm so appreciative of your time, the
opportunity to learn from you,and I would love to stay in
touch and continue to build arelationship here, but we
appreciate the opportunity tolearn and share your insights
with our audience.
Speaker 2 (16:07):
It's been great chatting with you, tyler.
All right, all best wishes toyou and your firm.
Speaker 1 (16:12):
Thank you so much, you too.
Speaker 2 (16:14):
OK, take care and go blue.
Speaker 1 (16:16):
If you enjoyed this episode, make sure to continue
to check out our Law Firm Ownerseries.
We try to release a few ofthese every single month, where
we interview successful law firmowners.
We hear their story and welearn from everything that
they've learned as they've grownand built their firm.
I really hope you enjoy it.
Make sure to check out the nextone right here.
Lori Bootwig has been a partner at her firm for over
20 years.
Her insights were invaluable.
She is continuing to be excitedabout the work that she's doing
and now thinking about what isthe future of her firm going to
be.
I am your host, tyler Dolph.
(00:21):
I am also the CEO of ourdigital marketing agency called
RocketClicks.
We also own and operate a verylarge law firm called Sterling
Lawyers that has grown to over30 attorneys across 25 offices.
We are here today interviewingLoi.
Loi has been a longtimeattorney.
She's been a partner at herfirm for over 20 years and she
(00:45):
shares her experience of what itwas like being an early partner
at the firm and building alegacy over time.
I really hope you enjoy it,lori.
Thank you so much for beingwith us today.
We're so excited to hear aboutyou and your firm and your
journey.
Can you give us a littleintroduction on kind of who you
are and how you came to besitting with us today?
Speaker 2 (01:06):
Sure, well, thank you for having me, tyler.
I really appreciate it.
I'm glad to be here.
Well, let's see, I've been anattorney, for it'll be 35 years
this September.
Speaker 1 (01:18):
Amazing.
Speaker 2 (01:18):
I've been doing nothing but family law since
2001.
Before that I did a more variedpractice.
So I've been with Nichols Sachs, lank, sondelbach, budewig and
Solomon for 21 years.
That is amazing.
Yeah, pretty kind of aone-trick pony at this point
with the family law stuff.
Speaker 1 (01:40):
You've been at the firm for 21 years.
How did you get there?
Speaker 2 (01:45):
Oh well, that's a good question.
So when I was doing the variedpractice areas it was a little
bit overwhelming to keep up withconstruction lien law and debt
collection law and insurancedefense law and no fault in a
(02:06):
lot of different areas and so Idecided I wanted to just focus
on one practice area and my firmthat I'm at now has some
incredible pioneers, some ofwhom have retired, and it was
really their contributions tothe profession that drew me to
(02:27):
the firm kind of more thananything.
But we have past family lawsection, state bar family law
section chair people.
We have past county barassociation chair people in our
firm, past members of fellows ofthe American Academy of
(02:48):
Matrimonial Lawyers.
So you know it was just a realdraw for me to come and join
this firm that had so many barleaders, you know, in it.
Speaker 1 (02:59):
It's just an opportunity to learn right and
level up.
Speaker 2 (03:02):
Yeah, yeah, yeah.
Speaker 1 (03:04):
And what's caused you to stay for for over 20 years.
I mean, I've got to believethat the culture is great and
you're still learning along theway.
Speaker 2 (03:11):
Yeah, it's, it is, it's a great culture.
I mean the substance of what wedo.
As you know, we help peopleright, so sometimes they don't
really want to be helped, butthey need to be helped anyway.
And then eventually, you know,they sort of begin to sit with
their new normal and appreciatewhat we do for them, kind of
(03:40):
their lowest point in their lifeor close to it, to turning the
page and starting the nextchapter in their lives with some
optimism.
Speaker 1 (03:53):
Yes, I love that you have such an amazing career and
you've been practicing law for along time.
Give us and our audience, someperspective on how things have
changed over the years.
What have you had to do tochange and adapt in this
industry to continue to serveyour clients?
Speaker 2 (04:16):
I like to think that I kind of have evolved with
changes as they occur.
I like to think that I kind ofhave evolved with changes as
they occur.
I've always been a bigproponent of change, not for the
sake of change but for theimprovement of our processes and
our outcomes.
So change doesn't bother me.
Quite frankly, as devastatingas the pandemic was in so many
(04:37):
ways, devastating as thepandemic was in so many ways, in
my opinion it was a hugebenefit to the legal profession
to pivot and become moretechnologically efficient, right
(05:04):
the whole.
Hey, we can do court on Zoom,we can do mediations on Zoom,
collaborative sessions on Zoom,to the kind of the giant shift
that we had what 15 years agowhen we went paperless.
