How Mid-Level Leadership Plays an Important Role In Law Firm Strategy

How Mid-Level Leadership Plays an Important Role In Law Firm Strategy

According to a Society 54 article by Emily Hillman, leadership development in many law firms tends to focus on partner leadership and associate performance. But what about mid-level leadership, including practice group leaders, department managers, and senior associates who manage teams? These middle managers are the essential link between vision and execution, and their development is increasingly critical as firms face evolving client expectations, competitive pressures, and internal demands for innovation.

Middle managers translate strategy into action. They support junior lawyers, manage workflows, and maintain the day-to-day rhythm of your business. Research shows they’re also seen by their teams as the most responsible for productivity. Yet despite their pivotal role, they often face burnout, inadequate support, and limited growth pathways. A recent McKinsey study found that 43% of middle managers report feeling burned out, which is an unsustainable figure for any organization serious about retention and performance.

To fully activate your firm’s strategic objectives, Hillman suggests middle managers need tailored development, not just generic leadership training. Begin by clearly defining and communicating the firm’s goals, then listen to what middle managers need to grow: strategic thinking, coaching skills, operational management, and more. Personalized support—through coaching, mentorship, or structured leadership academies—can help build their capabilities in line with where your firm is headed.

When mid-level leaders feel supported and aligned with the firm’s long-term strategy, they are more likely to stay, perform, and drive forward momentum. With nearly half of middle managers considering leaving their roles, law firms can’t afford to overlook this group. Investing in their growth is a strategic move to ensure the future of your firm.