3 Tips to Roll Out Change to Change-Resistant Attorneys Elise Powers

Author: Elise Powers

Founder of Eleview Consulting

Change is hard. We all know how hard it can be to change our behaviors, whether it is forcing yourself out of bed a half-hour earlier each day, starting a new well-being practice or changing  a work habit.  But the hardest type of change to make happen? Getting attorneys to embrace change.

Attorneys are often change-resistant, and there’s good reason for it:

1. TIME: Change requires time and energy, and the billable hour makes every minute precious. 
2. RISK: Change introduces an element of uncertainty. There may be issues, and things may not go as planned. Lawyers are trained to avoid risk.
3. PRECENDENT: Attorneys rely on precedent to anticipate what is likely to happen in the future. When something is new, there isn’t precedent to rely on.
4. SKEPTICISM: Attorneys are trained to be skeptical and identify potential problems.

However, with thoughtful planning and communication, you can successfully energize your firm around a change. This could be the rollout of a new software, shifting a professional development training to a virtual format, adjusting a compensation structure, or anything else.

Here are three tips to introduce change in a way that fosters enthusiasm rather than resistance.

Tip #1: Don’t Bury The Lead

We tend to want to ease into a big announcement, often because it feels scary to announce the change outright. Building up to the big change causes people’s brains to make assumptions, and human nature is to assume the worst.

Don’t give people the opportunity to guess what the big announcement is going to be. Announce the change in the first sentence of an email, share the type of change you’ll be talking through in the calendar invite for the meeting, or start the conversation with what decisions have been made around a change.

Tip #2: Share What is NOT Changing

When we learn something is changing, we often assume everything is about to change. Most of the time, this isn’t the case. Clearly state what is changing and, even more importantly, what is not changing.

Give reassurance that there are elements of the future that are familiar. This can help people put the change into context of the bigger picture.

Tip #3: Be Patient

At the point when you are announcing a change, you’ve had time to process and accept what the change is, why it is happening, and how things will be different. Those you are informing have not had the time to go through this emotional arc. Encourage feedback and be responsive to concerns. Create channels where colleagues can voice their opinions and suggestions regarding the change. By actively listening and making adjustments as needed, you demonstrate that their input is valued and that the change is a collaborative effort.

Introducing change in a law firm doesn’t have to be a daunting task. By sharing the change upfront, providing context about what is changing and what is not changing, and allowing people to process the news by asking questions, you can turn potential resistance into enthusiastic support.

Elise Powers Bio

Elise Powers is the founder and CEO of Eleview Consulting. Eleview Consulting leads workshops around the world for AmLaw 200 firms on professionalism, communication, leadership, and relationship-building skills. Elise is a frequent speaker at first-year orientations and attorney milestone retreats. She’s been featured in the New York Times, Chicago Tribune, and ABC News. She is LinkedIn’s leading expert on career acceleration and networking.