And you know, I'll never forgetthe day we got rid of these
massive binders that we used tobreak our backs dragging to the
courthouse and you could show upwith a laptop.
(05:26):
You know it was great.
So I think those, to me thoseare kind of the biggest.
Two changes I can think of inmy career is paperless and just
video technology.
Speaker 1 (05:40):
Sure, yeah, love it.
I want to touch on a little biton your success and being a
tenured attorney.
For as long as you have been,you've had to navigate, you know
, a lot of different situations.
Did you start out as a partner,or were you promoted into that
role, and what was that processlike?
Speaker 2 (06:00):
I was promoted to partner after three years at the
firm.
I think my name didn't getadded until four or five years.
I mean, there's in a small firm.
There's a lot of cost right toadding that.
So we finally just came up withthis logo signature block and
because now we have, like, toomany names and the first three
(06:22):
names are retired but you knowto change to take their names
off.
They're really iconic lawyersand you hate to take their names
off because they're sorecognized and they've been kind
enough to allow us to leavetheir names on.
But as you add new partners itgets a little unwieldy and I
(06:43):
think the thing to do these daysis just have one name right,
but when you have three partnersthat's not going to work.
Speaker 1 (06:55):
And so you know, in navigating that process right,
I'm thinking, if I'm a young'm ayoung attorney and I want to
make partner, what are thethings that they should be
thinking about, or things thatyou learned to really be
successful?
Speaker 2 (07:09):
Yeah, good question Boy.
Can I rattle off a bunch ofthings?
You probably can too.
I would say, ask a lot ofquestions of your mentors,
having in mind, before you askit, what you think the answer is
.
Right Like, don't be a lazyasker.
(07:33):
Right Like, be like.
I'm just double checking.
I want to make sure I've gotthis right.
Show that you've thought itthrough and you've done your
best.
Recognize the various aspects ofsmall firm ownership and show
(07:54):
that you understand what thosevarious pieces of being an owner
of a law firm consist of.
What are they?
You've?
You've got your marketing piece.
You've got your financial piece.
You've got your competencypiece.
You're, you know, you've gotyour forward facing you.
And then you've got the youthat works in the business, or
(08:17):
rather on the business versus inthe business.
So are you?
Do you have an eye towardsworking on the business versus
in the business?
So are you, do you have an eyetowards working on the business?
Like, hey, I'm thinking itmight be more efficient if we
made some templates for ourparalegals to use.
You know stuff like that?
Like hey, I was thinking thatif I joined this section of the
(08:38):
bar and showed up, then maybe Icould get some referrals from
these attorneys that don't dofamily law or something.
You know what I mean Like.
Come up with ideas to improvethe firm in the various ways
that the firm needs to havesuccess.
Speaker 1 (08:56):
Yeah, it's really like how can you add value above
and beyond just being a greatattorney?
What are you doing to help thefirm be successful?
Is that kind of what you'resaying?
Speaker 2 (09:06):
Yeah, I feel like competency is the minimum right.
If you want to be a partner,you've got to be beyond that.
And then too, like hey, I seeyou're going on vacation next
week.
That.
And then too, like hey, I seeyou're going on vacation next
week.
What cases can I keep an eye onfor you?
Hello, like, does that notsound like a dream come true?
Speaker 1 (09:29):
Absolutely, but it's having the wherewithal right you
know of, just you know, doingwhatever it takes and
understanding what the seniorpartners in your firm are
looking for as it relates tolike help or value or what you
know.
What issues are they facingthat you can help pick up the
slack.
Speaker 2 (09:47):
Yeah, yeah.
That's awesome I mean I do thinktoo, the question for the
partners is what is it theassociates want?
For the partners is what is itthe associates want, and I
really honestly have a littletrouble wrapping my head around
that I don't know what youngerattorneys necessarily want or
(10:11):
expect from a law firmexperience that can be given to
them, right.
I mean, I just don't know.
I don't know if I really feelthere's a bit of a generation
gap and I need to do a betterjob of understanding what, like,
if I'm going to be attractiveto you, what is it you want from
(10:31):
me that I could possibly giveyou knowing I am not made of
money with deep pockets andcan't give you unlimited, you
know, time off.
Speaker 1 (10:44):
What does that look like for you?
In the past, have you had tohire some younger paralegals or
law clerks or attorneys, and didit work out?
Speaker 2 (10:55):
I mean we're really blessed with really low turnover
in our paralegal staffAssociates.
I mean we've had a few and Ican't really tell you exactly
why they haven't stuck around,and that's probably why I said
that.
Speaker 1 (11:31):
I mean I've been to seminars, tyler, where they've
told me you know what associateswant and I think that our firm
offers that, but I guess I'm notsure I of the day.
