Bring about changes in law firms

Changes in partnerships of attorneys at law and similar professions, such as patent attorneys and auditors, often seem impossible: each partner has a different idea of what they want, each has their own interests, each wants to contribute and have a say in everything. The group dynamics of partnership meetings do the rest to create a feeling of frustration. But there is another way!

We initiate or accompany change processes that arise for economic, organisational or social reasons. Our REAL TIME CHANGE approach, with which we have been accompanying law firms of all sizes for over 20 years, helps to overcome mutual blockages. We work as all-party facilitators, and help to see the whole picture. We understand so much of the law firm market that we can help to distinguish the relevant from the irrelevant. And we are the advocates of the common interest: only that which helps the whole helps everyone.

In this way we change both the culture of cooperation and the decision-making ability of the partnership; and in the end, everyone is better off economically.

We are often asked what is actually meant by “change” and what this means for law firms!

Our view is: change is a learning process. Change is when something is done differently or something different. This means that the unknown must first be conquered. That means opening up to something new. Successful change therefore only succeeds if there is a willingness to learn, if the willingness to learn is also used, and if the learning is then translated into new behaviour. All this cannot be taken for granted. Good change processes are characterised by the fact that they arouse curiosity, evoke a willingness to learn, make learning possible, which is always based on voluntariness, and finally make it possible for the learning to be translated into a new behaviour. Successful change can therefore only mean acting differently than before. This is true for individuals as well as for organisations.

Organisations like law firms have to change their learned routines, i.e. exchange the certainty of the known for the uncertainty of the NEW.  This can only be done if there is a safe space for it, and if the key points of the learning process are known and all those affected are involved in the solution. Organising the process in such a way that this becomes possible is our core service in counselling.