Like all professional services firms, the key asset of any law firm is its human resources, but it takes more than skilled lawyers for a firm to be successful. Research has shown that lawyers have a number of personality traits and other qualities that are decidedly different from other professionals – in fact, distinguishable 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 firm'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 firm's cohesiveness and morale. We can conduct a cultural audit to identify those areas where a targeted program could most impact productivity and congeniality.
Pre- and post-merger due diligence that identifies cultural differences and determines methods to integrate diverse values, traditions and attitudes can make the difference between a successful and unsuccessful combination. All firm changes, whether involving people, offices or policies, go more smoothly if they are managed with an understanding of lawyers and how best to obtain their buy-in.
Whether the issue is a disagreement between two partners over compensation or clients, or a systemic division that threatens the loss of a renegade office or practice group, we can facilitate a resolution with minimal distraction and ill-will, or establish a mechanism for internal conflict resolution, without putting your firm or the dispute in the public eye.
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