Active, conscious, courageous leadership is the secret ingredient that can lift a firm from average to outstanding, from a runner-up to a winner.
Many partners arrive at the office and spend the day operating like employee producers. Conscious leadership, however, means that partners think of themselves primarily as leaders rather than producers. They are always aware of their responsibility to lead both the business of the firm and the people. They are conscious also of the courage they need to do this well.
CHARACTERISTICS OF COURAGEOUS LEADERS:
1. They have a vision and goals for the future.
2. Leaders embrace change. They are open to innovation.
3. They show courage in the sometimes unpopular and difficult decisions they take.
4. They constantly anticipate the future while managing the present.
5. They put their plans into action, step by step, week by week.
Leaders that succeed are not necessarily the ones who have the best and biggest visions and plans or the most charismatic personalities. Commitment and implementation are the secret weapons of success. Commitment to act takes courage and also builds trust. Teams feel confident with a leader who will do what he or she says they will do.
Successful leaders prepare for change before change becomes a necessity. They make tough decisions that in the short term aren’t always liked by others but will set the stage for a better future.
Leaders are not afraid of hiring the most talented people, engaging them in the firm’s goals and direction, and creating the environment for them to succeed.
TIPS FOR DEMONSTRATING LEADERSHIP
1. Do something every day to create a positive culture. Notice and recognise contributions that people make to the firm, the team, and the clients.
2. Publicly celebrate milestones with staff and clients when they are achieved, and reward people for smaller steps along the way.
3. Be intolerant of destructive behaviours and dysfunctions that harm their business (even from other partners). Don’t accept violations of values or policies. If you don’t have values and policies then develop them to define your culture and standards (Refer Secret 4: High Performance Teams).
4. Create an accountable workplace where people do what they say they will do, for each other and for clients.
5. Break goals down into manageable chunks and enlist others to help, especially the staff. Each month review what has been achieved with your partners and staff.
6. Find a mentor or coach who both supports you and holds you accountable in your leadership role.
Contact Professional Edge now to discover options, at a price point to suit different budgets, for guiding and supporting law firm partners in their leadership role. For more information please click the link to complete an enquiry.
