What Makes Lawyers Tick?®

Tag Archives: Performance

Leading Like a Psychologist

Posted in Change Management, Engagement, Leadership, Organizational Behavior, People Skills, Performance, Positive Psychology, Uncategorized

This post was originally published at the Legal Executive Institute website, a ThomsonReuters site, on September 16, 2015:   In my conversations with law firm leaders, I am hearing more and more concern expressed about their partners failing to meet expectations. Here are some examples: “They’ve retired at their desks.” “Everyone’s focused on their own… Continue Reading

Making Your Law Firm a Great Place to Work

Posted in Engagement, Leadership, Organizational Behavior, People Skills, Performance

This post was originally published at the Legal Executive Institute website, a ThomsonReuters site, on May 13, 2015: The Great Place to Work Institute publishes an annual list of the “100 Best Places to Work”. This year, 20 of the companies on the list are in the “Professional Services Firms” category. And of these, five… Continue Reading

The Psychologically Savvy Leader

Posted in Change Management, Leadership, Organizational Behavior, People Skills, Resilience, Self-Management

In talking to law firm leaders these days, what I am hearing most frequently are their concerns about disruptive change and its impact on their ability to maintain a profitable and competitive firm. One consequence of this increased focus on change is that rank-and-file partners are being asked to do more with less—to take on… Continue Reading

We need a Chief Resilience Officer

Posted in Change Management, Leadership, Positive Psychology, Resilience

As I’ve talked with law firm leaders over the past six months, increasingly I’ve heard them describe a troubling list of symptoms that they’re seeing in their lawyers. In their own words, here’s what they’re observing: Malaise, complacency, burnout, an attitude of hopelessness, weariness, a “giving up” mindset; Increased conflict; not playing nicely in the… Continue Reading

Accountability 101 – Part three

Posted in Accountability, Change Management

In a previous post (Accountability 101 – Part two) I mentioned that to achieve accountability on the part of partners, you need to: Use a buy-in approach. Avoid either coercive or “incentivizing” approaches. Be proactive, not reactive. Use multiple interventions, not just one. In this post, I want to address the third point, “Use multiple interventions,… Continue Reading

Accountability 101 – Part two

Posted in Accountability, Change Management

This is part two of a series of posts on partner accountability. To recap, in order to achieve accountability, you need to: Use a buy-in approach. Avoid either coercive or “incentivizing” approaches. Be proactive, not reactive. Use multiple interventions, not just one. In a previous post (http://www.lawyerbrainblog.com/?p=198), I explained the importance of the buy-in approach…. Continue Reading

Supercharging Multi-Rater Feedback

Posted in Assessment, Leadership, Self-Management

This is the time of year when a lot of law firms administer multi-rater feedback surveys—these can include “360-degree feedback” or simply “360’s”, as well as peer reviews and upward evaluation surveys. What they all have in common is that an individual receives feedback from multiple raters. Multi-rater surveys can accomplish several goals at the… Continue Reading