Hiring & Empowering Solutions

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“That’s Not How We Really Do It At This Law Firm” and Other Responses That Are Holding Your Team Members Back

don't hold team members backWe get called in to help law firms when what they’re doing isn’t working. And even though we are hired as consultants because we have an impressive track record of success helping firms advance their leaders and develop their teams, we still hear this response more often than you might think: well, that’s not really how we do it at this law firm.

Just last week, after our Team Empowerment Academy Masterclass, I received a phone call from a Client Relations Coordinator who is enrolled in the program.

“Molly, when you were talking about how other firms have their CRC coming in at the end of the client meeting and playing the role of Julie McCoy (yes, I’ve dated myself)—getting the signed engagement agreement, and scheduling the next appointments through delivery—my attorney says that’s not how we do it here. I don’t know how change his mind. Can you please help me? We barely made payroll last week, and I heard him tell a prospective client to go home and think about it…to get back to us when they’re ready to get started on their planning!”

“I know its not my job to worry about money, but I am!”

The first thing that went through my head when I heard this was: if what you were doing there was working, your attorney certainly wouldn’t have called us in the first place. And your attorney definitely wouldn’t be writing a check for you to be in this program!

But my response was this: “Yes. It is your job to be aware of—but not to worry about—money, clients and processes…especially if you want part of the incentive-based compensation model we set up for your firm this year. Time, place, and delivery are everything. I know you were excited about the idea, but sharing it with him between back-to-back meetings—when he is already running 30-minutes behind for the day and has to be out the door at 5PM sharp to get the kids because his wife is out of town—probably wasn’t the best time to present the idea of revamping a process he has followed for the past 9 years. His response was most likely out of habit, as he wasn’t clear that you were presenting an idea that has proven successful for 1,400+ other law firms across the country. Don’t take it as a hard “no.” Lets talk about how to present your attorney with these suggested process refinements.”

And here is my message to attorneys: when your team comes to you with suggestions for refinements or improvements to your systems, you may want to say, “I am impressed by your enthusiasm and vested interest in improving our practice. Can you please put that topic on the agenda for our weekly stakeholders meeting on X-date, and type up your proposed solutions and bring a copy to the meeting? I am more of a visual learner.”

When an employee hears, “that’s not how we do it at this law firm,” they actually hear, “I’m the boss, leave the idea generating to me.” This sends a subconscious message to your employee to show up and do what is asked of them…and nothing more. But you NEED your team members to WANT to go above and beyond, and you need to trust that, given the freedom to make business decisions, they will make GREAT decisions that advance your firm. But if they feel like their ideas are shut down before they’re even heard or considered, they will lose the drive to take initiative. And, trust us, you don’t want that!

If you’re stumped and not sure how to empower your team to step up and bring their valuable ideas and system refinements to you, please take advantage of the opportunity to schedule a complimentary Law Firm Discovery Session. Over a 30-minute call, we’ll discuss your challenges and brainstorm solutions to help your law firm overcome these obstacles and get on the path towards growth and sustainable success. Click the button below to schedule your Law Firm Discovery Session today.

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If Bosses & Employees Both Know That the Boss Doesn’t Have ALL the Answers, Then Why Do We Keep Continuing On As If They Do?

bosses don't have all the answersIt probably won’t come as a surprise that bosses don’t have all the answers. If you’re a boss, you’re probably nodding your head, thinking, No kidding, that’s why I keep asking for help! And if you’re an employee, you’re also nodding your head, thinking, No kidding, that’s why I keep offering to help.

But if leaders and employees both know that the boss doesn’t have all the answers, then why do we keep continuing on as if they do?

I can remember, like yesterday, when our business was starting to grow, and I recognized that some of workflow processes just weren’t working. Not only were they not working, but their inefficiencies seemed to be coming to a head. I knew we could no longer tolerate these weaknesses, but somehow we kept limping along. And nothing changes if nothing changes.

A key employee emailed me about two of the most glaring issues. Without thinking too much about it, I responded with a series of suggestions about how we could resolve the issues. I didn’t suggest any follow-up actions, or concrete plans about how to implement my suggestions, so it’s no surprise that, two days later, I got frustrated with the lack of resolution and started to type up the usual “boss email.” You know the one: overflowing with frustration and rambling on about all of the things “we” need to fix. No clear directions or solutions, just verbal vomit.

