You ARe Only As STrong As Your Team

​During the pandemic, I had a coaching session with a group of law firm partners who were feeling overwhelmed. As new work kept pouring in, they struggled to find enough support from their associates to meet client demands. Many associates felt underappreciated and overworked, leading to a significant shift toward in-house opportunities. This exodus created a cycle: longer hours for the partners, higher client bills, and a work pace that was pushing both partners and the remaining associates to the brink of burnout.

This issue was bittersweet for many firms I spoke with during that time. While the partners enjoyed the short-term profits, they were paying a long-term price.

Our conversation shifted from “How can we attract more clients?” to “How can we better support and grow our internal team?” What followed was an incredibly productive brainstorming session. We uncovered a number of practical, yet often overlooked, strategies, alongside creative ideas that could not only boost the team’s productivity but also retain valuable talent. At the heart of the discussion were two key concepts: acknowledgment and inclusion.

The first concept — acknowledgment — may seem straightforward, but it is frequently forgotten in the rush of a busy work environment. Leaders often set high expectations for their teams without recognizing their contributions during or after the work is completed. Everyone appreciates acknowledgment, even if it's just a simple “thank you.” Without it, professionals can lose the drive to go the extra mile or perform at their best. When people feel their efforts are seen and valued, they are more likely to stay motivated and committed.

The second concept — inclusion — is more nuanced but equally important. It’s about involving team members in the project beyond their assigned tasks. For instance, inviting associates to participate in client meetings or empowering them to take the lead on certain initiatives requires trust from the partners. This approach fosters a stronger connection to the work and the client, resulting in greater ownership and increased productivity. It also makes team members feel like they’re making a meaningful impact at the firm, rather than just grinding away the hours.

Many Baby Boomer partners have expressed concerns that the work ethic in law firms has changed since their days as associates. While there is truth in their observations, it’s essential for them to understand how to motivate Millennials and Gen Zers. Acknowledgment and inclusion are not just buzzwords — they are critical for retaining top talent in today’s legal environment.

The holiday season is an excellent opportunity to show appreciation, but the key to sustainable success lies in consistently incorporating these habits into everyday practice. Going forward into the new year, leaders must make a conscious effort to recognize and involve their teams in meaningful ways.

Since that coaching session during the pandemic, I’ve received feedback from several partners who have successfully applied these principles in building stronger, more resilient teams. Their subtle shifts in awareness and action have yielded significant results over time—showing that investing in your team isn’t just good for morale; it’s good for business.