Institute for Well-Being in Law (IWIL)’s Post

It doesn't have to be hard. In fact, you can make a huge difference in the quality of the relationships in your law firm by taking a little time to practice some simple leadership skills. Check out a few easy practices to integrate into your day in this article for the Institute for Well-Being in Law (IWIL).

My more than 2 cents on the yes madam controversy This isn’t just a failure of leadership; it’s a calculated betrayal of trust. Conducting a stress survey under the guise of fostering a healthy work environment, only to weaponize it to fire 100 employees, is plainly tone-deaf- lacking of empathy. - In times of crisis, management turns pressure into performance and panic into purpose. Trust is the foundation of any organization. Employees open up about their struggles, believing the company cares. Instead, when honesty is used against them ,the move simply erodes loyalty and credibility. Great leaders build networks of trust and loyalty, empowering employees to thrive even in challenging times. This decision does the exact opposite—it replaces trust with fear, loyalty with resentment, and engagement with detachment. ✅When companies lay off employees, how it’s done matters—not just for those leaving, but for those who stay. It reflects the company’s values and shapes the remaining employees' willingness to stay and contribute. Often, this is why people choose where they want to work. Leadership isn’t just about managing; it’s about inspiring. Actions like these destroy morale, and with it, the foundation of any strong, sustainable organization. If Yes Madam believes that even negative PR is still PR, they’re gravely mistaken. A company’s ethics and treatment of employees are always scrutinized by clients and users, often forming the basis of their trust and loyalty. - Actions like these don’t just tarnish internal morale; they cast a shadow over the brand’s reputation. The uphill battle to rebuild credibility—among clients, potential recruits, and existing employees—will be far more difficult than they realize. 🗣️A takeaway from this : how can institutions get the job done while still being empathetic?

Lying at work can undermine trust and productivity, but leaders can foster a culture of accountability and integrity through clear communication, leading by example, and implementing transparent policies. #WorkplaceIntegrity #LeadershipAccountability #EthicalLeadership https://lnkd.in/dMZAY-gC

“A leader is anyone who influences others. Not every leader is an effective one.” – The Tilt Institute.      Partner autonomy has long been heralded as a distinct strength of many firm cultures. Autonomy, though, brings with it not only strength but also liability.     Law firm leadership often extends beyond formal titles. As business owners, partners are almost nearly always, regardless of formal title, leaders in their firm. Partners’ opinions and decisions directly impact…     ❗ Firm culture   ❗ Profitability   ❗ Long-term trajectory     In the past decade we’ve seen a significant rise in partner conflict and dissatisfaction. Partners speaking out against firm decisions is leaving many firms at a disadvantage, often creating dissonance.     How can law firms enhance alignment with partners?  ✅ Foster open dialogue and transparency. Transparency and consistent communication channels are essential in aligning partners with firm-wide objectives. These can be accomplished through regular town-hall meetings, strategic planning sessions, internal newsletters and feedback mechanisms (surveys, suggestion boxes). ✅ Encourage constructive dissent. We often note in our programs that a culture without conflict does not necessarily indicate a healthy culture. Fostering a culture that embraces constructive dissent allows partners to voice concerns and provide alternative viewpoints. ✅ Invest in leadership development. Empower your partners with comprehensive programming that is focused on communication, conflict management and change leadership. These essential skills will help leaders refine their skillset and adapt to evolving needs. ✅ Promote a culture of learning and growing. Embrace a growth mindset and foster a culture where mistakes and setbacks are viewed as opportunities rather than failures.     Excerpted from our most recent article with The Legal Intelligencer, “The Problem with Partner Autonomy: When Strength Becomes Weakness”. Full article here: bit.ly/4cQnBfL   #lawfirmleadership #culturematters  

