Joychiever

Want to foster a more motivated, inclusive and productive work culture? It's time to widen your recognition lens to acknowledge and reward ALL of your team's value-adding contributions.

Gain valuable insights into your managerial skills with this quick 5-minute survey. Evaluate your strengths and weaknesses, and receive a detailed report that highlights your proficiency and areas for improvement. https://lnkd.in/es6YMJ6A

Do you feel like law firms are particularly vulnerable to burnout? You're right. Here's a great conversation with Law360 that delves into why.

I’m grateful to Law.com for another opportunity to contribute to our important conversation on engagement. In an article published on January 9, we explain why well-being and engagement are not interchangeable terms; they are distinct but interconnected pillars of a thriving work environment. Wellness initiatives are undoubtedly valuable and have gained traction in recent years, and while these initiatives can contribute positively to a law firm’s culture, they only scratch the surface of the larger issue at hand. To truly unleash the potential of a high-performing team, engagement is just as vital as wellness. By digging deeper, law firms can build a work culture that promotes well-being, stimulates engagement, and sets the stage for success.   Subscribers to Law.com can read the complete column here. https://lnkd.in/ejcJ5nKz

Would you rate your partners or business professionals as top-tier when it comes to people management? A study by Gallup reveals that over 50% of managers don’t believe they possess the skills to be great. Without these skills, high levels of engagement, retention, productivity and profitability at your firm are in jeopardy. If not addressed, you perpetuate an environment where the blind lead the blind. So, what’s the way out, you ask? Introducing Joychiever’s Leading with Impact Cohort Program. This publicly-available, comprehensive learning experience will transform management skills within your firm. As leaders, it's time to place the same emphasis on management skills as you do legal expertise. This is an opportunity to commit to providing your people managers with the tools they need, the skills they lack, the confidence they crave, which will lead to sustained performance and profitability. Cohorts start in Mid-March, and registration is open until February 16, 2022. Reserve seat(s) for you or your team today! https://lnkd.in/euAArx9Z

Picture Sarah, an exceptionally skilled attorney once celebrated for her legal acumen. Slowly, she drifts into disengagement, missing deadlines, and faltering on client delivery. Her descent triggers a domino effect—colleagues are burdened, client satisfaction wanes, and the firm's reputation takes a hit. Eventually, Sarah leaves in a quiet exodus, deepening the cracks in an already fragile workforce. Sound familiar? This is the ripple effect of 'quiet quitting.' 🔗 Now, think about the transformative moment an associate is promoted to junior partner. It's not just their achievement—it reshapes team dynamics, adding another layer of complexity. Just as a promotion can act as a reset button on team relationships, a disengaged employee like Sarah hits the 'pause' button on productivity and morale. 👀 Why are these scenarios connected? Because both reveal the same truth: each individual in your firm is a linchpin affecting the broader ecosystem. Ignore this, and you set yourself up for a cascade of challenges. ✨ Practical Preventatives: Foster Psychological Safety: Let team members speak their minds without fear. Prioritize Impact and Purpose: Recognize and reward meaningful contributions, no matter how small. Build Trust & Flexibility: Micromanagement doesn't foster commitment—trust does. 🛠️ How to Prepare for the Unpredictable: Prepare your managers to adapt and pivot with each promotion or shakeup. Learn how to identify and execute customized approaches that tackle unique strengths and challenges. When a Sarah decides to 'quietly quit,' it's often too late to salvage the damage. But, a well-trained, adaptable management team that focuses on individual needs can recognize signs of disengagement early. The goal? Reignite that spark before a pause becomes a stop—ensuring that each promotion is a catalyst for growth, not a stumbling block. Disengagement is often a silent alarm before an overt crisis. The antidote isn't a one-size-fits-all strategy but a dynamic, nuanced approach that zooms in on individual nuances. Your firm's success isn't just about keeping a team; it's about understanding every player on that team. #Joychiever #EngagementMatters #ManagementTraining #QuietQuitting #LeadwithImpact

Anybody else as exhausted on this topic as I am? #Joychiever #ImpactInsider #RTO #EmployeeEngagement