To Educate, Motivate AND PROTECT: "We got into estate planning before it was the hot area of legal practice because we have... CONNECTING People: “A career change, whether lateral or vertical, is a significant moment in someone’s... Critical Success Factors. The Key to Exposing Demand.: Let’s get the new year started off on the right foot by simplifying what many lawyers... Don’t Rob Your Prospects of Their Scarcest Resource. And What Not to Say When Marketing.: Ever notice how many people want to steal your scarcest resource? They crave a piece of... California Case Summaries Civil™ Organized Succinct Summaries of New Civil Cases: CALIFORNIA SUPREME COURT - Torts - T.H. v. Novartis Pharmaceuticals Corporation (2017) _... What Are the Most Important Functions of a Good Law Firm Website?: While there are many components to a good law firm website, today we're going to cover a... Community News – February 2018: Umberg Zipser LLP is pleased to announce that Jeff Reeves has joined the firm as its... “Getting to Know You”: The song title is famous and by taking the same approach the Tax Law Office of Luis E... Why Are Law Firms Falling Behind?: This news ought to be deeply disturbing to managing partners and lawyers everywhere,... Being a True Giver When Networking: Over the past 10–15 years there has been a dramatic increase in the number of people...
Executive Presentations-468x60-1

Law Firm Culture and You

Think about your law firm and its environment. It doesn't matter if the firm is large, medium or small; the culture around you is what is important.

Your law firm probably has some written policies and procedures, maybe a mission statement and strategic goals it would like to reach. But what about the unwritten rules and the perceptions each employee has about how the firm works? These are often the deciding factor in what the law firm culture looks like.

Do you have the ability to change the culture in your firm? Often it is only the attorneys at the top of the management hierarchy who can influence the organizational structure. But if your firm setting isn't functioning the best it can, it may be time for it to change, or time for you to make a change.

Here are 5 questions to ask yourself when evaluating your workplace:

1. Does your law firm have a team spirit about it? Merely tolerating each other isn't good enough. If the employees at all levels are friendly and willing to work together, it makes going to work not feel like drudgery. It also helps if there is a democratic feel to the office where people can be heard, no matter who they are.

2. Does your firm care about your family life? A firm that is sensitive to its employees' needs and allows flexibility as long as the work is getting done is a humanistic firm. After all, your quality of life outside of your practice should be one of the most important aspects of your day. If your billable hours matter more to the firm than you're getting to spend time with your family, then you are sacrificing your life for money.

3. Does your firm have good leadership? You should be able to see it and feel it organization-wide, and the leaders should be accessible to everyone and approachable by everyone who works there. In other words, it shouldn't be an intimidating environment. The communication should be open and respectful from the mailroom to the most influential person in the firm.

4. Is your firm open to change? If the status quo of the firm is firmly entrenched and the leaders are aggressive in maintaining the practice as it is, you'll know that traditions aren't going to change anytime soon. On the flip side, if your firm is growing rapidly, there should be adequate planning so you can stay innovative and competitive, without spiraling out of control.

5. Is there a good balance of experience? If there are too many partners who are unproductive, or too many new attorneys with not enough practical experience, the firm won't feel solid. The result may be lack of competitiveness, which means no positive growth for anyone.

As an attorney, it is important that you live your values, and your values need to extend to your law firm. You should be sharing in the vision of the firm. If your firm's vision or values don't match up to your own, you need to take a step back. Can you make any changes so you don't compromise your own practice? If not, what other options do you have? Change is scary, but your happiness in your law practice and your personal life should be tantamount.

Kendra Brodin

Kendra Brodin, MSW, JD is author of the Happy in Law blog found at http://www.KendraBrodin.com and founder of http://www.WomenLawyersOnline.com. With a powerful background as an attorney and social worker, Kendra helps lawyers experience the best of life and legal practice, while helping law firms attract, retain, and advance their best and brightest women attorneys. For more information, please visit her site as mentioned above.

More Posts

Digg This
Reddit This
Stumble Now!
Buzz This
Vote on DZone
Share on Facebook
Bookmark this on Delicious
Kick It on DotNetKicks.com
Shout it
Share on LinkedIn
Bookmark this on Technorati
Post on Twitter
Google Buzz (aka. Google Reader)
PDF24    Send article as PDF   

Filed Under: Practice Management

Tags:

About the Author: Kendra Brodin, MSW, JD is author of the Happy in Law blog found at http://www.KendraBrodin.com and founder of http://www.WomenLawyersOnline.com. With a powerful background as an attorney and social worker, Kendra helps lawyers experience the best of life and legal practice, while helping law firms attract, retain, and advance their best and brightest women attorneys. For more information, please visit her site as mentioned above.

RSSComments (0)

Trackback URL

Leave a Reply

  • Polls
    Sorry, there are no polls available at the moment.