The Myth of the Natural Manager in Law Firms

Law firms love to promote from within. And for good reason — your best team members know the clients, know the systems, and are often high performers.

But here’s the problem:

Being great at your job doesn’t mean you’re great at leading people.

And yet, that’s how most law firm “managers” are chosen.

Why This Happens:

• Someone’s been there the longest

• They’re the most efficient

• They’re loyal

• You trust them

• You’re too busy to hire externally

So they get a new title, some vague responsibilities… and no training.

The Myth of the Natural Manager

Leadership is a skill — not a personality trait. And while some people have the potential to be strong managers, no one is a natural at coaching, accountability, conflict management, and prioritization without intentional development.

The Consequences of Default Promotions

• High performers become burned-out leaders

• Teams suffer under inconsistent expectations

• Morale drops when leadership feels unfair or unclear

• The owner ends up stepping back in to manage the manager

What Great Law Firm Managers Actually Do

• Set clear expectations and priorities

• Have regular 1:1s and give feedback

• Train and support their team

• Lead team meetings

• Track and coach to KPIs

If your managers aren’t doing these things, they’re not managing — they’re plugging holes.

How a COO Supports Real Management

• Clarifies role scope and expectations

• Builds accountability systems

• Coaches new managers in real time

• Creates meeting and performance cadences

• Provides support so the owner isn’t always stepping in

Stop assuming people will “figure it out.” Let’s build real management systems that grow your firm — and your people.