The legal field has evolved over the years – there is really no way to dispute that. This evolution has changed the field across the board – for in house professionals, private practice attorneys and for staff. This momentum has also caused many teams to grow – putting legal professionals, both attorneys and staff alike, in a leadership position managing other team members. While this evolution is certainly a positive one in the field, many legal professionals find themselves in a leadership position with no formal leadership training or support for leadership specific needs.
Why does this matter? That is a loaded question.
Teams Have Greater Success with Strong Leadership
According to Harvard Business Review, leadership development improves organizational performance by 25 percent and according to McKinsey, 65 percent of high-performing companies prioritize leadership development. So, in other words, a strong and high-performing team is directly correlated to strong leadership. And strong attorneys and staff translate to a strong business or firm. But the thing is, most professionals were not born with those skills. They are promoted to a leadership position based on how well they perform in their current role – with no guidance on how to manage other team members once they are elevated to that position. This is something that requires training and support – just like the day-to-day tasks they perform in their roles.
Employees Leave Managers – Not Firms
We have all heard this before. And, in my experience working with a variety of firms of all different sizes – this is absolutely true. I have seen it happen time and time again. According to LinkedIn, companies with leadership development programs report a 29 percent higher employee retention. The cost of losing an employee or attorney is nearly impossible to calculate – but it is safe to assume that it is not low when you consider the hiring and onboarding process of replacing them. Good leadership can be the linchpin in keeping your employees happy and therefore wanting to stay with your business or firm.
Happy Employees are Contagious – But So Are Unhappy Ones
The Harvard Business Review reported that leadership development reduces team conflicts by 20 percent. A leader that knows how to not only manage effectively, but connect with their team members and provide support, will produce happy team members – which can be contagious! But, on the flipside, bad leadership can negatively influence team members. Imagine a team member frustrated by unclear expectations and little direction — without proper leadership, that discontent can ripple through the team and affect overall morale. An unhappy team member can be more contagious than a happy one.
What Now?
So, now that you know how important leadership development is for your business or firm, what can you do about it? What does strong leadership look like and how do you achieve it? Strong leaders can:
- Think strategically,
- Communicate effectively,
- Lead with emotional intelligence and empathy, and
- Engage in cross-functional collaboration, especially with other attorneys, practice groups, and business or firm leadership.
These traits are not innate in most people – these are skills that require training. Invest in leadership programs for your leaders and managers. The benefit will far outweigh the cost.
Investing in this type of development will build internal credibility with firm leadership, create a culture of accountability and innovation, and enable better team retention and development. Whether it is one-on-one executive coaching, management training sessions or leadership cohorts, you can find what makes the most sense for your business or firm. The future depends on the leaders you develop today. Start by evaluating your current support systems — then act. Your team, and your organization, will thank you.
