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.