Cultural Mistakes Law Firms Make

I recently came across a blog post by Jordan Furlong, Editor in Chief of National magazine of the Canadian Bar Association, posted on his blog, Law21, entitled, “Don’t Be Stupid.” Furlong reminds lawyers that,

[I]t’s in the countless little things, the daily offences against sensibility that add up to the institutional bad habits of a lifetime, where firms undercut all the progress they could and should be making. Too many law firms are their own worst enemies.

Some of the ‘little things’ that Furlong refers to include failing to enforce the firm’s rules against uncooperative partners, allowing attorneys to hoard clients and work, and failing to consider the big picture, long-term view of the firm when making decisions, focusing instead on short term profits.

Many of the ‘daily offenses’ committed by law firms are ‘soft’ offenses – they relate to cultural or personnel issues, rather than to an employee’s technical work or revenue generated. But firm culture is an essential part of a firm’s identity, and a firm’s identity, values, philosophy and culture are the glue that holds the firm together.

Certainly a firm must be healthy financially, but a law firm’s biggest asset are its workers. Those workers come into contact with clients on a daily basis, and the firm’s ‘product’ is the services it provides to those clients. Disgruntled, overworked employees who are abused by their working conditions, their colleagues, clients or supervisors are unlikely to produce their best produce or to provide excellent client service. By contrast, employees who are engaged, intellectually stimulated and challenged and who share the firm’s values and philosophy will be more productive, innovative and provide far better service.

Do you need help identifying your firm’s values, philosophy, mission or cultural identity? Contact me to see how I can help.