Almost 70 percent of organizational change initiatives fail. At that rate, you might wonder why law firms – which are notoriously change resistant – would try at all. But they do. And some succeed by taking a more thoughtful approach right from the start.
Change can evoke pain, loss and uncertainty. All too often, change initiatives are communicated in a way that causes people to feel defensive, rather than inspired.
Perhaps it’s a matter of taxonomy; “transformation” or “evolution” might be better descriptions of the adjustments that many firms need to undertake to improve performance and profit.
Regardless of . . . [more]