The Problem with One-Star Leaders in Law Firms
Some law firm leaders don’t lead — they coast.
They do just enough to avoid getting fired, avoid accountability, and avoid the hard conversations. These are the "one-star leaders" — they show up, check the boxes, and deliver the bare minimum while dragging team performance down with them.
What One-Star Leadership Looks Like:
Rarely initiates solutions
Always “busy,” but nothing moves forward
Avoids accountability conversations
Quietly resists change while appearing agreeable
Needs constant reminders and oversight
Why It’s a Problem:
These leaders create a bottleneck. Work has to be double-checked, issues resurface repeatedly, and morale takes a hit when others have to carry their weight. I see this a lot with “legacy employees.” You know, the ones that have been there 10 years and know “how it’s always been done” but don’t necessarily know how (or have the desire) to keep up with where the firm is headed next.
What Your Firm Needs:
Strong leaders who:
Take ownership of results
Move initiatives forward
Set clear expectations and follow through
Empower and develop their team
What a COO Brings:
Systems of accountability
Real-time feedback loops
Clarity on performance metrics
Leadership coaching and follow-through
If your firm is suffering from one-star leadership, let’s build a system that expects — and supports — five-star performance.