Culture & Change
“If we want things to stay as they are, things will have to change…”
Giuseppe Tomasi di Campedusa, The Leopard
Law firms are created from a vision, and they survive or fall on the strength of that vision to continually attract clients and service them without par in a competitive market. But as clients, their businesses and entire industries evolve, so too must legal service providers in order to maintain success and longevity. The Phoenix Legal approach to Culture and Change is designed for firms seeking to better understand their culture, how it informs their structure and operations, and how to change, improve and strengthen these accordingly.
There is a remarkable direct tie between the strength of a law firm’s culture and its financial performance. This is not surprising, when one considers that law firm culture is the basis of all compensation, succession and governance arrangements within a firm. To improve these arrangements, and consequently its bottom line, a firm must first understand its culture and develop language to describe it.
Phoenix Legal is pleased to offer assistance to your firm in the event that it has decided to take stock of its culture and affect change. We facilitate the process so that firm members have the best information possible to enable informed decisions. We involve as many firm members as desirable, through a confidential and customized survey in collaboration with the University of Michigan. We provide a resulting cultural inventory to help your firm: develop a common language; build on its existing strengths; provide a baseline from which to measure the impact of change; access merger candidates; and add depth to recruiting and marketing messages.
We always strive to present the results of a cultural inventory in a collaborative and collegial manner, by using a combination of presentation and interactive facilitation. This is ideally done at a leadership meeting or firm retreat.
The result is a better understanding of how to maintain those areas of your culture that are important to you, as well as those areas that may require change. We also demonstrate how to use all of this new information about culture in decision-making, compensation, communications and recruiting.
How is a Culture Inventory Conducted? >>
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