Building Your Firm’s Culture - Selecting the Best

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I hope you’ve been having a fantastic summer!

The newsletter is back and we’re doing a slightly different format this time around.

This edition features advice on how to implement a winning “Legal Culture” and selecting the best from David S. Cohen , bestselling author, member of #MG100 Coaches and top thought leader on corporate culture & behavioral competencies. David was one of my guests at the episodes of SWITCH ON! my weekly interview show with THE SWITCH, (see here link to this respective interview).

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David S. Cohen noticed that the definition of organizational culture depends on how you define the sources of the corporate culture. The discussion can be polarising and ambiguous. Edgar Schein once said that organizational culture is the “mysterious and seemingly irrational things that go on in human systems.” The DNA of culture is traceable back to the founder of the organization who set the culture in motion.

You can learn even more from David when you watch our interview here. Here are some initial thoughts on how you can build your firm culture with great success:

“Culture, some people would say, and it's a cute expression, but it captures it, it's what gets done and how people behave when nobody's looking. But culture is really rooted in the values of the organization because culture is reflected in the norms of behavior and the foundation for the norms of behavior, the values of the organization. The problem is organizations talk about values but then they don't live them and they create cynical employees. So I'd say the foundation for culture is the definition of culture to me. What are the behaviors that reflect the true meaning of the values of the organization? So people are having a common understanding and a common belief system.”

“To define culture, you need to describe the way leadership has shaped tangible and intangible understanding of the right way of doing things.”

“Culture is the foundation for right or wrong. Strategy is the execution of the business plan. You can have a great strategic plan and if people aren't on board or they're being asked to violate the values, they'll kill that strategy in a nanosecond. So without having a strong culture first, yeah, I think that it does. Culture is not eating strategy. Culture is the strategy.”

“Too many organizations begin with strategy and then they readjust their values, where they readjust their vision to meet the strategy. And all that does is confuse people because you ask yourself when was the last time that you when was the last time you changed your values?”

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Warmly,

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Itzik is considered the global leading authority on business development, business networking, client relationships, and personal branding. He is a highly sought-after international speaker, trainer, business mentor, & attorney-at-law. He is also the bestselling author of “The Attention Switch” & Founder of THE SWITCH™️ , the leading online training, and education platform for professionals globally. Itzik teaches, trains, and mentors lawyers, other professionals, and professional firms to attract and win their ideal clients by becoming seen as authorities in their field, creating and maintaining successful and strategic relationships, and learning to SWITCH their relationships to referrals+revenue+results.

See more information: itzikamiel.com | THE SWITCH™️ or connect with Itzik via: info@itzikamiel.com