It struck me sometime around midnight, as I was typing up bullet point #23, that the email, well, it was completely pointless. I paused for a minute and tried to sit in her seat. I realized I was trying to have a strategy meeting via email, addressing issues that she had been trying to bring to my attention for months. Sending this email would only add to her already growing list of “still no answers,” and the truth of the matter was that I didn’t have all the answers. I needed input from her and the rest of my team about how to actually fix these issues. I need KPI’s, cost analyses, and input from our outsourced vendors. Sending a hastily-written email in the middle of the night would only exacerbate the issues we were struggling with. It would leave my key employee feeling as though she needed to respond to all 23 of my bullet points, while leaving my entire team concerned that their leader was burning out, preparing to shut the business down, wanting to fire people, etc. That’s the dark place employees go to when the leader is not leading.

In that moment I realized that bosses do this…a lot. We feel the need to respond immediately to every problem: client complaints, process issues, cash flow issues and employee frustrations. The problem is that, when we jump the gun and respond without stopping to think, we forget to include important information, such as a plan for follow-up, a road map for implementation, or how to gauge the effectiveness of our suggestions in the long-term. And forgetting this information just makes us look flaky and inconsistent to our team. And honestly, email communication ping pong is not an effective platform from which to master your next moves.

How many times have you had to send a follow-up email to that big, long, hasty, frustrated “boss email?” It usually starts something like, “You know, I thought more about this and…”

I know I’ve sent quite a few of those emails.

What if instead of shooting off shotgun suggestions to solve complex operational problems we learned to step back and respond with, “I need to think about this. Let me get back to you tomorrow with some thoughts, add it to our daily huddle list.” Let’s learn to acknowledge a problem, and let our team members know that finding a solution is a priority…without making shoot-from-the-hip suggestions that don’t actually solve anything in the long run. Let’s start having well-prepared, thought-out discussions about how to fix our problems, get feedback from relevant team members, and make an informed decision that comes complete with an action plan with deadlines and accountability.

If you aren’t sure how to lead a conversation like this, about improving inefficient processes—or creating new processes—at your firm, download our e-book, “Intrapreneurs in an Entrepreneur’s World: How to Empower Your Employees to Step Up and Lead!” You’ll learn how to effectively connect and communicate with your team members in a way that not only leads to effective problem-solving for your firm or business, but that also drives employee retention and loyalty!

 

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What Kind of Leader Are You? And What Does That Mean for Your Firm and Team Members?

what's your leadership styleNo two leaders are the same. Two leaders can be equally amazing, even though they have completely different sets of personality traits and professional talents. In fact, being an amazing leader isn’t derived from personality traits or professional talents (though those things, of course, are important). Being an amazing leader is all about understanding your personality traits and professional talents, and how they compliment and support those of your team members.

So, what’s your leadership style? The success of your firm or business depends on your ability to lead your team…so…what it is? Are you bossy and autocratic? Are you a visionary? Ask yourself these questions to find out:

What are your core values?
What are the values that you live and die by? That drive your every decision? Respect, integrity, authenticity, courage, service, humbly, wisdom. Those with deep-seated core values make better leaders. Determining what your core values are will help you weigh your options and make better decisions…especially when it comes to human resources and hiring.

What is your personality type?
There is no right or wrong personality type for leadership. Introvert or extrovert, disciplined or action-oriented, your personality is a huge part of your leadership style, and understanding your personality will help you build a team that will either support or compliment the types of leadership efforts you put in.

What are your strengths and weaknesses?
Assessing your strengths and weaknesses will help you recognize (and ultimately achieve) your full potential as a leader. Consider the wins and losses of your past. Now, consider your present-day wins and losses. What has changed? Where can you deduce patterns? What kind of person do you need on your team to fill in the gaps where you are weak?

What do your team members say about you?
Ask your team members how you’re doing as a leader—what your strengths are, and how they would characterize your style. Ask them what you can do to improve. Sometimes we are so blind to our own areas of strength and weakness that we need other people to point it out for us…constructively, of course.

Once you’ve answered these questions for yourself, you’ll have a better sense of what category of leader you fall into. There are so many different leadership styles, but these three tend to cover most of the bases:

1. Autocratic. You’re maybe a bit bossy, and like having total control of your team. Your employees aren’t expected to have ideas or opinions—they’re just supposed to execute on demand.

2. Visionary. You’ve got a vision, and know how to pull your team together to achieve it. Visionary leaders are great at fostering employee loyalty, and encouraging employees to achieve a goal via their own path.

