Practice Development Counsel

Phyllis Weiss Haserot's
Organizational Effectiveness Issue of the Month

A CHANGE-AGENT FOR WORK LIFE

August 2005

With a title so long, even the acronym is unwieldy. But I'll bet quite a few firms are watching to see how the new process Jeannine Rupp has taken on as Director of Professional and Personal Life Integration (DPPLI) for law firm Kirkpatrick & Lockhart, Nicholson Graham plays out.

The title may be a mouthful, but it's an opportunity to take a big step toward making the workplace a better support system for the entirety of people's lives. In the role of a change-agent, Rupp's charge is to identify work rules, unwritten rules, practices and policies that cause significant impediments to a manageable blending of professional/work responsibilities and personal life. The emphasis is on a viable "integration" rather than a true "balance" of work and life, which is largely unrealistic in demanding professions.

When I interviewed Rupp this spring, she had been immersed in the first stage of her initial project: to interview all the attorneys in all the offices of the firm, starting with the U.S. She is looking at the phases of life, including the situations faced by senior partners. She is completing the broad based research, both quantitative and qualitative, including interviews and focus groups with all the firm's attorneys at all levels. Rupp is also analyzing findings to determine what the firm can do to accommodate all legitimate issues and concerns about the integration of professional and personal lives.

Her firm, K&LNG, has a record of innovation on the marketing and human resources sides of running a law firm, having created the first (or one of the first) Chief Marketing Officer and Director of Diversity positions. The firm had set up gender task forces, and Chair of the Management Committee Peter Kalis was already thinking about a work/life initiative when Rupp, who had left the firm two years before to study for a masters in organizational and social psychology at the London School of Economics, finished her degree, and it all came together.

While quantifiable results are not in yet, we can draw some conclusions about the prerequisites for creating new "change-agent" type positions which have a healthy prospect for success:

* Reporting relationship - The position should report to the managing partner, chair of the management committee or CEO, which conveys sufficient support and clout.

* The individual should have relevant and impressive credentials or substantial experience in the specific area in order to gain the trust of skeptical professionals.

* A well thought out process needs to be designed.

* The change-agent needs a good understanding of the existing culture of the organization and its key players.

* The individual must have a personal style suited to inter-action with people of differing styles and the ability to adapt to people and changing circumstances.

* Lastly there is the circumstance of good timing and readiness of the organization and its management to risk and support a new concept as well as the recognition that change initiatives require a long-term commitment.

Rupp was fortunate to have considerable support from not only the Chair, but management in general. I am watching and cheering for a successful outcome that takes significant steps toward my personal mission (under the banner of Practice Development Counsel's AuthenticWorks division) to help restructure the workplace so it works better for people and their clients.. I hope it catches on.

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Studies show that coaching increases skill development by 88%! Explore your, or your colleagues', needs for bringing in more business, internal and external client relations, navigating firm culture, retention, inter-generational relations or other workplace issues in a confidential, complimentary interview with Phyllis by calling 212-593-1549 or e-mail to pwhaserot@pdcounsel.com. .
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Ask about our programs, *Capitalizing on Your Personal Style* and * Get a Seat at the Table* and new coaching groups on "Building Your Influence."
Call Phyllis at 212-593-1549 and see www.pdcounsel.com.

We welcome and encourage your comments to pwhaserot@pdcounsel.com

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pwhaserot@pdcounsel.com
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Phyllis Weiss Haserot's Organizational Effectiveness Issue of the Month

A CHANGE-AGENT FOR WORK LIFE

Phyllis Weiss Haserot's
Organizational Effectiveness Issue of the Month