Defining Roles and Responsibilities
If changes to roles and responsibilities are not clearly defined, they can cause uncertainty and reduce
productivity. A roles and responsibilities matrix can be a useful tool to bring structure to work
assignments by setting clear expectations. An example of a roles and responsibilities matrix for
litigation is included in the Appendix.
Depending on the degree of change sought and the existing departmental mind-set, a successful
change may require some overall changes in how the department is managed and operates.
These can include the following:
• Willingness by the entire law department to limit involvement in Lower Value work.
Using the roles and responsibilities matrix as a starting point, the department can then develop
specific job descriptions to further document roles and responsibilities, providing additional clarity.
Organizational Structure Review
Once roles and responsibilities have been defined, it is a good time to review the departmental
organization chart to see if it will support the newly defined strategy. Changes may be necessary, and
the department may need to develop not only a future organization structure but also a transitional
structure with step-by-step explanations of the interim changes. These will clarify the proposed
changes and their reasoning as well as serve as a tool for communicating changes to the department.
Considerations for changing the organization structure can include the following:
• Alignment with the company structure
• Enhancement of client satisfaction
• Current internal resources