This free, actionable guide provides a proven framework to help you understand and overcome resistance, drive successful change initiatives, and build a culture of continuous improvement within your firm.
What’s inside:
- Proven frameworks for change: Discover strategies that make implementing law firm operational changes smoother and more effective, helping you drive lasting success.
- Real-world law firm examples: Gain insights from Koenig|Dunne’s journey to transformation, showing what worked, what didn’t, and why.
- Actionable, step-by-step guidance: Get practical advice for identifying roadblocks, setting clear goals, and taking manageable first steps toward positive change—including technology adoption in law firms.
- Leadership insights: Learn how your firm’s leadership style can influence the success of change efforts and how to adjust for maximum impact.
- Sustainable success strategies: Ensure your firm’s ability to adapt, grow, and thrive long term with tools and approaches for continuous improvement.
Don’t let resistance hold your firm back.
Download the guide today and learn how to overcome resistance to change in law firms, drive effective change, and build a culture of success that will propel your firm into the future.
Free Download
About the authors:
Doug Brown, JD
Doug Brown is a highly regarded law firm leadership coach dedicated to helping legal professionals simplify their operations and achieve enhanced results, ultimately leading to a more fulfilling professional and personal life. Drawing upon his extensive and diverse background as a recovering lawyer, with experience in both in-house and private practice settings, and as a recovering Bar Association executive director, Doug brings a unique and practical perspective to the challenges faced by law firm leaders. His transition into academia, where he taught leadership, innovation, and entrepreneurship in an MBA program, provided him with a deeper understanding of the science behind effective change management, culminating in his expertise on the “Change Equation.”
Throughout his career, Doug has focused on overcoming resistance to change, recognizing the particular mindset and assumptions within the legal profession that can often hinder progress. He now leverages his experience and frameworks like the Change Equation to guide law firms through strategic transformations, helping them adopt a “beginner’s mind” and navigate the complexities of implementing new systems and processes. As a sought-after speaker and consultant, Doug offers valuable insights and practical tools, including resources on after-action reviews, leadership styles, delegation, feedback, and emotional intelligence (as referenced during the webinar). His goal is to empower lawyers to focus on their legal expertise while building effective and thriving firms with the support of sound management principles and strategic advisors.
Ashley Duffy
Ashley Duffy is a Senior Demand Generation Manager at Clio, a recognized leader in legal technology. With extensive experience driving strategic growth for mid-sized law firms, Ashley is an expert in helping firms navigate the complexities of change management and digital transformation. Her deep understanding of the legaltech landscape enables her to craft tailored solutions that enhance firm operations, streamline client services, and drive long-term growth. By blending data-driven strategies with a keen understanding of the unique challenges faced by mid-sized firms, Ashley helps legal professionals leverage technology to optimize efficiency and improve client outcomes. Passionate about empowering firms to evolve in an ever-changing industry, she is a trusted voice for those looking to adopt innovative solutions for sustained success.
Frequently asked questions
How can lawyers effectively address resistance to change in their law firms?
Lawyers can effectively address resistance to change in their law firms by applying several core concepts that include:
Understand and acknowledge resistance: Resistance to change is a natural response, not a flaw. Rather than fighting it, it’s important to understand the reasons behind it. Think of it like a deposition: explore the interests behind the position of those resisting change. Often, they may have valid points or concerns that have been overlooked.
Communicate transparently and address fears: Be open about the reasons for the change, the process involved, and the expected outcomes. It’s important to create a safe space where people can express their concerns without fear of judgment.
Foster psychological safety: Cultivate a culture of trust and open communication. Encourage feedback—both positive and negative—and view mistakes as learning opportunities, not reasons for blame. Feedback should be seen as a gift, and people need to feel safe to voice concerns without fear of judgment.
Utilize test groups and seek early input: Start with a small test group of willing participants to pilot the operational and legal tech adoption challenges, and gather feedback before broader implementation. Including individuals who are more resistant in the planning phase can help ensure their perspectives are heard and may even gain their buy-in.
Lead by example: Leaders should model a willingness to embrace change and adopt new ways of working at their law firms. When leaders demonstrate their commitment to the change, it can inspire others to follow suit.
