Senior founding partner of Gilson Daub, a leading workers’ compensation defense, subrogation, longshore and general liability law firm.
As a leader of a national team, I sometimes picture the workplace as a forest. A company’s leaders are the tall, sturdy oaks that have stood the test of time. They’ve developed strong, deep roots that provide stability and growth even through the harshest storms.
But like every forest, every company has some weeds. Employees like this are often selfish and don’t take the time to develop deep roots. They shoot up quickly and grab whatever resources they can to get a share of the sunlight, even if it means strangling the plants around them. Weeds are ambitious, but they take nutrients from the soil without giving much back. They are here today and gone tomorrow.
I like this forest analogy because it speaks so well to rootedness, which is essential to developing your career and leadership potential. Check out my previous article for tips on cultivating a selfless approach to leadership.
As an attorney, I’ve watched this “tree” vs. “weed” dynamic play out in real life for many years. When I started my practice in 2002, I regularly saw several of the same attorneys in court. But about two years in, I noticed that many of them changed jobs quite frequently. Some changed law firms every six months.
They told me that this is how you get ahead: Get the job, get a little bit of experience and then leverage it for a higher salary at a different firm. Wait six months to a year, then leverage that into a lateral move where the pay is the same for fewer billable hours.
Since the Covid-19 pandemic, I’ve seen this trend accelerate. Once again, many young professionals are bouncing around firms and chasing shiny objects, without really considering the cumulative impact. I still wonder how satisfying a career like that could possibly be. Would it be challenging, meaningful work? After all, you are just doing the same thing for a different company name on a paycheck.
But after 20 years in practice, one thing is very clear—those who don’t take time to plant roots at a company never really grow as a leader or a person. If you are looking to grow into a leadership role, that short-term mindset can hurt you in the long run.
Of course, there are times when taking a new position is the right thing to do. But if you are contemplating a job change, consider more than just the salary and bonus potential. Think about whether the position will allow you to develop the deep roots that will support you long term. Will you have the chance to develop your management skills, become involved with client relations or train new team members? Those are the opportunities that can lead to future growth, advancement and leadership.
Personal Habits That Cultivate Leadership
There are clear qualities in the employees and colleagues who have become their company’s “sturdy oaks” and achieved leadership success. They all demonstrate similar habits in their interactions with clients and team members. And they develop responsive teams and systems by doing so.
Here are some of the top habits I find accelerate both personal and professional growth.
Strive For Consistent Quality
Day in and day out, aim for 100%. Develop a reputation for doing it right the first time. Law is ultimately a service industry, just like plumbing, hospitality or transportation. A “wow!” moment may bump your professional reputation up a few points. However, the times you drop the ball or aren’t prepared? They can cost you three times as much. A nine out of 10 average may sound good, but would you fly an airline with only a 99% success rate?
Be The Reliable, Trusted Resource
Ideally, your client or supervisor should breathe a sigh of relief after assigning a project to you because they know it will be handled to the best of your ability. They won’t need to micromanage or babysit to keep you on task. And even if there’s a part you are not sure about, they know you’ll ask questions—because that’s what reliable people do.
Respond Immediately
Excellent communication is our firm’s first core value for a reason. Clients usually reach out when there is a problem, and our job is to fix it for them. Always respond in a timely fashion to calls, emails and texts—even if you do not have an answer yet. Of course, there are times you cannot pick up the phone, but if you constantly send calls to voice mail, you’re sending the message that the caller is not very important.
These qualities go back to that sense of rootedness. And as a business owner, I certainly evaluate whether someone is a “tree” or a “weed” before adding a new member to my team. I am looking for someone who will stay, develop deep roots and grow with strength.
And when I decide to invest in an employee’s advancement, I know that person is stable, has deep roots and will not fall over when the wind kicks up. I know I can trust that person to do a great job for clients because they have already demonstrated the qualities that drive integrity and performance.
So, if you are looking to advance as a leader, ask yourself: Am I a “tree” or a “weed”?
Everyone starts out as a sapling, but it’s up to you whether you turn into that sturdy oak.
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