Background

In October 2022, our journey with Meyer Attorneys. Their team was filled with skilled legal professionals, yet despite their individual expertise, collaboration wasn’t reaching its full potential.

Operating at full capacity in a high-pressure environment, the firm’s lawyers often found themselves working in silos—heads down, focused on their caseloads. While this approach drove individual productivity, it limited cross-functional efficiency, knowledge-sharing, and overall team cohesion.

What started as a conversation about CliftonStrengths® soon evolved into a firm-wide transformation, shifting from isolated efforts to a strengths-driven, high-performing team.

The Challenge

Meyer Attorneys, a boutique law firm specialising in property law, prided itself on delivering high-quality legal expertise. However, like many firms, they faced a key challenge:

➡ How do you maintain peak individual performance without sacrificing collaboration?

The firm’s structure meant that each legal professional had clear individual responsibilities, but without an intentional focus on strengths-based collaboration, key opportunities were being missed.

Siloed workstyles were limiting efficiency.
Team synergy wasn’t being maximized.

Their most valuable asset—their people—wasn’t being leveraged to its full potential.

Solution: Strengths-Based Team Development

To address these challenges, we introduced a structured CliftonStrengths®-based approach focused on:

Uncovering Individual Strengths – Through assessments and team workshops, each professional gained a deeper understanding of their unique talents.
Embedding Strengths into Team Culture – Weekly discussions ensured that strengths-based collaboration became a daily habit, rather than a one-off training exercise.
Building Resilience for Change – The team’s adaptability was put to the test when a senior team member left—but thanks to the new foundation, they not only absorbed the change but thrived through it.

Our approach focused on three core phases:

Phase 1: Strengths Discovery (Months 1-2)

• Conducted firm-wide strengths assessments to identify synergy gaps.

• Facilitated team debriefs to align strengths with workflow needs.

Phase 2: Strengths in Action (Months 3-6)

• Integrated strengths-based discussions into weekly meetings.

• Shifted from isolated efforts to collaborative problem-solving.

Phase 3: Adapting to Change (Ongoing)

• When a key conveyancer recently left, the team’s strengths-focused approach allowed for a seamless transition.

• The strengths-based culture reduced disruption and boosted morale.

This was not just about recognizing strengths—it was about turning them into action.

The Results: Measurable impact

Over two years, the transformation was undeniable:

Measurable increase in cross-functional collaboration (based on internal feedback).
Seamless transition during a team member change, avoiding disruption.
Record-breaking Q1 2025, even with a heavier workload.

As one team member at Meyer Attorneys put it:

💬 “We always knew we had talented individuals. But for the first time, we’re truly working as a team.”

This shift wasn’t just about working better together—it was about winning together.

Conclusion: The Power of Investing in Your Team

Meyer Attorneys’ journey proves a powerful truth:

Investing in your team isn’t just a cultural decision—it’s a strategic one.

By activating the right strengths, firms can drive performance, build resilience, and unlock unprecedented growth.

For Meyer Attorneys, the transformation wasn’t just about collaboration—it was about sustained success.

Ready to Unlock Your Team’s Full Potential?

If your firm is ready to break down silos, boost collaboration, and achieve record-breaking performance, let’s talk.

Book a strategy session today and let’s Unlok your team’s next level.

Reach out to us at: https://www.unlokconsulting.com/contact