You should also keep in mind that your accountability chart is not a static document. You should regularly revisit your accountability to make changes and updates as your firm changes and grows.
Delegating and Change Management
Now that you have your accountability chart made, you have a clear idea of who leads and manages what. Chances are, you’re at the top of your accountability chart as the main leader of your law firm. One of the more difficult things you have to do now is lead, not do. As the leader of your firm, your responsibilities are more complex and big picture. It’s important to continue to do the legal side of your work, but on the business side, ?focus on shaping the thoughts and ideas of other attorneys and departments rather than dictating their specific work plans. In other words, you have to learn to delegate.
It’s an instinct to want to protect what you’ve built, but you may hold onto too much, being too controlling over your practice and colleagues. A simple way to figure out whether you’re being too protective is to ask yourself: If you were to take a week off work unexpectedly, would your law firm’s goals and priorities advance? If you said no or were unsure, you’re not leading. You’re micromanaging.
To delegate and manage changes effectively, you have to know your ultimate big picture goals and ideas. What are your reasons for that? Once you have that in mind, write it down and share it with your staff. When they understand why they’re doing what they’re doing, they’ll be able to better understand where they fit into the big picture and find personal relevance in their responsibilities. Help guide the main brushstrokes of your firm, but leave the details to those in specialized roles.
For example, you have an idea of what you want your firm’s marketing to be, but you don’t necessarily have the knowledge or expertise in the particularities of running a marketing campaign. You’ll let your marketing department know what your goals are, and allow them to manage the finer details of what your firm’s marketing campaign will ultimately be, with input from you along the way.
Staying mindful of your role, responsibilities, and expertise, as well as your staff’s roles, responsibilities, and expertise, you’ll be in a better position to delegate and empower others to achieve your law firm’s goals.
Next, we’ll cover when and how to make the right hire.
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