We're all humans, right.
We want to be valued, we wantto pursue goals, we want to make
sure that we're recognized forour hard work and as your firm
grows and as your attorneyscontinue to be valuable assets
(11:53):
to the community, sometimes itcould be hard to.
Oh yeah, I have to make sure Itake XYZ associate out to lunch
and I have to make sure that youknow I'm recognizing the work
that they're doing.
So those little things matterwhen you're young and and trying
to make it.
Speaker 2 (12:08):
See, thank you, that's helpful to me, that's
great.
Speaker 1 (12:13):
Lori, tell me about the future of your firm.
You know, as we're concludinghere, and I appreciate your
insight and opportunity when doyou see the firm going in the
future of your firm?
You know, as we're concludinghere, and I appreciate your
insight and opportunity when doyou see the firm going in the
future?
And?
Speaker 2 (12:26):
how do you expect to play a part in that?
Well, our firm has been aroundfor, I think, over 30 years, and
so it's my hope that it willstill be around long after I'm
(12:49):
gone, like, gone, gone.
So you know, clearly we need toat this point in our in our
trajectory, we need to bring onsome younger people and I think
after this podcast we'll begetting lots of phone calls
right and hopefully associateswill be clear about this is
really what I want, right, likeit almost needs to be the
(13:13):
associate interviewing the firmand saying you know, can you
give me what I want?
Because if we can, then it'sgoing to be, you know, a
longstanding, I think,relationship.
Speaker 1 (13:27):
It might be important , though, for you and the other
partners to go through thatexercise, to say, well, what can
we offer Like what, whatbenefits and what culture do we
want to communicate that we havehere to attract you know?
Speaker 2 (13:40):
young associates.
Well, we do, we do, and thenassociates come and work for us
because apparently it'sattractive.
But you know, I don't know, Ithink the pandemic made it very
hard to mentor because you know,you didn't know when you could
call somebody, because youdidn't know if they were in the
(14:01):
middle of zoom court or whatever.
So you know, it was very hardto mentor and develop
relationships for three years.
Speaker 1 (14:10):
Right.
Speaker 2 (14:11):
Um.
So now that we're on the otherside of that, I really hope that
, um, that we can bring in somesome new talent, some younger
talent, and make some newpartners and just keep our firm
going indefinitely.
It's a legacy firm, I mean.
I do think you know, I'll justsay it.
(14:33):
I think we're very wellrespected in our community, we
have some really great talent,we offer some great services to
our clients and we work wellwith other attorneys in our
community, and so I would liketo see our firm just kind of
keep going indefinitely.
Speaker 1 (14:51):
I love it.
Well, if you're a young, youngattorney and looking for a great
firm to join, you know Lori'shere.
How can they get in touch withyou, lori?
Speaker 2 (15:00):
Well, if they go to there's a, the state bar has a
tab called rely a guide.
I don't know if you guys evergot rely a guide in Illinois or
Wisconsin.
There's about six or sevenStates that use it.
Um, but if they go to the statebar Michigan website, there's
an attorney search button righton the homepage.
They can plug my name in it'sButte-like suit B-U-I-T.
(15:24):
They start with that.
It should pop up, hopefully.
E-w-e-g Butteweg.
Speaker 1 (15:30):
I love it.
Speaker 2 (15:32):
Make sure not to get my husband, because he's also a
lawyer with the same last name.
Speaker 1 (15:37):
Same firm or different firm?
Speaker 2 (15:39):
My son is a lawyer too, but he's in Texas, he's not
barred in Michigan.
Speaker 1 (15:43):
Oh, family of attorneys, I love it.
Speaker 2 (15:46):
Three out of four.
I also have a computer engineer.
Speaker 1 (15:49):
Very successful.
Speaker 2 (15:50):
He's the star of the family.
Speaker 1 (15:53):
Oh, lori, I'm so appreciative of your time, the
opportunity to learn from you,and I would love to stay in
touch and continue to build arelationship here, but we
appreciate the opportunity tolearn and share your insights
with our audience.
Speaker 2 (16:07):
It's been great chatting with you, tyler.
All right, all best wishes toyou and your firm.
Speaker 1 (16:12):
Thank you so much, you too.
Speaker 2 (16:14):
OK, take care and go blue.
Speaker 1 (16:16):
If you enjoyed this episode, make sure to continue
to check out our Law Firm Ownerseries.
We try to release a few ofthese every single month, where
we interview successful law firmowners.
We hear their story and welearn from everything that
they've learned as they've grownand built their firm.
I really hope you enjoy it.
Make sure to check out the nextone right here.
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