Building business development cultures that thrive.
Hello Thrivers,
In the legal industry, partners often feel like they carry the weight of the world, balancing client demands, team oversight, and business growth. This overload can push business development to the sidelines, making it feel less like a priority and more like an added stress. But what if there was a way to lighten this load and empower the team to work independently? Enter the After Action Review (AAR)—a structured yet informal process that promotes continuous improvement, team learning, and accountability. When used effectively, AARs can free partners from micromanagement, allowing them to focus on business growth.
Why Use After Action Reviews?
Originally developed in the military, AARs have shown impressive results across industries, with studies suggesting they can improve future performance by up to 35% (Baker, 2009). AARs provide a structured space for teams to reflect on successes and challenges, learn from them, and apply those lessons moving forward. In law firms, where hierarchy and perfectionism are the norm, AARs encourage open, no-blame discussions that foster a culture of growth and accountability.
Lightening the Partner’s Load
Partners often find themselves overseeing every detail, from initial enquiries to closing files, which hinders their ability to focus on business development growth. AARs empower teams to take ownership of their roles, making it easier for partners to delegate. Through AARs, teams collectively reflect on what went well, identify areas for improvement, and create action plans, reducing the need for partners to be involved in every step.
Consider a mid-tier firm that hosts a joint webinar with an external partner. Instead of leaving one or two people to evaluate the event’s success, or no evaluation at all, an AAR involves the entire team. In this setting, team members can openly share insights, identify challenges, and suggest improvements without fear of blame. This approach ensures that expectations are clear across the team, freeing partners from micromanagement and allowing them to focus on strategic initiatives.
In smaller firms, AARs can improve routine processes. For instance, a team could use an AAR to examine how they handle daily administrative tasks, identifying gaps and following through on fixing them. By standardising and improving processes, AARs empower staff to handle responsibilities independently, creating a culture of trust and accountability.
Creating a Culture of Shared Accountability
AARs work because they cultivate ‘shared accountability’, which is important in firms where hierarchy can stifle open communication. In an AAR, everyone—from legal assistants, marketing coordinators to senior partners—is given an equal voice. Encouraging junior team members to contribute first can reveal new perspectives that might otherwise go unspoken.
In essence, AARs act as a ‘coaching huddle’ for law firms. Just as sports teams analyse what worked and what didn’t in a game, law firms can use AARs to enhance team performance without assigning blame. This environment of mutual trust and learning gives each team member a sense of responsibility and confidence, creating a ripple effect on the firm’s efficiency and client satisfaction.
A Framework for Leadership Development
Lawyers are trained to excel in legal reasoning but rarely receive formal training in leadership or management. As they advance, this gap can hinder their effectiveness as mentors. AARs provide a structured framework for leadership development, encouraging reflection and collaborative problem-solving. By fostering these skills, AARs help lawyers become better leaders, cultivating a culture of learning and adaptability.
One useful way to visualise the AAR process is through the ‘Feedback Loop’ model. Imagine a cycle where each project starts with clear objectives, moves into execution, and ends with a reflective AAR. The insights gained in each cycle inform the next, creating a continuous process of learning and improvement. (See model below). Through regular AARs, teams grow stronger and more autonomous, freeing partners to focus on business growth and relationship-building.
The Transformative Impact of AARs on Legal Practices
Implementing AARs can bring a cultural shift to law firms, breaking down silos between partners and their teams. This structured approach to feedback fosters openness, encourages responsibility, and ultimately empowers partners to delegate more effectively. With AARs in place, law firms benefit from:
· Junior team members who feel empowered to voice insights and take responsibility.
· Honest, open discussions that enhance team collaboration and cohesion.
· A framework for continuous improvement, making the firm more agile and adaptable.
AARs are not perfect but they are a practical, easy-to-implement tool that can reshape the way law firms handle project reviews and team development. For partners, this means a reduced oversight burden, knowing that their team is capable and accountable. For the team, it’s an opportunity for growth, skill-building, and autonomy. AARs create a space for everyone to contribute and learn, ultimately freeing partners to focus on business development and steering the firm toward a more productive future.
Gardner,H.K. (2017) Smart Collaboration: How Professionals and Their Firms Succeed by Breaking Down Silos. Boston: Harvard Business Review Press.
THANK YOU
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