This book answers the important question posed by American judge James Barr. The question is:
I am delving into whether there is support for the hypothesis that leadership skills developed and implemented by individual lawyers (even when not serving in lawyer organizations) can significantly impact and influence an entire legal community in areas such as (1) standards improved ethics and civility and performance, (2) more effective assimilation of new lawyers into the legal community, and (3) better relations between the court and the bar. In other words, I am at least curious about whether the development of leadership skills by individual lawyers can have a positive impact on the quality of advocacy in a legal community, even when working outside the institutional context (i.e., lawyers’ organization).
This book answers Judge Barr’s question in the affirmative.
The second edition of Leadership for Lawyers was published in December 2007. It convincingly demonstrates that leadership (and therefore leadership development training and coaching) offers solutions to many of the problems and challenges facing the profession, including high levels of lawyer and client dissatisfaction. , increasing economic pressures on law firms, growing lack of civility, and outdated law firm governance practices. A trial attorney for more than twenty-five years, Rubenstein has a good understanding of the challenges and clearly explains how the profession will benefit from widespread leadership development.
The basic premise of Leadership for Lawyers is that “when lawyers and all those who work in the legal profession begin to understand basic leadership theories and are better trained in the field of leadership development, they will become better leaders, provide better and will create better law firms and legal organizations, thereby enhancing the reputation of lawyers and the legal profession as a whole.” The thesis is exhaustively examined and demonstrated throughout the book.
Rubenstein devotes some space to leadership theory and the relationship between ethics, natural law, and leadership, as well as how leadership development for lawyers might be structured. Recognizing that leadership theory is such a broad subject that it would be impossible to cover the field in a single book, attorneys who read the sections on “Behavioral Leadership Styles” and “Ninety Brands of Leadership” will have an idea of leadership theory. , but it is not a firm base. The bibliography, however, includes a number of classic leadership books that will provide a deeper understanding of how leaders can be developed.
In particular, Rubenstein makes a significant contribution in theory by proposing the “leader of leaders” theory of leadership: “Leaders of followers are primarily problem solvers. Leaders of leaders establish platforms and seek to create an environment for that followers can act as leaders themselves, solve their own problems, and make excellent decisions consistent with the platform that the leader of leaders establishes.” This theory, which Rubenstein traces back to Bok from Exodus, you should especially talk to lawyers. It also illustrates the multiple levels of leadership that are present in the profession and that leadership depends on action and attitude, not just a title.
I don’t agree with everything the book says, of course. The chapter titled Women, Leadership and the Legal Profession, written by Laura Rothacker, is a nice addition to the discussion of women in law in general, but one sentence in it literally (I’m embarrassed to admit) had me screaming out loud in frustration and anger. That sentence is: “Women should be aware that the focus on billable hours represents an institutional form of discrimination against their achievement of leadership and success roles.” I’ll talk about this somewhere else one of these days. Even that statement, however, does not dampen my enthusiasm for Leadership for Lawyers, though it prompted me to read more critically than I otherwise might have.
Leadership for Lawyers is an important book for lawyers looking for ways to grow themselves and other lawyers because it conclusively establishes why leadership is important for lawyers. It should be required reading for law firm managing partners and professional development partners and highly recommended reading for other attorneys and law students who aspire to be successful in and for the profession and for their clients. I highly recommend it.
