What Makes Lawyers Tick?

Tag Archives: Performance

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