Leading Through Adversity: Michael Mogill + Laborde Earles

3 minutes to read

David Laborde and Digger Earles knew these unique circumstances would be tough, but their determination and mindset have allowed them to level up their marketing and hiring, find new ways to serve their community, and even improve their health and fitness.

They give Crisp Founder & CEO Michael Mogill the rundown on what they’ve been up to in the newest installment of Leading Through Adversity.

Check out the full conversation here.

5:42 – Look ahead. “Everyone’s working in a new software, and they’re gradually coming around to it and becoming excited about it. We’ve proved to ourselves that we can adapt and that we have a great team that we’ve surrounded ourselves with, who are willing to move forward with us. We’re looking at moving into new markets, and rather than playing catch up right now, we’re looking ahead.”

6:13 – Stepping up in new ways. “The call volume had decreased, and we took that opportunity to make sure we were in constant contact with our clients and just identify any needs that they had. We also challenged our intake department to reach out to all stale leads or chase leads and ramp up the chase. We were able to pick up some extra clients from old leads, just going back 90 days and touching them again. We’re super proud to say that every challenge we put before our team, they stepped up and really handled it well.”

7:01 – Support the community. “We’ve always been very active in our community, and these challenging times gave us a great opportunity to step up. We went out and started feeding hospital workers, emergency response workers, police, and fire departments. Anybody that was on the front lines, we stepped up and started feeding them.”

8:27 – Adapting without missing a beat. “We’ve just proven that we were set up to meet challenges, and we were able to adapt within 24 hours and not miss a beat. So I’m really proud of that. We didn’t lose an employee over this period of time. There’s still a couple of them that are working from home remotely as an accommodation because of health concerns.”

9:00 – Prepare for the worst. “Never underestimate preparedness. Prepare for the worst and hope for the best. We never saw this coming. This hit us out of left field and we were scared to death, but because of the resources we’ve allocated to the leadership in our organization, those guys or gals really stepped up and put a plan in motion and they executed it perfectly.”

12:23 – Expand your talent pool. “With the availability to work remotely or do what we do remotely, we’ve always been limited to the talent pool of our geographical area. Now that the talent pool is anywhere in the world if they can work remotely. We can get the best IT department in the world or the best marketing people in the world. If they have the ability to work remotely, then why limit your talent pool to your geographical location?”


If you’re viewing this challenging situation the same way David, Digger, and Michael are, text Michael directly at 404–531–7691 to tell him your thoughts.


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