#leadershipfailure #leadbyexample #conflictmanagement Publicly criticizing or shaming individuals on professional platforms such as LinkedIn is not only unprofessional but also indicative of a leadership approach that can backfire. Effective leadership involves resolving conflicts with integrity, setting a positive example, and adhering to formal dispute resolution processes. By choosing public shaming over private, structured solutions, leaders risk undermining their own credibility and fostering a culture of blame rather than accountability. If there are concerns regarding an employee's conduct, such as failing to meet contract obligations or providing insufficient notice, the professional course of action is to address these issues through established legal or mediation channels. While these processes may require time and effort, they offer a fair and balanced way to resolve disputes, protecting the rights of both parties and maintaining the integrity of the organization. #Leaders who choose to air grievances publicly may unintentionally create a #toxic work environment where issues are #escalated instead of #managed #constructively. This approach can erode #trust, discourage #opencommunication, and #reflect poorly on the #leader's #ability to handle conflict #professionally. In contrast, leaders who prioritize formal procedures, respect confidentiality, and seek fair solutions demonstrate a commitment to high standards and reinforce a positive organizational culture. #Projectmanagers play a #critical role in #leadership and #conflictresolution by managing disputes professionally and setting the tone for how conflicts are handled within their teams. #Organizations MUST strive for leadership practices that emphasize conflict resolution through appropriate channels, setting a standard for handling challenges in a manner that supports long-term growth and mutual respect. #Professionalism #ConflictResolution #WorkplaceCulture #LeadershipStyle #ReputationManagement #BusinessEthics #EmployeeRelations #LegalAdvice #HRBestPractices #CorporateCulture #LinkedInTips #PositiveLeadership #WorkplaceIntegrity #DisputeResolution

‼ Check out the most recent article by Marcie Borgal Shunk with The Legal Intelligencer, "The Problem with Partner Autonomy: When Strength Becomes Weakness". #lawfirmleadership

If you're a manager, I encourage you to read this. While the whole article is excellent (and fairly short), my favorite part was this: Being hyperattentive. The poet Mary Oliver wrote: “This is the first, wildest and wisest thing I know: that the soul exists, and that it is built entirely out of attentiveness.” The leaders we admire are paying close attention to those who work with them. They are not self-centered but cast the beam of their care on others, making them feel seen and lit up. In how you see me, I come to see myself. If you cast a just and loving attention on people, they blossom. People are hungry to be seen...not simply seen as a means to an end (e.g. "drives for results") but as an individual human being with their own strengths, challenges, aspirations, preferences, and eccentricity. I believe attentiveness is a true antidote to employee malaise and disengagement and surpasses any "employee appreciation day" or "dress down Friday" type program for improving engagement. I'll include a link to one of my articles about this in the comments section. #quietquitting #leadership #employeeengagement #management #NYT https://lnkd.in/g_aVRbhb

I'm Charlotte Smith, Founder of Level7 Legal, a coaching company for lawyers and legal teams. We help them thrive by focusing on what truly matters: Their PEOPLE. I started my legal career at a top-tier firm in the UK and became a Partner by age 30. Yet, I kept seeing the same challenges: ❌ Rigid hierarchies often stifled innovative ideas. ❌ Management dysfunction; natural when there's no training or support for leaders. ❌ Burnout and attrition at 25% turnover. That wasn’t the environment bright, talented people needed to succeed. So, I set out to change it. After moving to Silicon Valley in 2014, I shifted my focus to supporting legal leaders and creating modern, tech-enabled, and people-first legal teams. 🔎 Here’s How We Help Legal Leaders at L7 1️⃣ Executive Coaching & Leadership Development Tailored 1-1 coaching to elevate your leadership and effectively manage change. 2️⃣ Team Strategy & Diagnostics Identifying team bottlenecks and implementing strategies to build cohesive, high-performing teams. 3️⃣ Workplace Training Programs Enhance your team's skills and growth mindset through targeted training on networking, emotional intelligence, and more. We’ve walked in your shoes, so we understand the challenges. We’re committed to transforming legal teams by putting people first and ensuring they’re energized, resilient, and ready to meet tomorrow's demands. . 🔗 Let’s chat about how we can support your team’s success. 📩 DM me if you'd like to hear more.

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