Written by:

Grant Yuill

Head of Marketing & Customer Engagement

Successful law firm leaders understand how to earn their employees’ trust.

Change is unavoidable, whether it results from organisational initiatives, changing market conditions, or an uncontrollable external force. Solid and effective change leadership is essential for the success of organisations for them to survive, grow, and prosper in the face of change.

Here are five crucial steps the best change leaders take to guarantee success, regardless of the kind or size of the change you lead.

#1. Encourage others and impart your vision

Effective legal department leaders foresee, comprehend, and respond to staff members’ worries to motivate them to embrace legal technology change rather than reject or be afraid of it. They can gain buy-in and support for change by adopting a responsible approach.

To start, leaders must communicate an inspiring vision that outlines the desired future state, explains why  the new practice management software will be better than the present, and highlights the advantages of doing so. A clear vision makes it easier to make sure that everyone involved not only knows the benefits of changing, but also feels a part of it and accepts the necessary adjustments. According to Harvard Business Review research, firm executives are more successful at gaining support for change when they express a clear vision of what will change and what won’t. People are less likely to feel anxious or resist change when they can visualise what the outcome will imply for them.

#2. Establish the strategic plan

Leaders need to establish a strategic plan to bring the transformation vision to life once their legal team clearly understand the initiative’s goals. The plan has to define expectations, so that people can understand who will be responsible for what, the timeframe that will guide the change, and the critical processes that will be affected along the way. Individuals can then start to understand the overall effects of change and what it will mean for them and their teams.

#3. Clear communication

Moreover, communication must be two-way. Your team of legal professionals must feel they can express their worries and ask questions about the change. Not all team members are comfortable providing feedback in all situations, therefore as the person leading the change look for different and varied opportunities to gather feedback . Establishing secure environments is essential to getting insightful and relevant input.

Various communication methods should be used, including emails, team meetings, and one-on-one consultations. Its only then that you will get a feel for how the change is really going to affect each individual.

#4. Offer continuous assistance

Leaders must be present and ready to support their teeam during organisational change projects. People will need coaching and guidance to navigate change’s daily implications and difficulties. Introducing a new legal case management system brings with it new strategies and practises that will emerge as tasks are added and others’ scopes are altered. By working with team members frequently to address concerns and ideas linked to the process as well as workflow enhancements to optimise the tactical plan for implementing the strategy, leaders may optimise the impact of change.

#5. Continually maintain the momentum

Successful change leadership requires sustaining passion and drive throughout the project since lasting change takes time. To do this, leaders can acknowledge accomplishments and frequently reaffirm the reason for the change to ensure it stays at the top of people’s minds. Show progress through statistics or metrics. Seeing their efforts paying off in this way might encourage people. Some businesses could even discover that conducting regular surveys to assess workers’ attitudes and dedication to continuing their current efforts will assist them to make necessary adjustments so that everyone can maintain their effort. You can’t afford to risk your investment in a change campaign fading away before reaching the goal.

Strong leadership is required for change

There is never a doubt that change will occur in a business; the only issues are when and how to do so effectively. Strong leadership is necessary to handle change consistently and successfully because, in the end, your team will carry out the new strategy in their day-to-day job activities. Leaders must find ways to motivate with a compelling vision, establish a strategy, communicate clearly, assist staff members, and keep up the momentum and dedication necessary to see change through to its successful conclusion.

Strong law firm leaders encourage their team members to believe that they can all learn something new and should do so, in addition to making sure that new procedures and tools are implemented seamlessly into daily operations.

Time for a change? 

There are many reasons that law firms will change their tech. For starters you want the best legal software for your business and you just want it to work! We can show you what positive change looks like and introduce you to a case management system that has integrated legal accounts software and is fully customisable to the way you work. We can help you through the change process. All you need to do is ask.

Something every business leader should remember is that change in your firm is nothing without having faith in your people to embrace it. You have intelligent people in your teams. If you give them the right tools they might just do incredible things with them. 

If you are interested in speaking to our team about changing your legal software please call us on 0141 331 9250 or email info@denovobi.com.

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