Like all professional services organizations, the key asset of any law department is its human resources, but it takes more than skilled lawyers to have a successful in-house law department function. Research has shown that lawyers have a number of personality traits and other qualities that are decidedly different from business executives and other professionals - in fact, from any other segment of the population. Therefore, simply following other organization models is not likely to provide the kind of structure and environment that will bring out the best in your department's lawyers. Our organizational dynamics assessments and programs will help you understand your colleagues better and foster productivity, retention and community.
Improving communication skills can make a pronounced improvement in a law department's cohesiveness and morale. We can conduct a cultural audit to identify those areas where a targeted program could most impact productivity and congeniality.
Acquisitions and/or changes in corporate leadership can result in cultural and organizational differences in values, traditions and attitudes. Attention to integration can make the difference between a successful and unsuccessful combination. All departmental changes, whether involving personnel, offices or policies, are smoother if they are managed with an understanding of legal professionals and how best to obtain their buy-in.
Whether the issue is a single disagreement between two attorneys or with a business client, or a systemic division that threatens the effectiveness of a practice group or the entire law department, we can facilitate a resolution or establish a mechanism for resolutions with minimal disruption, and without putting your company or the dispute in the public eye.
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