What Does a Modern Law Firm Leader Really Look Like?

What does a law firm leader look like nowadays (other than frequently exhausted…)? No longer is it simply someone who has been a lawyer for many years and is going to take a shot at running the firm. That model, while still around, is likely to become obsolete, because specialist knowledge permeates every area of their new role.

The modern Managing Partner/CEO/Founder/Leader of a law firm has so many areas of focus these days, I’m sure it can be overwhelming. As they become more and more acutely aware that they are running businesses, and that being a law firm doesn’t protect you from the harsh realities of business demands, there are certain key areas of focus which we see regularly requiring particular attention in law firms we encounter.

There are the weighty burdens of regulation, both specific to the legal sector and broader regulation too. Operating in a way that is compliant while at the same time meeting the necessary efficiencies to remain profitable is a tightrope that our intrepid leaders must navigate.

Then we have technology- is the PMS an up-to-date system? Is the firm using it optimally? Are there other tech additions that can be made which will improve processes? Is our tech environment secure and resilient? Not every firm has the luxury of an inhouse IT Director…so what role does the leader take? At the very least it is crucial that they (and other senior lawyers) lead by example. “Do as I say, not as I do” simply won’t cut it.

And what about wellbeing? Aside from their personal stress levels, our glorious leader needs to consider the mental health of their staff. This is now an absolute requirement, not a ‘nice to have’. For staff retention, recruitment and optimised performance, it’s an area that cannot be left to chance.

The common denominator for these areas, and numerous others, is that the leader cannot realistically be expected to be an expert in all of them. In fact, they may not be an expert in any of them! That doesn’t however mean our leader will be a bad leader, if they recognise their knowledge gaps.

It can be lonely at the top, so build a team around you. External expertise, when used well, will provide guidance and support in areas where internal knowledge is lacking, giving our leader the best possible chance to succeed. There’s no shame in asking for help…the shame would be if you didn’t…