Working with Style

Earlier this week, I met with a group of new lawyers in Toronto, where we discussed how they could best flex to the variety of work styles that they will encounter in the workplace, in their communities and at home. Per usual, on the morning of my presentation, I awoke early, jumped on a treadmill, inhaled some coffee, and flipped through a local newspaper. Wouldn’t you know, in Toronto’s Globe and Mail I came across an article, “My boss and I clash over working styles and I’m stressed,” (http://www.theglobeandmail.com/report-on-business/careers/career-advice/life-at-work/my-boss-and-i-clash-over-our-working-styles-and-im-stressed-out/article4557139/).

Many new employees initially find it hard to believe that “people issues” are among the most significant challenges they encounter in the workplace. They quickly achieve a modicum of technical expertise. However, they find understanding what motivates others and how best to respond to hot button issues are skills far more challenging to acquire.

Yes, the so-called soft skills can be among the hardest to master. 

Several years ago, I facilitated a communication styles program at an Atlanta law firm.  After it ended, a second year associate approached me and said it had been a game changer for him. In his short career, he had already gone through four secretaries and had developed the reputation of someone who didn’t work well with others. Because of the program, he now understood how his style had conflicted with those of his secretaries as well as some of the more senior lawyers to whom he reported.

The best workers take advantage of the diverse assets that a variety of work styles bring to the workplace. Successful employees develop work strategies for managing up (their managers) and down (the people they supervise). They write those strategies down. Test their theories. And constantly refine their approach.  

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Because of covid-19, many employers will have a unique opportunity to discern how well their summer hires manage conflict. My contacts indicate that this year’s summer associates and interns have been assigned to group projects. Disagreements are inevitable when any team goes through the process of forming, storming, norming and performing. Additionally, since most summer hires will work from home, they will need to negotiate with family members or roommates over who gets access to the best printer, the extent to which background noise needs to be minimized during Zoom calls, and who and when someone can just walk into their workspace for a quick chat.

Proving You're a Professional During a Shortened Summer Program

Because so many summer associate and internship programs have been significantly curtailed, the students who will participate in these shortened programs must avoid unforced errors. Like never before, summer hires will have very few opportunities to demonstrate their capabilities. How they handle one or two assignments will create critically important impressions.

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