As we all attempt to survive the heat wave that has accompanied the dog days of summer, it is still vitally important to your law firm’s development that you take some time to review your progress and evaluate what your next steps might need to be. Human nature has us start the year with gusto and all sorts of promises of new plans of marketing campaigns and renewed management involvement only to find ourselves back in the same ruts just about this time. So, break the cycle–Do a mid-year check up!
Make a list of all of the projects you intended to start in January or February and really investigate where you and your team stand in regards to their implementation. I realize how hard it may be to even come up with that list so I’ll get you started:

The longest journey may begin with a single step, but if you can’t shake a leg, you’ll never get anywhere. Rev yourself up to make that first move with these tips:
Commit to starting. Motivation is a matter of momen­tum: Most of the real work is just getting started. Don’t obsess about the half-hour you need on the exercise bike—concentrate on climbing aboard and pedaling for a few minutes. Once you’ve actually begun a project, you’ll be more motivated to keep going than to quit.
Identify what you don’t want. Positive goals are important, but negative consequences can spur you on. Wanting to get rich is fine; wanting NOT to be poor can spark your determination in constructive ways, too.
Don’t wait for motivation. If you’re looking for the right circumstances—a sunny day, a creative mood, a burst of energy—you’ll waste time without getting any closer to your goal. You won’t always feel cheerful or optimistic when working toward a goal. Get used to it, and keep going anyway.
Learn as much as you can. Knowledge is power, as the saying goes, and the more you know about what you want to accomplish, the smoother your course will be. Read, seek out people with the expertise you need, and educate yourself on the issues and obstacles so you feel prepared for anything.

Most organizations won’t survive if they don’t learn how to change as they grow and adapt to market conditions. But employees sometimes resist anything new—not because they’re stubborn or old-fashioned, but for these basic reasons:
They don’t see the need. You’ve got to explain why the change is necessary—how it will help your company, your customers, and the employees themselves. Otherwise they may think you’re just randomly messing with them.
They’re afraid of the unknown. Employees may not understand exactly what they’ll have to do differently, or how the change will affect their daily lives. Or they may worry that they don’t have the skills they’ll need to adapt. Tell them what’s changing, and give them the training and support required.
You didn’t seek their input. Employees need a sense of control over their work and their careers. You’ll get a better response by including them in planning from the beginning. Employees who know how your organization functions at the ground level will be able to help you target the right areas for change, and be more comfortable with the result.
They’re exhausted. Downsizings, reorganizations, new products, and revamped org charts can take their toll. Employees may feel they don’t have it in them to go through another major overhaul. Take their feelings into account when announcing any new direction so they know you understand what they’re going through.

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