Have you ever noticed how some lawyers are unflappable while others broadcast stress? We’d all like to be or work with the former—not so much the latter. Now let us consider how lawyers’ behavior, and in particular, firm leaders’ behavior, affects culture.
Are you tired of struggling with how to be direct without being called a J-E-R-K? Or perhaps you don’t struggle, but you’ve been told you need to tone it down? Or—and this is quite possibly the worst for you—you don’t give feedback so that you can avoid the intense discomfort? Whichever applies to you, the bottom line is: all you want is to be able to communicate your message without drama, discord, or defensiveness.
Have you ever wondered why some teams just rock? It’s not just that they have fun, but they surmount every problem with a sense of ease and excitement. And everyone is a valued member of the team. And, face it, you’re envious.
Are you tired of struggling to engage meeting participants? No one talks. Participants (using that term loosely, because of course there isn’t any participation!) look around whenever you ask for input. You are frustrated and tired of being the only one with ideas or even talking.
Are you tired of going it alone at work? You love most of your job, but there are certain tasks that you’d rather avoid. Add the fact that you’ve noticed that several colleagues seem very, very different than you. Intrigued by the implications for you and your quality of work? Good. Read on!
Are you at your wits’ end trying to deal with staff who don’t get along? The near-constant stream of he-said, she-said is not just exhausting, but it detracts from your team’s focus on the work. Worse yet, you feel like you’ve got to spend your time being a kindergarten cop. Not fun.
Do you want to increase the collaboration on your team? You’ve got great people, you’ve invested in them, and yet their performance, both individually and as a team, could be a lot better. Instead of seeking out each other as a support, they keep information and ideas to themselves. They don’t help each other. Meetings are boring and fail to produce results. Keep reading because there is hope!
You want a better culture, but how do you make it happen? You tried a culture-change initiative and it didn’t work. Or, you’ve heard others who have and complained about the results, or lack thereof. Either way, you’re struggling with what to do next, because what you’re doing now isn’t working. The culture isn’t changing and you’re tired of losing your best people.
Is your manager a mystery? Are you frustrated because you never seem to make your manager happy? Does it seem as though you and your manager never see things the same way?
You lead a team… or do you? You have this unsettling feeling that you could be getting more out of your team, but you struggle with how. You tell them you want their input, but you lead staff meetings by doing most of the talking—or the talking is merely reporting out, not solving problems. That, and most of the good ideas are yours.