by Deb Baker / November 27, 2018
A few weeks ago I had the chance to present on the key findings of our study, Overcoming Barriers to Law Innovation: Unlocking Performance and Potential in an Era of Disruption, at the Legal Marketing Association’s Northeast Chapter meeting in Boston. This study offers several powerful insights and next steps for legal leaders driving change within their firms, but maybe the most surprising and exciting finding is the revelation of a link between innovation and inclusion.
We have seen that teams comprised solely of legal and business experts not moving the needle on law innovation. This, in large part, is because there is no guarantee that a person with subject matter expertise also has strengths in the traits identified by the Law Innovator’s DNA—those traits linked to innovation success. What’s more, implicit bias creeps in when leaders rely on overt traits such as pedigree, performance and personality to build their innovation teams. This is significant in any context but particularly with innovation because inherent, acquired, and gender diversity have all been shown to contribute to innovation success.
The Law Innovator’s DNA provides organizations the evidence they need to identify and develop talent with a high chance of success in innovation. And, using talent analytics that identify capacity rather than performance, law organizations now have a powerful opportunity to uncover hidden potential and promote more inclusivity within innovation teams and across law organizations more generally.
In other words, what’s good for inclusion is also good for innovation. The Law Innovator’s DNA presents a color-and-credential-blind tool to broaden the talent ecosystem and move the needle on law innovation.