5 Tips for Building a High-Functioning Legal Team
/Strong legal teams don’t happen by accident. It takes dedication, vision, and a strong emphasis on culture to create a cohesive ensemble of collaborating legal professionals.
Success is any capacity rarely happens in a vacuum, and the legal profession is no exception. High-functioning legal teams can make richer decisions and garner consistent forward momentum when the collective talents and knowledge of each contributing individual are recognized and properly utilized. When operating efficiently, the cohesion found within professional teams results in outcomes, innovation, and efficient problem-solving techniques that are superior to individuals working alone.
That said, it takes more than a group of lawyers working together to create a solid team. Without proper leadership, coaching, and a defined purpose, a team’s potential is limited and job satisfaction can plummet.
Traditionally, lawyers haven’t always worked in team-oriented ways. But just like any other modern business, there needs to be a strong emphasis placed on positive team culture if the goal is to grow a practice or provide top-notch legal services to in-house clients.
Here are 5 intentional ways of building successful legal teams:
1. Don’t hire hastily
When it comes to hiring and adding people to your team, it’s best to play the long game. Many organizations hastily hire whomever is readily available to fill an immediate need or gap on their team—running the very real risk that the person hired is just flat-out wrong for the role. The tendency to hire quickly instead of selectively choosing the right people leads to job dissatisfaction and high turnover.
Instead, carefully select people likely to flourish and develop into the role, even if it will take time for them to reach their fullest potential. This means taking your time to find the right person, giving them the time they need to serve out their notice before officially coming to work for you, and then allowing an adequate period for adjustment once they’ve come on board. This full process can take up to six months … but your team will be stronger for it.
2. Hire strategically
If a team’s whole is greater than the sum of its parts, then you’d better make sure that its parts are chosen intentionally and with care. There are a few ways to do this.
First, identify and welcome promising lawyers early in their career. By the time they become more-senior employees, they will have a solid understanding of your work philosophy, and they’ll be able to confidently bear some of the heavy lifting, manage clients, and help keep things moving in general.
Allow your existing team to interview top candidates and then ask their opinion before making a hiring decision. A collective view of someone’s strengths and weaknesses provides unique perspectives.
Build relationships and recruit people who you’ve worked or collaborated with before.
Always consider how a candidate will gel with the other members of your team. Remember, your team’s dynamic is something that needs to be fostered and protected, so you should only hire people who bring definitive value.
3. Find effective motivation
It’s common knowledge that most people are motivated by positive reinforcement, but not all rewards are created equal. If you want to encourage productivity and engagement, try to think beyond monetary incentives and also cater to the inherent motivations of those on your team. To uncover what those motivators are, simply ask.
It may be financial gains but it could also very well be something like altruist work. Forming a connection between team motivation and the culture you’re hoping to create will drastically increase morale and set your team up for success.
4. Foster your desired dynamic
If “culture” eats “strategy” for lunch, then you need to provide opportunities for your team to act in ways that support your culture. Otherwise, what you want for your team may not align with what you get. For example, if you want your team to be more innovative and creative, give them scheduled opportunities to safely brainstorm and bounce ideas off of one another. If you would prefer they be more focused on current business, then invite key stakeholders to join your meetings, and find opportunities for your people to integrate into their internal meetings, as well.
It's also a good idea to reward people for engaging in your preferred behavior. If collaboration is the goal for your team, find ways to recognize and reward collaboration, as opposed to highlighting and incentivizing individual performers.
5. Communicate, listen, and lead by example
Communication is critical when developing and fostering a positive team dynamic. Give direct and swift feedback, whether it be positive or constructive, and rarely, if ever, chastise a valued team member in public. Instead, find a solution and say what needs to be said in a private setting.
Listening can be just as important as providing feedback. It is your job to encourage team members to share their ideas and to actively listen to them. You chose these people to add value to your team, so create an open forum and allow them to verbally contribute.
Finally, when it comes to influencing positive culture, leaders need to walk their talk. If your vision does not align with your actions, then you’ll quickly lose credibility along with your team’s loyalty.
Building a solid legal team takes time, dedication, vision, and consistent action. But once you’ve created your dream team, you will find yourself spending far less time putting out fires and more of it learning and growing from those around you every day.
Carrington Legal Search is devoted to finding the ideal candidates for our clients’ recruitment needs. We have particular expertise in the Financial Services (banking, insurance, investment management, etc.) and Technology verticals. To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.