Attorneys are smart. Being intellectually smart does not mean you may not have problems. Lawyers are among the most intelligent professionals on the planet. But is being smart enough?
Meet Sally
Sally had a slight hearing problem. Without realizing it, she compensated, like many hard-of-hearing-folks, by speaking too loudly. Feeling intimidated, because she practiced law in a mostly male environment, she used a stronger communication style with her male counterparts.
“I grew up with seven older brothers.” Sally laughed. “The only way they listened to me was if I was kinda tough. Between my hearing problem and my combative way of speaking, the firm labeled me a troublemaker.”
Whenever she was nervous or felt defensive, Sally talked even louder. Sally continued, “It seemed like I was yelling at my managers and supervisors whenever they asked me a question.”
Sally was labeled as an outsider and was considered difficult to work with. Her communication style was a blind spot. She was unaware. She decided that she had been blackballed because she was a woman.
Meet Everett
Everett had always been a loner. He enjoyed reading, staying in front of his computer for hours at a time. “My teachers always liked me, but my classmates thought I was weird.”
Although Everett loved computer science, his father, an attorney, insisted that he follow his footsteps and get a law degree.
Everett has a blind spot. Although he enjoyed being alone more than most, he never developed the skills to interact and communicate easily with others. Everett never had a desire to have emotional intelligence. He thought just being a smart attorney was all he needed.
What Is A Blind Spot?
A blind spot is a habit or repeated behavior that a lawyer indulges in that is self-defeating or self-sabotaging. It could be the lack of people skills, carelessness, zoning out, gossip, adversarial or contemptuous behaviors, snobbery, drinking, drug use, depression addiction to stress, drama or overeating, family or financial problems.Although these two associates had great potential, and very intelligent, Sally’s blind spot was the manner in which she communicated. Everett, on the other hand, was awkward and ill-at-ease when interacting with others.
Although these two associates had great potential, and very intelligent, Sally’s blind spot was the manner in which she communicated. Everett, on the other hand, was awkward and ill-at-ease when interacting with others.
Blind spots defy an attorney’s intelligence, knowledge or understanding. Despite having excellent abilities, blind spots always crop up at a most inconvenient time.
Why They Leave the Firm
Partners do not have time to develop or become involved in problem-solving efforts with capable lawyers who could be developed into star performers with time and a mentor.
When a lawyer does not blend in with the other lawyers, even though their work and productivity are good, they can be labeled and even ostracized.
When a young attorney is considered an oddball or a problematic employee, they are either pushed out of the firm or left out there in their isolated silo.
The business model of law firms is based on attrition. No one in the law firm has the inclination or the time to intervene. Therefore no one provides resources for retaining their associates.
Intelligent Attorneys Have Blind Spots
It is every lawyer’s responsibility to continually learn what can help him, or her, grow as a lawyer and as a person. Identifying one’s blind spot is only part of the job. They must make the necessary changes.
To change and grow your practice, you want to use the “Three R’s” to expose any blind spots. These three tools will put you on the path to improving your law practice.
3 Easy Tools For Intelligent Lawyers
Tool No. 1
Review your practice.
- Write down three successes or three wins.
- Write down how you made these achievements.
- Write down the quality that was needed to achieve these results.
Tool No. 2
Reevaluate:
- Write down three mistakes, or three things you need to improve.
- Next to each mistake write down the reason or excuse you tell yourself why thissituation exists. (If you are honest and alert, you might be able to identify your blind spot.)
- List the qualities you would need to strengthen to change these results next time
Tool No. 3
Revamp:
Write down one action you will take to improve yourself each week for 30 days. (Partner with a colleague, friend, family member, support group or coach for thirty days to be accountable for results)
Why the Pod Helps Law Firms
Using the pod method creates a working community that is highly engaged, enthusiastic and a sense of loyalty committed to each other’s success.
Work is completed faster; problems are resolved, and the firm saves hundreds of thousands and even millions of dollars by stopping an outdated business model based on attrition.
Everett and Sally
Everett realized that he wanted to develop his people skills. His small pod became a team that supported each other. While they accelerated the completion of work, they also helped him to develop his areas of weakness that would have impeded his future success.
Sally learned about the perceived abrasive volume of her voice. Once she explained her hearing problem, the misconception about her attitude was cleared up. A consultant helped her to modify her communication, and Sally became much more approachable and became a prized lawyer in the firm.
When a law firm makes time for this important activity, developing loyalty and increasing engagement, these actions turns the business around and significantly increases profits.
I find it remarkable when attorneys make changes in their personal lives. These lawyers both became more confident, successful and ambitious in their law practice.
Be Smart Yet Remain Teachable
Remember; don’t overestimate the importance of being teachable. Being a confident and smart attorney is not enough to guarantee your success. Avoid stress, burnout, beware of blind spots and use the “Three R’s,” the Tools Intelligent Lawyers & Law Firms Use to grow their law practice.
If your law firm is trapped in habits that cause your associates to leave much too soon, send me an email at pamela@pameladeneuve.com and we can set up a time to chat.
Pamela DeNeuve, Law Firm Strategists for Retention
Email: pamela@pameladeneuve.com
Website: https://pameladeneuve.com
LinkedIn: https://www.linkedin.com/in/pameladeneuve
Call Pamela: (904) 607-1211
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