As a small law firm owner, you've worked hard to build your practice. But when two of your lawyers are constantly at odds, it can disrupt the entire office and potentially impact client satisfaction. If you're searching for ways to resolve this conflict and restore harmony in your firm, you're not alone. Let's explore some effective strategies to address this common challenge.
Understanding the Root Cause
- Personality clashes
- Competing for the same clients or cases
- Disagreements over legal strategies
- Workload imbalances
- Communication breakdowns
Identifying the underlying issues will help you tailor your approach to resolving the conflict.
5 Strategies to Resolve Lawyer Conflicts
- Scheduling a mediated discussion
- Encouraging active listening
- Focusing on "I" statements rather than accusations
- Reviewing and updating job descriptions
- Clearly defining case assignment processes
- Setting expectations for collaboration on shared cases
- Learn effective communication techniques
- Develop empathy and emotional intelligence
- Practice conflict resolution strategies in a safe, virtual environment
Unresolved issues between team members can contribute to a decline in billable hours, potentially impacting the firm's bottom line
- Respectful communication
- Willingness to listen and compromise
- Professionalism even in disagreements
- Organizing social events
- Participating in community service together
- Attending professional development events as a team
The Impact of Unresolved Conflict
- According to a CPP Global Human Capital Report, U.S. employees spend 2.8 hours per week dealing with conflict, equating to approximately $359 billion in paid hours (https://shop.cpp.com/pdfs/CPP_Global_Human_Capital_Report_Workplace_Conflict.pdf)
- A study by Pollack Peacebuilding Systems found that 18% of workers report that conflict has led to someone leaving their job
(https://pollackpeacebuilding.com/workplace-conflict-statistics/)
- In 2022, each lawyer averaged 1,568 billable hours, which was 102 hours less than in 2021
The Role of Online Training in Conflict Resolution
- Provide flexible learning options that fit into busy schedules
- Offer courses on conflict resolution, communication, and teamwork applicable to various professional settings
- Allow team members to learn at their own pace from any device
Remember
Call to Action
FAQs
1. Q: What if the conflict is affecting our clients?
A: Address the issue immediately. Consider reassigning cases if necessary and communicate transparently with affected clients.
2. Q: How often should I check in on progress after implementing these strategies?
A: Schedule weekly check-ins initially, then adjust based on improvement. Consistent follow-up is key to long-term resolution.
3. Q: What if one or both lawyers refuse to cooperate in resolving the conflict?
A: If the conflict persists despite your efforts, you may need to consider more serious interventions, including performance improvement plans or, in extreme cases, termination. Our online courses on leadership and management can provide general guidance on handling difficult workplace situations.
By addressing workplace conflicts head-on with these strategies and leveraging online training resources, you can create a more harmonious and productive environment in your small law firm. Remember, investing in your team's interpersonal skills is just as important as their professional expertise.
Lynne McNamee
Lone Armadillo is led by Lynne McNamee. Lynne has been a featured writer for Learning Solutions and TD Magazines, and a presenter and panelist for The Learning Guild, Learning, TLDChat, Learning DevCamp, and ATD International Conferences.
Lynne has been a professional in the marketing field for over twenty years. Having directed the Avis Rent A Car®, Hewlett-Packard Company and Bank of America® accounts (among others) at Dryden Partners in Connecticut, Lynne has deep experience in both strategy and execution for Fortune 50 clients. She is recognized as a unique and creative thinker, most notably for introducing synergies among brands, products and new technologies. In 2007, she was noted by the New York Times for her innovative thinking.
Lynne has held the title of Marketing Director for several companies in the Learning, Talent and Human Capital Management space. Prior to moving into the marketing world, she was a Director of Education for K-12 and Adult education programs, and did doctoral work in education, with a focus on behavior change.
She holds a B.A. from The University of Virginia, an M.A. from Boston College and did doctoral work at The Catholic University of America.