The quarterly publication of the International Legal Technology Association
Issue link: https://epubs.iltanet.org/i/765798
79 WWW.ILTANET.ORG The Ins and Outs of Professional Development and Leadership ASK THE EXPERT SCOTT CHRISTENSEN Scott Christensen is with Chicago- based Olenick & Associates, the largest quality assurance and testing company in the U.S. His practice focuses on helping law firms implement technology that works, so that every deployment is successful. Previously, Scott was in senior IT leadership positions for 25 years with national and global law firms. He has served in numerous industry volunteer roles, including service on ILTA's Board of Directors, as ILTA's president and as a member of the Law Firm Information Governance Symposium. Scott speaks frequently on leadership, IT strategy, security and information governance. Contact him at schristensen@olenick.com. What advice do you have for those who aspire to leadership positions? Chuck: Professionals who serve in support functions within an organization must realize their potential to grow and act on it. If you think you're interested in leadership, how many books on leadership are you reading? How many leadership training programs have you aended and assessments have you taken? Continue to improve your skill set and insight. If leadership is one of your goals, think about it strategically so you can succeed when opportunities arise. Brian: Start with your motivation. Why do you want to lead? Is it because you want the title? The authority? Or is it because you want to make a difference, both for the organization and the lives of those people you work with? It's important to have your heart in the right place. That's the first thing I would recommend. Also, as you move through the ranks of leadership, you are more likely to be out of touch with what your blind spots and weaknesses are and how you are perceived by the people around you. Maintain a true compass about what your weaknesses are, and never forget that you need to work on those. If you're challenged by this, find a mentor or someone you trust to give you a true and accurate reflection of what's going on and what other people are seeing. That kind of honest and open feedback is invaluable. P2P If a firm is not investing in professional development for staff, how might an individual seek opportunities within and outside of the workplace? Sco: First off, just because there's no current investment in professional development, doesn't mean that can't change, so develop a plan and share it. You can also access resources online, engage in social media or request a mentor who is successful at what you want to do. What are good first steps to take in launching a professional development program for staff? Sco: You want to institutionalize a structure that allows for individual personal development. Ask your individual employees what's important for them. What are their development goals? Include those as part of their annual review. This will help align their interests and goals with those of the firm and keep them happy and productive. Formal classroom training costs money, but many opportunities cost lile or no money. Keep it simple, and grow the program as you move forward. Give your team the general parameters, and then empower them to succeed.