3. Democratic. Democratic leaders are sometimes uncertain, which leads them to rely on the input of their team members for fresh ideas and initiatives. The democratic leader is in the trenches with his team, though he or she makes any final decisions.

Each leadership style has its pros and cons, but there are famous leaders in each category. Steve Jobs was known for being bossy, while Larry Page has honed a more democratic leadership style, and Nelson Mandela is the prime example of an effective visionary leader.

Once you understand your leadership style…then what? Apply what you now understand about yourself to your firm’s hiring, training and development practices. At Hiring & Empowering, we’re huge advocates for using the Kolbe Personality Test to help leaders and team members understand each other, communicate more effectively, and leverage each others strengths for the benefit of the firm as a whole. At the end of the day, the big takeaway here is that leadership style matters…and the success of your firm or business depends on your ability to leverage it.

Schedule a Free 30-Minute Discovery Session

If you’re unsure about your leadership style and think that some of the problems at your firm could be addressed if only you had a better understand of your own personality or your team members’ personalities, then click the button below to schedule a free 30-minute discovery session with our co-founder, Molly Hall. You’ll have the chance to explain the pains your firm is feeling, and she’ll have the chance to suggest some solutions.

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The Top 3 Bad Attitude Mistakes Not to Make if You Want Your Team Members to Work As Hard As You Do…

bad attitude hurting businessBosses, your attitude could be harming your business.

We know, who do we think we are? This statement is harsh. Remember, we’re “bosses” too…we don’t like hearing it any more than you do.

But, as business consultants and staffing experts, our commitment is to create impact, income, freedom and—dare we say—joy and ease for your business. Even when it means being a mirror and reflecting back to you some things you are doing to self-destruct your business. And creating those things all starts with your attitude.

Last week we were facilitating a 60-Day Employee Evaluation Onboarding call for a new attorney hire. The attorney owner was exhausted, frustrated, stressed, and overwhelmed with a large caseload, training a new employee, finding out another associate attorney on her team didn’t pass the bar, and well…just “business owner stuff” in general. The attorney dialed in to the call hot and heavy. All we had to do was ask, “How’s it going?” She didn’t skip a beat. “I feel like I am fighting alligators all day long and nobody in my office knows how to do their job.” Did we mention that the new associate and law firm manager were present? Mic drop. And then she said, “And you didn’t do your job either, sending me this attorney who doesn’t have the skillset or knowledge to do the job.” Again, did we mentioned the brand new hire attorney was sitting in the room? And it took us four months to find this superstar. If she walks out, the owner attorney is really going to know the truest definition of stress.

My response, “Excuse me?”

Attorney response, “Did I stutter?”

Now that she “felt better” because she blew off steam and was able to verbally vomit all of her stress and frustration, she was ready to talk about what was working.

Listen up: unless you’re trying to cause a mass exodus, don’t ever, EVER treat your employees like this. Bosses, your attitude is harming your business! Tony Robbins says, “An attitude of gratitude is where money and opportunity flows.” When your feeling like you need to explode (and trust us, we get it!) find a coach, a therapist, a spouse, a close friend…SOMEONE to unleash your stresses to prior to walking into your office when your hair is on fire. Don’t even walk into the office when you’re feeling this way—go find neutral ground and get it out of your system. Especially when there are new hires in the building, you’re still trying to enroll them in why your place of business was the best investment in their future they have made.

We know this isn’t how 90% of the attorneys we work closely with operate. But you may have an associate with this mentality— share your expectations and standards with them. Too often we get calls: the attorney owner is amazing but they are locked in a conference room all day; the managing associate(s) who we spend all day with are another story…

Here are the top 3 bad attitude mistakes NOT to make if you want your team members to work as hard as you do day in and day out:

1. Constantly telling everyone how many hours you worked, what time you got up, how you didn’t sleep, didn’t get to pee yesterday, what you have to do before lunch, and how you are never going to make it home tonight. We cannot tell you how many entrepreneurs do this. Obsessively. This is the most disempowering and de-enrolling, backfiring strategy we have witnessed. This is how your team interprets these complaints: keep busy and don’t offer to take anything additional on because we don’t want to end up negative, stressed, and burnt out like our boss.

