strategy +
execution
How to Manage the People Side of Strategy
1
Design the Right Change.
You have a problem to be solved. And that solution will require some kind of change. Be sure to talk to your team and clients to understand how this change will benefit and impede people in their day-to-day routines. Involving people in the process will ensure you design a change that drives the firm forward and gains widespread support.
Our people-centered approach includes internal and external stakeholder engagement and facilitated design thinking sessions with change leaders.
2
Lead and Communicate Well.
Active and visible leadership coupled with clear communication is essential for gaining acceptance of organizational change. Resistance to change is common, but unanticipated changes are particularly unwelcome. The way leaders introduce and ready their teams for impending changes can greatly influence the outcomes.
We coach leaders to communicate in ways that build awareness and buy-in across the firm, using a custom-developed communication plan for every stage of the project.
3
Commit to Make it Stick.
The reason so many strategic plans collect dust on shelves is that implementation is hard. Momentum is easily lost, and people quickly revert to their default habits and mindsets. Changes have to be operationalized and embedded into the firm’s culture and procedures. Leaders have to stay committed, and people must know their work makes a difference.
We couple decades of change management experience with a deep understanding of law firm governance and culture to operationalize change for long-term adoption.
"Brie’s signature blend of business savvy and intuitive empathy make people excited about shaking up the status quo. She expertly guided our team in designing a strategic plan that not only positioned our firm for growth but also sparked genuine enthusiasm about our future."
— Allison H., Director of Marketing, Red Bird Client
FAQs
What kinds of changes can you help with?
Any change that requires people in your organization to change mindsets and/or behaviors. This could be rolling out a new technology, policy, or process. It could be a culture renewal program or even a post-merger integration. We may not be the subject matter experts on your solution, but we are the experts on change.
What if we’ve already started our plan? Is it too late?
It’s always best to design your project with change management in mind. If you’ve already decided what your change will be, we can still help overlay a change management plan that will help you communicate and reinforce the change for people.
We launched our new strategic plan a year ago and we’ve gotten nowhere with it. Can you help?
Yes, there are a number of interventions we can use to get a change back on track. Let’s talk about your situation and see how we can come alongside you and help out.
Can you help us predict whether our change will be successful?
Yes, we have a change readiness tool that will give you predictive insight into whether or not your firm, your leadership, and your people are ready for this change. There may be some work you can do to better position yourself for success before you get started.
