So, you’ve just taken on a management role as an in-house lawyer. Stepping into a legal management role can be daunting – especially if it is your first time doing so. How do you make sure you’re doing a good job as a manager (and leader)?
Emma Dickin, Head of In-House Practical Guidance Strategy, LexisNexis UK, sat down with Legal Counsels Patricia Swiderska and Joan Scott to discuss legal management and leadership.
They offer advice on how to be a good manager and leader, and how these attributes might differ. As well as discussing inclusive management, and how to be an inclusive manager (and leader)!
Management and leadership explored
Management and leadership are often used interchangeably. However, many believe that there is a big difference between management and leadership. Emma kicks off the conversation on this topic, asking Patricia and Joan: “How does being a manager and being a leader differ?”
For Patricia, being a manager describes a function within an organisation, whereas leadership is a state of being. A leader is someone who has a vision, who then inspires others to follow them.
“I think, in an organisation, although not everyone will be a manager, everyone should aspire to be a leader.” – Patricia
For Joan, a leadership role is all about the skill of influence rather than a job title. Being a leader is about how you influence and set a vision for achieving a longer term objective. This means that anyone can be a leader, including a newly qualified lawyer who takes the lead on a project. Whereas, the manager’s role is more task-based. The manager is mostly focused on delivering on the leadership’s ambition and vision, Joan describes.
What makes a manager a great leader?
However, what makes a great manager and leader? Emma asked for three words from Patricia and Joan to describe a great manager.
For Joan, a great manager is one who is:
- Influential
- Visionary
- Risk-taker
Whilst for Patricia being a great manager is all about:
- Vision
- Delivery
- Connection
The evolution of legal management post-pandemic
Unsurprisingly, the role of manager-leader has also changed since the pandemic. Patricia has observed two key changes since the pandemic. Firstly, there is now a bigger need for leaders who are skilled at transformation. This is a skill which requires people to constantly step out of their comfort zone, something that not many of us are good at.
Secondly, Patricia believes manager-leaders need to focus on connection and engagement. With the introduction of hybrid working, there are less opportunities for connection. Something which is even more important when there is so much transformation happening in businesses.
Embracing inclusive leadership
Understanding your team is synonymous with inclusive leadership, Joan says. Take the time to really get to know your team:
- What drives your team as a group and individually?
- What differences do they have?
- What are the dynamics at play in the team?
Once you know your team well, you will be able to prioritise inclusive leadership. The main benefit of this is that inclusive leaders are in better shape to take teams dynamic on board and bring them along to achieve your goals.
“Ultimately, that’s the best way. It brings out skills like emotional intelligence. It also brings out skills like cultural intelligence. This is the best way going forward when you can include your people in how you deliver your objectives,” she says.
For Patricia, inclusive leadership “celebrates you for who you are, without judgement.” It allows people to bring their best self to work. One of the main benefits of inclusive leadership like this is that it fosters deep levels of trust, she says.
How to be an inclusive leader?
How to be a great inclusive leader, then, Emma asks? It starts with being a good listener that always asks their team for their perspectives, Joan says. You also need a real commitment to change. Change takes time. Once a leader has taken on board the team’s dynamics, and differences, they then have to say: “I am committed to making sure these are the things that will drive the team and move us forward.”
For Patricia, open mindedness is the key to an inclusive leader. Being genuinely excited and curious about another person’s point of view. Patricia says leaders have to take on board what they’re saying, knowing that their perspective is unique, and that even a leader can learn something from them.
“Encourage your team to be their leaders in their own right and to check in on each other.” – Joan
Inclusive leadership is incredibly effective and important for modern leaders. However, what can manager-leaders do practically if they’re seeking to increase their inclusivity? Not micromanaging and encouraging a team to be there for each other, Joan says.
Navigating the complexities of legal management and leadership can be challenging, especially for first-time managers. Understanding the distinction between management and leadership, embracing inclusive practices, and fostering a connected and engaged team are vital for success. By being open-minded, curious, and committed to change, managers can evolve into effective and inclusive leaders, driving their teams towards shared objectives and a more harmonious workplace.
If you want more content on navigating how to be a in-house legal manager and leader, watch the four-part “Stepping into management” series we created with LexisNexis.
Crafty Counsel is the UK’s most dynamic and fast-growing legal Community. With members from across the globe, the Community is a hub for sharing experiences, learning together, and forming invaluable connections. Join for free to access the Community Hub App.