I’m waiting for my train to Foot Anstey LLP Bristol office. I’m 6 weeks in to my new role and reflecting on how it’s been, how it’s going and what next. The experience has been a barrage of new faces, information and change. Exhausting and exciting in equal measure.
It’s a good litmus test of culture and the fact I’ve experienced overwhelming support, encouragement, and collegiality is testament to the firm and its people. It breeds excitement and positivity for what lies ahead.
I’ve been strategising and planning for the future and this is why culture is so important. The quote “culture eats strategy for breakfast” means that no matter how well-designed your strategic plan is, it will fall flat unless your team shares the appropriate culture.
In the competitive landscape of law firms, culture is often highlighted with terms like "friendly," "supportive," and "ambitious." But what do these words truly mean when a firm is stress tested? How does the proclaimed culture manifest when the going gets tough?
The Real Measure of Culture
The real measure of a law firm's culture is not found in soundbites but in how people are treated during challenging times. It's seen in actions taken during a crisis, a high-pressure case, or significant change. Are associates supported when deadlines are tight? What happens when personal emergencies arise?
Treatment During Difficult Circumstances
How are mistakes handled? A positive culture learns and improves instead of blaming. Constructive feedback and mentorship are key. People should feel valued and supported, even when things go wrong.
Evolution of Culture
A great culture evolves and adapts, requires constant attention and effort. Leadership must foster open communication and act on feedback, ensuring the culture aligns with firm values and employee needs.
Cultivating and Maintaining Culture
I believe that maintaining a strong culture involves:
**Leadership Commitment:** Leaders embodying firm values.
**Open Communication:** Platforms for employees to voice concerns.
**Regular Assessment:** Surveys and focus groups to gauge cultural climate.
**Responsive Action:** Acting on feedback and making necessary changes.
Conclusion
The true test of a law firm's culture is how it holds up under pressure. Words like "friendly," "supportive," and "ambitious" are validated or exposed as rhetoric in challenging times.
A strong culture requires continuous effort to build, maintain, and improve. By focusing on genuine support, constructive handling of challenges, and proactive management of cultural evolution, law firms can create environments where everyone thrives, even in adversity.
In my brief time at my new firm, I’ve already seen some great examples of our culture. I am also reassured that the firm and its leadership understands that maintaining and evolving a positive culture requires hard work and vigilance from everyone. I’m looking forward to playing my part.
Now where is that train !
