Page 28 - Description of Loeb Leadership_Jan 2019

Summary of Success Stories

Time Management/Prioritization
What was the situation? What did the manager do differently What happened as a result of this
based on the training? behavior? What value did it add to the
manager? The employee? The Firm?
Long To-Do List Use of Decision Matrix – I take the time Better manage time. Proactive when
every Monday to create the matrix and dealing with the amount of tasks,
fill in the info through the rest of the instead of reactive.
week.
In filling out my priority matrix, it I’ve made a conscious effort to identify I have gotten junior BD team members
became clear that there is a lot in my tasks that could be delegated (under more engaged in pitch creation and
“urgent/important” square that could my supervision) rather than taken on matter management, and has freed up
be delegated by myself some time for me to focus on more
long term, strategic work
Rush Pitch came in Was able to break it up into pieces that Was able to deliver draft in time.
different people were able to handle Helped out manager, employee got
quickly more experience, firm potentially gains
new business
Year-end close Clearly identifying all the tasks that Tasks were assigned and managed
need to be completed, grading them by effectively
importance
Too many projects piling up at the I held a meeting with the specialist on He gained a new experience
same time my team and outlined each task and professionally – he was trained in
discussed what projects he was best something new
person to finish

Delegation
What was the situation? What did the manager do differently What happened as a result of this
based on the training? behavior? What value did it add to the
manager? The employee? The Firm?
Addressing the need to delegate tasks Following guidance from the training, I We’ve been able to move forward on
related to matter management and took a more systematic, organized some matter management projects
RFP responses approach to delegation, including using that had been previously stalled on my
project plans, specific deadlines, and to-do list.
regular meetings.
Delegation/Feedback – My manager The sessions taught me how to ask for I began asking my manager for
was not pleased with my performance; feedback feedback and it has opened the lines of
however, she was not giving me communication
feedback regarding what specifically
was and was not working
Delegated printer project Followed up with the individual to Individual did learn to report on a
make sure we were on the same page weekly basis on where we were on the
with the project and placed hard project and came up with good ideas to
deadlines move project along
New Hire Tasks were delegated, coached More free time to deal with other
through, followed up on issues
What was the situation? What did the manager do differently What happened as a result of this
based on the training? behavior? What value did it add to the
manager? The employee? The Firm?

Months behind in an ongoing project Searched for someone who could be No longer behind, staying caught up
trained
Designate recruitment report – A year Spent more time discussing goals and Employee appreciated time spend
in review of stats, survey results, purpose of project. discussing. Hopefully felt more valued