The secret to happy lawyers: team camaraderie and support

Happy lawyers feel like they are an important part of a closely knit team.

For example, I’ve been given a lot of nicknames over the years, and I’ve always considered it something worth paying attention to.

You acquire a nickname when people see you around for a considerable amount of time, so being called “John Coffee” isn’t necessarily a positive thing…isn’t it?

Long hours in a law firm forge strong bonds, whether positive or negative.

A nickname typically highlights a strong characteristic that you embody. I’ve been referred to as “The General,” “The Admiral,” (if you’re reading this, you know who you are!) or “Mrs. Wolfe,” and I could always tell whether it was said with a hint of admiration for keeping everyone on track or frustration for doing so!

This was tied to the role I held and the camaraderie specific to those environments.

It’s all in the nuances.

Happy lawyers experience a strong sense of camaraderie and know that their team works effectively together, supporting each other every step of the way.

This insight, highlighted in the Chambers Leading Teams Report 2024, underscores the critical role of teamwork in fostering job satisfaction and professional success in the legal field.

Let’s face the fact that achieving this level of team cohesion doesn’t happen by chance. It requires intentional effort, strategic leadership, and the right support.

It could be a huge win or a bad defeat.

As a coach specializing in supporting Corporate and M&A lawyers, I help individuals and teams reach this goal. Some tips I happily share with you:

1. Building strong relationships: have you effective strategies and techniques to strengthen interpersonal relationships within your team, fostering trust and mutual respect? Having a couple of drinks at the end of the day doesn’t count.

2. Enhancing communication: Effective communication is key to any successful team. Are you sure your “tested system”, tools and practices effectively improve both formal and informal communication channels, ensuring everyone is on the same page and feels heard? Be honest.

3. Creating a collaborative culture: You may tell to yourself that you guide teams in developing a collaborative mindset, encouraging shared goals and collective problem-solving. But would they tell the same outside the room?

4. Supporting individual growth: Happy teams are made up of happy individuals. Easy. I work with each team member to identify their strengths and areas for growth, helping them feel valued and motivated. Do you take the risk to do the same?

5. Stress management and well-being: No BS. Talking about practices that promote work-life integration and overall well-being, reducing burnout and enhancing job satisfaction is just talking. Is there anything you are introducing in your workplace?

I am honest with law firms and organisations: we can cultivate a team environment where every lawyer feels connected, supported, and empowered to do their best work only if we work together.

It takes a mid to long-term vision to boost a workplace, it’s just like giving a nickname: you need to know the individuals first, their characteristics then.