Leadership vs. Management Training

Law firms - especially large firms - are beginning to catch on that in order to WOW clients, they need to change their culture.  For some, mega-mergers force a change of culture.  Leadership determines the quality and direction of that change.  Not just from the top either - change in the middle ranks is critical for merger integration, cultural change, and implementing client service programs. 

Firms like Nixon Peabody, DLA Piper and Seyfarth Shaw are turning to institutions like the Center for Creative Leadership,  Harvard University and the Kellogg School of Management for direction and training.  Read a recent NLJ article about the trend here.

I am glad to see law firms investing in leadership and management training.   It is particularly valuable when a firm invests in sending a broad range of current and emerging leaders.  If the goal is to change culture, which affects everything from compensation to client service and teamwork to tiered partnership, it is critical that the firm shares the vocabulary, expectations and models learned in leadership training.

Still, change is slow, especially in law firms.  Look for a new generation of law firm consultants to help firm leaders implement what they learn at Harvard.  More firms are quietly engaging leadership and management coaches to help lawyers one-on-one and in small groups.