Dr. No #60 – How to Change a Team Without Firing Anyone

Hey Savigny,

You don’t need to change people in your team. You need to change the environment.
That’s how behaviour sticks — even in Legal.

1. Food for Thought

If your team’s culture vanished tomorrow, what habits would rebuild it exactly as it is now?

2. 5 Mental Models for Building a Change Culture

1. The Commitment-Consistency Bias
Start small. Once people make one public promise (“I’ll simplify this NDA”), they’ll keep doing it to stay consistent.

2. The Feedback Loop
Give real-time praise, not annual applause. Brains crave immediate hits, not delayed gratitude.

3. The Flywheel Effect (Jim Collins copyright)
Big transformation = tiny pushes, repeated consistently.
GC version: make 1 specific legal process 5% faster each month.

4. The Broken Window Theory
If one policy is ignored, more follow. Enforce the small stuff to protect the big stuff.

5. The Leverage Principle
Identify one action that makes 10 others easier — like a template that eliminates 40 emails or calls from the sales and marketing teams. That’s leverage.

3. Mental Model — The Circle of Competence

Buffett’s rule: know what you know. Stay inside that circle, but expand it deliberately.
Hire or outsource for what’s outside — faster, cheaper, better.

4. AI Booster — Krisp

Capture meetings and calls with crystal-clear audio. Perfect for documenting decisions or catching that one crucial line the CFO “didn’t say.”

5. Quote to Reflect

“Change is inevitable. Growth is optional.” – John C. Maxwell

P.S.
Need time to grow instead of firefight?

Ámbar fractional lawyers manage government notices, filings, and compliance documentation so your team can focus on transformation, not red tape.

Book a call with Ambar.

Speak next week,

Rosa & Manuel