Rationale. Performing value prioritization beginning at the individual team member level and then
calibrating up the structure to the leadership level is more useful than a top-down imposition of
• It gives the department leadership a picture of what is really being done on a granular, day-to-day
• It demonstrates to the department members that the effort is collaborative and not a top-down
push. It identifies areas where there are communication gaps regarding the organization’s priorities.
• And finally, it provides insight about the degree of change management required in various areas as
work is reallocated.
Gaps between leadership’s and practice areas’ or individuals’ assessment of priority are an indication
of the degree of clarity or confusion regarding department priorities. When department members have
no understanding of clearly defined priorities, they will focus on what they think is important, which may
not be the organization’s priorities. Once priorities are calibrated they can be defined, communicated,
and understood, and department members will focus on the correct, higher priority work.
In this Guide, we will provide several illustrative examples regarding a hypothetical law department, based on the
law departments of several Fortune 500 companies in a variety of industries with differing priorities.
All of the law department’s lawyers completed workload surveys and questionnaires as described
above. Once the calibration was complete, it became clear that there were some obvious discrepancies
between the priority that leadership placed on certain work and the priority placed on it by the survey
participants or practice groups. The two charts below illustrate some of these gaps. The first chart
is a list of work categories that the law department leadership deemed to be of higher value, and
shows the value that the individuals and practice groups assigned to these same categories. The second
chart is a list of work categories that leadership deemed of lower value, and the priorities assigned by
individuals and practice groups. Moderate gaps are highlighted in yellow and significant gaps in red.