Ascend Legal 101

Email us at ascendlegal101@gmail.com for a pdf of this file One of the most important steps in reinventing your corporate culture is to ensure that your words and actions are in alignment with your values. Before you can assess that, you need to define and declare your values. Once values are established, you can take specific action to move closer to your corporate culture aligning with those values. Now you can truly answer if you are in integrity when it comes to your corporate culture. Are your values, words and actions in integrity ? What if they are not? Then you’ve got some work to do. Email us at: ascendlegal101@gmail.com to request a pdf of the List of Values and we will be happy to send that to you.  To find out more about Ramona and what we are all up to at Ascend Legal 101 you can find us at: http://www.ascendlegalrecruiting.com/ Now all of our long form conversations like this one can be found on your favourite Podcast platform. Please take a look for Ascend Le...

Are you in integrity when it comes to your corporate culture? Is your philosophy about cultivating culture in alignment with the reality of your firm experience? W hat actually happens in your firm? Who gets a pass when other don’t ? Today let’s enter the operating system – the subconscious culture of the firm where all of those unwanted habits and behaviours reside, so we can change them to more productive modes to support our corporate culture, business goals and well-being. To find out more about Ramona and what we are all up to at Ascend Legal 101 you can find us at: http://www.ascendlegalrecruiting.com/ Now all of our long form conversations like this one can be found on your favourite Podcast platform. Please take a look for Ascend Legal 101 on Podbean, Spotify, Amazon Music, Audible, iHeartRadio, Apple and Google. Podbean: https://ascendlegal.podbean.com/ You can find this episode on Podbean here:  https://ascendlegal.podbean.com/e/ep-35-ramona-reynolds-the-hidden-subcult...

  Next Step:  Getting clear on how you want your firm to feel and be. What does that mean? What does that mean to you?  We all know you already have a corporate or firm culture and whether it has evolved intentionally or haphazardly, it's there. What we're trying to figure out today is whether we have to break it and put it back together, if we need to start from scratch, or make subtle adjustments. Whether you're inheriting an existing corporate culture or creating your own, we must start by getting clear on what we're working with now, and probably more importantly, what we want to work with.   To find out more about Ramona and what we are all up to at Ascend Legal 101 you can find us at: http://www.ascendlegalrecruiting.com/ Now all of our long form conversations like this one can be found on your favourite Podcast platform. Please take a look for Ascend Legal 101 on Podbean, Spotify, Amazon Music, Audible, iHeartRadio, Apple and Google. Podbean: https://ascendleg...

We’ve already talked about the necessity of updating your firm culture to attract and retain staff. We’ve talked about the dancing around problems and the problem people. We’ve talked about how much staff turn-over is really costing you. Where do we go from here? To find out more about Ramona and what we are all up to at Ascend Legal 101 you can find us at: http://www.ascendlegalrecruiting.com/ Now all of our long form conversations like this one can be found on your favourite Podcast platform. Please take a look for Ascend Legal 101 on Podbean, Spotify, Amazon Music, Audible, iHeartRadio, Apple and Google. Podbean: https://ascendlegal.podbean.com/ You can find this episode on Podbean at:  https://ascendlegal.podbean.com/e/ep-33-ramona-reynolds-start-as-you-mean-to-go/

  Is your “money maker” really costing you? Have you dealt with that one bad apple or are you dancing around the problem?  Do you know how much staff turn-over is really costing you? Is this cost of doing business costing you more than money? What about your reputation and longevity of your firm? To find out more about Ramona and what we are all up to at Ascend Legal 101 you can find us at: http://www.ascendlegalrecruiting.com/ Now all of our long form conversations like this one can be found on your favourite Podcast platform. Please take a look for Ascend Legal 101 on Podbean, Spotify, Amazon Music, Audible, iHeartRadio, Apple and Google. Podbean: https://ascendlegal.podbean.com/ You can find this episode on Podbean at:  https://ascendlegal.podbean.com/e/ep-32-ramona-reynolds-dancing-around-the-problem/ You can find the Ascend Legal 101 on Youtube here:  https://youtu.be/sS7Xz_xFE3k #lawfirm #lawfirmculture #employeeengagement #employeeretention #employmentlaw ...

  How do you manage when there is staff turn-over? There is a lot of value in this video. I know you can pull it off because you have to.   You have to.    And we wouldn’t be talking about this if it wasn’t a thing. One of the most challenging parts of my business these days is leading “well established” law firms into changing their corporate culture to attract and retain new staff.   We have been doing things a certain way for a long time. It is easy to become complacent in an environment where we are not forced to keep up - but now it's game on. Get out your legal pad and pen and start taking notes so you can ask these questions to someone in your office who knows the answers. To find out more about Ramona and what we are all up to at Ascend Legal 101 you can find us at: http://www.ascendlegalrecruiting.com/ Now all of our long form conversations like this one can be found on your favourite Podcast platform. Please take a look for Ascend Legal 101 on Podb...

Photo by John Cameron on Unsplash There is a lot of value in this post.  I know you can pull it off - because you have to. One of the most challenging parts of my business these days is  leading "well established" law firms into changing their corporate culture in order to retain and attract staff.  Perhaps its my geographic market? The demographics of my market? I don't really know the reason for the resistance to taking a look at firm or corporate culture and updating it, but it must be done. What I have outlined here will seem elementary to firms with stable structure and progressive firm culture but it needs to be outlined nonetheless. We wouldn't be talking about it if it wasn't a thing. I recognize it can be tricky for lawyers because their focus is on the practice of law and we have been doing things a certain way for a long time.  It is easy to become complacent in an environment where we are not forced to keep up - but now it's game on .   We...

Anyone who has done any training with me will recognize our title today: focus, focus, focus. Usually we're talking about something legal or technical but today let's talk about staying creative and open when we have staffing shortages. How is your focus? Where is it? There are times, like now, when it looks like we have no options. I believe that we always have options. Unless you are hiring for a position that requires a very specific education and skill set, such as aircraft maintenance engineer, pilot, or brain surgeon, you want the right person with the right skills and education. If we're working in another industry that does not require such a specific skill set, then a lot of skill sets can be learned and we can use transferable skills or education to move somebody into another area. We all know that already. Why are we so resistant to it? When I'm with my law firm or corporate clients, I hear a lot of: “Nobody wants to work anymore”. In my opinion, that is no...

Businesses are experiencing staffing shortages far and wide. Are people really quitting their jobs at a scale and pace that we’ve never seen before? Is replacing staff impossible? Not exactly. How creative and open are you and your team when engaging and retaining staff? Are you providing opportunities for learning, growth, and development. Are you managing burn out? Let’s look at some solutions that organizations can use to capitalize on their creativity and open-mindedness to not only retain employees but attract new ones. I speak with firms all the time who tell me they are open to creative solutions only to find they clearly are kidding themselves and, quite frankly, lying to me. Not only is it a waste of my time and energy as a recruiter and consultant, they aren't doing themselves any favours in a market that requires an open mind, creative solutions, on-site training, and partnering with apprenticeship, college, and youth programs. To find out more about Ramona and what we ...