What is the change equation?
The Change Equation is a simple but powerful way to understand what drives people to embrace change. It works like this: D x V x F > R
Where:
D = Dissatisfaction with the current state. This represents how unhappy individuals or teams are with the way things are right now. It’s about identifying pain points, inefficiencies, or frustrations. To understand this, ask practical questions like, “What’s the most frustrating part of your day right now?”
V = Vision of a future state. This is a clear and compelling picture of how things will improve after the change. A strong vision answers key questions: What will success look like? How will my team and clients benefit? Why change now? The vision should be shared and co-created through conversations, ensuring everyone feels invested.
F = First Steps towards the future. These are the actionable, concrete steps that help begin the change process. The first step doesn’t need to be big—it just needs to be manageable and lead to the next one. For example, a first step could be having a discovery conversation or gathering the team to talk about dissatisfaction and vision.
R = Resistance to change. Resistance is a natural response, not a flaw. The goal of the Change Equation is to make sure the combination of Dissatisfaction, Vision, and First Steps outweighs this resistance.
What is the Change Curve?
The Change Curve illustrates the typical stages of performance and emotional response over time during a period of change. It is divided into three main stages:
Stage 1: This initial stage is characterized by Shock and Denial. When a change is first introduced, individuals may experience a sense of shock or disbelief. They might deny the need for change or its potential impact. During this stage, performance typically sees an initial dip as people process the news and resist acknowledging the new reality.
Stage 2: As the initial shock and denial subside, individuals move into Stage 2, which involves Anger and Depression. Resistance becomes more active, and people may feel frustrated, resentful, or angry about the change. This can lead to a significant decline in morale and performance drops further. Feelings of loss and uncertainty can contribute to a sense of depression or disengagement.
Stage 3: The final stage of the Change Curve involves Acceptance and Integration. As individuals begin to understand and accept the change, they start to adjust and find ways to work within the new environment. Performance gradually begins to recover and eventually integrates at a new level. People start to embrace the changes and may even see the potential benefits.
How can dissatisfaction facilitate overcoming resistance to change in law firms?
Dissatisfaction with the current state is a key driver for overcoming resistance to change in law firms. It creates the urgency and motivation to make a change in the first place.
If people are comfortable with the way things are, they won’t feel motivated to push through the uncertainty and effort involved in change. But when dissatisfaction is strong enough, it acts as a catalyst for change.
Asking questions to uncover sources of dissatisfaction, such as “What’s the most frustrating part of your day right now? If you could fix one thing, what would it be?” By clearly identifying and articulating these dissatisfactions, leaders can build a stronger case for change and motivate their teams to move towards a better future.
What factors influence resistance to change in law firms?
Resistance to change is a natural human response, and there are several factors that can significantly influence resistance to change in law firms. These can include:
Pre-existing mental models and assumptions: Lawyers, in particular, often rely on precedent, which can create ingrained mental models and assumptions that make them prefer the familiar and resist new ways of doing things.
Fear, uncertainty, and doubt (FUD): Change often brings about fear of the unknown, uncertainty about the future, and doubt about one’s ability to adapt. Lawyers may fear losing control, making mistakes, or being perceived as incompetent, especially when adopting new legal technologies.
Change fatigue and “shiny object syndrome”: If a firm has a history of frequently introducing new initiatives that don’t fully pan out, employees may develop change fatigue and become resistant to yet another “shiny object” that may seem like a distraction or a waste of time and resources.
Lack of perceived benefit (“What’s in it for me?”): Individuals are more likely to resist change if they don’t understand how it will benefit them personally. Consider the “What’s In It For Me? (WIIFM)” factor when implementing change. Understanding the “why” behind the change can help people adapt.
Fear of job security: Especially with the rise of AI and automation, employees may resist changes they perceive as a threat to their job security or role within the firm.
“This is how we’ve always done it” mentality: Resistance can stem from a general aversion to disrupting established routines and processes, with some individuals preferring the comfort of familiar practices, even if they are less efficient. Michaela Seidl shared an example of resistance to moving away from paper-based processes.
