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<b>Professional Development University</b> Leadership, Legacy and Self Determination: A PD Exercise for the New Year

By Robert Clayman

I have been fortunate to work with or for a Congressman, numerous Chief Justices, trial and appellate judges, university professors and deans, committee chairs, school principals, corporate executives and other leaders without formal titles. Many of them were trained as lawyers and we worked in partnership. But, while most of the corporate and public sector professions constantly have an eye on leadership development, law firm management has only recently started to give adequate attention to strategies that build the leadership capabilities of individuals and teams.

There are reams of scholarly advice and millions of consulting dollars spent on leadership thinking and development. From the halls of the Harvard Business School, to bar sponsored seminars, to offices of in-house counsel, to law-firm conference rooms, there is a constant search for signs of leadership that will guide the legal profession to higher standards of client service and civility, lower costs and higher profitability, strategic advantage, and survival in a volatile global economy. Whether you adapt Jack Welch's GE model, Lawrence Summers' standard at Harvard, one of Steven Covey's Seven Habits “Begin with the end in mind,” or a less prominent role model, you possess the ultimate power to control your leadership destiny and legacy. Leadership development requires active engagement, introspection, dialogue and courage to listen and learn.

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