Vermont Bar Journal
Spring 2007 - #2.
On Life and Practice THE CASE FOR PUTTING NON-BILLABLETASKS FIRST
THE VERMONT BAR JOURNAL SPRING 2007
On Life and Practice THE CASE FOR PUTTING NON-BILLABLETASKS FIRSTby Gerry Riskin
The Coach's Corner is brought to you in honor of the personal and professional work and dedication you bring to your clients and the legal profession. It is presented as a support for all lawyers who realize that "the soft skills" are critical to "working yourself happy" and to sustaining a strong and successful business. In the legal profession, those who make continuous slight progress win the race, because most competitors are still tied to that peer.
This March during the 2007 Lawyer Mastery Tele-Summit on Life, Career, and Business Practice, nine outstanding legal experts came together to spill the beans on what works and key strategies for the twenty-first century lawyer. Gerry Riskin is one of those experts and I thought you might enjoy hearing what he has to say about change management in the law firm and the importance for putting the "non-billable" tasks first. Change is real and the firms that embrace it will come out on top.
The Seven Immutable Laws of Change Management
Managing Partners: Why is it that your intelligent (no, make that "super intelligent") lawyers seem to react to your change initiatives like you were asking them to drink a tankard of poison, even when they know full well that the brilliant changes you are proposing would be beneficial to them individually and collectively? When we get managing partners from various firms together, many of them want to commiserate with eachother aboutthe impossible taskthey have in managing the unmanageable--I suppose my Edge International cofounder, Patrick McKenna, and I did not cure that perception when we named one of our books Herding Cats. Some managing partners with whom I have had the pleasure of working are exceptions to that rule, and what follows is what I think I have learned from them over these many years.
Here are the seven immutable laws of creating change in your firm. I guarantee that if you respect these rules, you will get the cooperation you need to effect the changes that will catapult your firm forward.
Law # 1: As Managing Partner, Propose Imperfect Change Initiatives
YES, I said IMPERFECT, and when you saw that word a feeling of anxiety overcame you and you were tempted to react as a lawyer and not as a changeagent for your firm. Let me be clear. As a lawyer, your job is to do "the right things, perfectly." That calls for unflawed effectivenessandefficiency.Youprobably hope your surgeon, if you ever need one, practices to the same standard. But face reality--as the manager of your firm, you do not have the luxury of doing only "the right things" because nobody, including you, knows what the "the right things" are except in hindsight--and hindsight is too late.
As a result, most good firms are paralyzed by the tedious, never-ending, and totally ineffectual process of divining the perfect strategy accompanied by the perfect tactics. These firms are ships tied so firmly to the pier that no matter how well steered, they go absolutely nowhere. In fact, their biggest claim to fame is that they hit no icebergs--few ships do from the pier. Such firms may do "industry-average" well, but they are not going to consistently break out of the pack. Temporary successes come from individual initiatives that the firm is likely unaware of and, therefore, does not impede with excessive policies and standardization.
In strategy, you must make the best decisions you can with what you know and what you can speculate about. I am not against a little market research--in fact, I advocate it--but...