2. Don’t verbally abuse your team. EVER. It only takes one bad day to break the trust you’ve built with your team members…and it’s next to impossible to regain it. Your employees don’t care who you are. They don’t care what title you hold. They don’t care how long (or short) you’ve been doing what you’ve been doing. They don’t care how respected you are in your industry. Employees simply won’t tolerate being verbally abused by a frustrated, exhausted boss. This is not the 1990s patriarchal tyrant manager era any more. Employees will not hesitate to give up every perk under the sun for respect and appreciation.

3. Don’t ignore your employees. Throughout the recruiting and hiring processes, when we ask potential new hires why they are looking to leave their companies, the one thing we hear over and over again is this: “we only hear from the boss when things are bad. I love the mission of the company, my co-workers, our clients, and everything we stand for. If only we could hear about what we are doing right, receive consistent feedback, support, and coaching on how to improve and grow. I can’t describe it, there is an energy in the office that feels like we are rearranging chairs on the deck of the Titanic all day.”

If you’re not showing up as a nice person, people won’t work for you. Sorry, but it’s the truth. If you’re ship is sinking, maybe it’s time to admit that your attitude might be to blame.

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Here’s How to Become Grateful in 10 Minutes or Less

molly and laneyOver the years, it has become a tradition for us to post a blog about gratitude as we enter the holiday season. It’s the blog we get the most response to—by far!—which is great, because it means we’re getting people to focus on the positive and think about what they’re grateful for!

We know how easy it can be to worry about all of the things we don’t have, or the things that haven’t happened to us yet. These thoughts distract us from making note of the beautiful relationships that exist in our lives, and the amazing things that have already happened. A negative thought or action can impact our mood for the whole day.

But, in that same token then, can’t a positive thought or action also impact our mood for a whole day?

The holiday season, while rooted in the spirit of gratitude, peace and love, has turned into this impossibly hectic, high stress, say-yes-to-every-party-invitation, go, go, go time of year. And when we’re in the middle of that chaos, it’s so easy to lose sight of what’s truly important in life. With Thanksgiving already here, and the holiday season knocking at our front door, let’s stop, take a moment, and acknowledge all that we are grateful for. The simple act of expressing gratitude will start your holiday season on a stress-free note, while allowing you to center your focus on why you do what you do everyday—what it’s all for.

Here’s how to be grateful in 10 minutes or less:

Spend 5-10 minutes tapping into five things that you are grateful for. Things that your life would be less rich if you didn’t have. Make note of why you’re grateful for each things. And there you have it—a ten minute gratitude challenge that can recharge your batteries, instill confidence, and start your holiday season on the right foot.

Here are Hiring & Empowering Solutions, some of the things we’re most grateful for are:

1. Family: Our children are healthy and happy. We have a family that loves us, and that can be a part of our children’s lives—not many can say that. It’s the little things that are so very impactful to our children that make our hearts swell with gratitude. What more can we ask for than children who are healthy enough to experience the thrills of childhood and everything in between?

2. Health: We know it sounds cliche, but we start and end our day by moving our bodies. We are healthy enough to work long hours and serve our clients well. We have nothing if we don’t have our health.

3. Clients: The people who have been there for us for decades, supporting us and trusting us with their business needs…and making us better people for it. The people who hold us accountable for being awesome every day. Thank you!

4. Faith: For bringing us calmness, inspiration, and strength, and for making us feel amazingly connected to humanity.

5. Community. In our connectedness, we have the opportunity to serve others, learn from others, share, and connect with humanity. It makes all the “work” worth it!

Take the time today—right now, even!—to practice this simple act of gratitude. Gratitude is a magnet for miracles. It will create new opportunities, improve your physical and mental health, keep you calm—even during the chaotic holiday season, and improve your self esteem. Furthermore, scientific studies have connected gratitude with the ability to achieve one’s goals.

What are you grateful for today? Grab your journal (or buy a new one…we hear there are a few Black Friday deals going on right now ?) and take a few minutes to acknowledge and write down the five things you are grateful for. We get it, and we know you are busy. We all are. But you can set aside 5 minutes for gratitude. And…you’ll be grateful you did!

This Thanksgiving, we will be remembering all of you with extraordinary gratitude. Gratitude for the constant support in its countless forms, for sending encouragement, sharing our resources with your colleagues, referring us to your friends, trusting us with your teams, befriending us on Facebook, and keeping us in your thoughts. We are constantly amazed by your kindheartedness, year after year.

To quote Johannes “Meister” Eckhart, “If the only prayer you said in your whole life was, ‘thank you,’ that would suffice.”

A very grateful Thanksgiving holiday to you and your family!

Molly and Laney