depend on a good, people-focused culture, and there are tangible strategies to help take the serendipity out of the equation. The Seed: A Vision This is not unique to a law firm. Really, any endeavour needs a vision. It is generally something we inherently do when we start a project: we see a future of what we want to achieve in our mind’s eye. A clearly defined outline will guide and support the important decisions and strategic direction of your firm. A vision statement should clearly state goals and objectives that are specific, measurable, achievable, relevant and time-bound (the Smart framework). It will provide guidance on all aspects of the operation from hiring to marketing, client engagement and onward. This is where you can dream big. All 54 LAWYER MONTHLY JULY 2023 Not only is it a way of crystallising your firm’s direction, it will also put all employees on the same page and incentivise everyone to move in the same direction. It will give them clarity on where the company is going and, hopefully, on their team and individual role within its success. Here are some questions to help you establish a good company culture: Are we hiring good people? While credentials and experience are important in a law firm, those can be established by reading a CV and checking references. What you really want is people who will engage with your vision and values, who are passionate about their clients, and who will bring a positive influence through their personality and work ethic. Conducting interviews should revolve skilfully around identifying characteristics that will be a good fit for your firm’s culture and existing staff base. ideas should be explored in terms of the current or short-term future, and then at possibilities in the future. Be openminded to this process of exploration by writing out all ideas, and then edit them down to Smart criteria. Ideally, you want as many staff members involved in this process as possible. The future and success of your law firm depend on a good, people-focused culture.
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