Yesterday, I joined in a great conversation that illustrated the importance of leadership, consistency, and intentionality in shaping a positive culture at organizations.
What a treat to join with Allan Schoenberg of Vinson & Elkins, Natalie Loeb of Loeb Leadership and Michael Ellenhorn of Decipher Investigative Intelligence to discuss organizational culture in Practising Law Institute (PLI)’s briefing “Law Firm Culture: How to Develop and Sustain One to Support Stellar Retention, Client Growth and Work Product.”
If you missed it, here are 9 takeaways.
1. Culture is not something you automate.
If you don’t pay attention to it, you get the culture you deserve. To have a strong and positive culture, leaders must focus and spend time on creating and maintaining it.
2. The truth will emerge.
No matter how great your marketing may be, the truth about your culture will come out. If your culture is not great, don’t expect people to believe a smoke and mirrors PR effort.
3. Leaders are role models.
Leaders at law firms must demonstrate behaviors that create a positive culture, such as recognizing excellent performance, fostering relationships, and facilitating career development. People who work for you are always watching your behavior. It’s not enough just to talk about culture.
4. Consistency is key.
Building a strong culture requires consistency and intentionality. It’s not just an annual award’s ceremony, but an ongoing process threading its way throughout the organization on a daily basis.
5. Managing risks is essential.
Taking risks, such as hiring lateral partners, can impact firm culture. Leaders must consider the cultural fit of each new hire and the potential impact on the firm’s culture.
6. Measuring ROl on culture is (somewhat) possible.
There are indicators to track such as selection rates. retention rates, and the cost of candidate acquisition.
7. Silos impact culture.
Breaking down silos within a firm can improve culture and impact business in a positive way.
8. You are only as good as your worst acting employee/partner.
Keep a high threshold of expectations and if someone falls beneath it, consider if coaching is appropriate.
9. Lastly, a quote by Simon Sinek: “Corporate culture matters.
How management chooses to treat its people impacts everything for better or for worse.”
