In our most recent post, we broke down the art of persuasion, and looked at the styles for change that you may be seeing within your firm. I should also add that there’s really a fourth style too, and that’s the belief that no change is necessary – I didn’t cover this in any depth, and won’t, because the group that believes no change is necessary is unlikely to change their minds any time soon, and it’s not worth the investment of your time to try to force them to. At some point, they’ll either retire, or self-select out, and you’ll be left with the remaining three categories, all of which you can successfully work with.
So what are some practical things you can do when implementing change? As you’re getting started, I heartily recommend doing some research for support – one of the books I read that gave me some great food for thought was Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization. I am naturally drawn to any book that helps me to identify ways to better engage my lawyers in the relationships that drive their business, so this was a perfect fit, and a smart read. There’s a lot to it, so I’ll encourage you to read the entire book and I won’t dive too deeply into it today, but there are two key principles I’d like to touch on for what will help bring about effective change in your firm. Continue Reading