In August at RCSA’s SHAPE Conference, I had the chance to sit in on Dr Adam Fraser’s keynote, and I haven’t stopped thinking about it since. Adam, a human performance researcher, has spent decades studying what drives sustainable workplace performance. His work with elite athletes, military units, and global organisations has shown again and again that culture isn’t fluff, it’s the engine.
One story he shared made me sit up. He recalled visiting a law firm and asking why they thought they kept losing senior associates. The firm’s leaders explained that those lawyers felt they weren’t treated well. When pressed further, one senior partner openly admitted, “I’m not going to change. I was treated poorly at that level, so now it is their turn.”
That one sentence is disappointing and familiar. It reflects the cycle so many workplaces fall into, especially in high-pressure industries like law. We normalise behaviour because it happened to us, and in doing so, we pass it on. Toxicity becomes tradition.
As Adam put it, one of the biggest blocks to cultural improvement is the idea that “it is the leader’s job.” Too many of us shrug off responsibility because we think culture is someone else’s domain. The truth is, every single person in an organisation contributes to it. Every conversation, every meeting, every interaction adds another layer to the culture we all experience.
Dr Adam Fraser at SHAPE (Credit RCSA Instagram)
That really resonated with me, because at Elias Recruitment we see this play out daily. Lawyers often leave roles not just because of the money or the hours, but because of how they feel treated. When firms lose people, they lose more than just capability. They lose trust, reputation, corporate history and momentum. On the flip side, firms with a strong, healthy culture become magnets for talent. People want to stay, they want to grow, and they recommend their firm to others.
Adam’s research with Deakin University reinforces what many of us instinctively know: culture is incredibly hard to change once it is set. He likens it to an immune system, it fights off anything new or foreign. That is why bold cultural initiatives often fail. They are not reinforced by daily behaviours and habits. The trick is consistency. Adam explained, it is not about lofty vision statements that get rolled out once a year, but about the everyday actions that shape the lived experience of work.
From my perspective, this is one of the biggest lessons for both clients and candidates. For clients, culture is your competitive edge. It is not about perks or marketing collateral, but about how people are treated day in and day out. The juniors you mentor today are tomorrow’s partners, and they will mirror what they learn from you. For lawyers, it is about recognising that you play a role too. Culture is not something handed down from the top. It is built in every choice you make, whether you are supporting a colleague, giving feedback, or handling pressure.
If we want the profession to thrive, the cycle of “I suffered, so you must too” has to end. Culture is everyone’s responsibility. It is not just nice to have, it is the difference between a workplace people endure and one they will fight to be part of.
At Elias Recruitment, we are committed to connecting firms with lawyers who not only have the right skills, but who will help strengthen and sustain positive workplace cultures. If you are looking for your next career move or keen to build a healthier, high-performing team, get in touch with us today.
— Jason Elias, CEO, Elias Recruitment