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Flat hierarchy: Why your law firm needs an inclusive culture

An inclusive culture builds firmwide trust in the managing partner and increases buy-in for unpopular decisions, says Linda Woolley

11 June 2015


Key takeaway points:

  1. Treat people in your firm as adults who can be trusted.

  2. Ask yourself why you shouldn’t share information rather than why you should. If it’s relevant, share it; your people will perform better and understand – and care – more about their jobs, their colleagues and their firm.

  3. Communicate openly and honestly, especially if explaining an unpopular decision; test yourself by thinking about whether you could answer questions challenging what you have said.

  4. Find lots of ways to communicate, lots of times; nothing beats face-to-face communication.

  5. If you seek feedback, listen to it and respond to it.

  6. If you have core values, ensure your communications and decisions are in line with them.

  7. Don’t trust blind...

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