Many of the outstanding lawyers I coach are on the journey from solo to CEO. As the firm grows from “just me doing it all” to “oh, %$#*, I’ve assembled a team and now I have to lead it!”, the struggle is, I assure you, real.
When “Bob” and I first teamed up, he was stuck in a cycle so many law firm solos find themselves in—buried in casework, making all the key decisions, and unable to step back without things grinding to a halt. He knew he needed a stronger team, but hiring felt risky. What if he picked the wrong person? What if delegation led to mistakes? As a law firm owner, Bob understood reputation is everything.
Bob had built a successful family law firm, but his role within it was unsustainable. He was stretched thin, his perfectionist tendencies made delegation difficult, and he was struggling to trust that anyone else could handle high-stakes cases the way he did. He wanted to mentor young attorneys, build a practice where people loved to work, and—most importantly—spend more time on the aspects of his business that truly energized him.
The Leadership Shift
Our coaching conversations centered on shifting his mindset from expert practitioner to strategic leader. From “solo” to “CEO” thinking. Instead of focusing on doing the work, we worked on his ability to lead the work—to set the vision, create the right culture, and build a team that could operate at a high level without him being the bottleneck.
Here’s what changed:
✅ He got clear on the kind of team he wanted—not just skilled attorneys but people who aligned with his firm’s culture and values.
✅ He defined his hiring process—removing the guesswork and fear of making the wrong choice by creating a structured approach to identifying and attracting top talent.
✅ He started mentoring, not micromanaging—recognizing that his value wasn’t in fixing every problem himself but in developing his team’s ability to think and lead independently.
✅ He let go of the need to control everything—understanding that perfection isn’t the goal; progress is.
The Results
Bob has since hired two new attorneys and a paralegal, with plans for another hire later this year. His team is **more engaged, more accountable, and more capable**, and Bob himself is spending significantly more time on strategy, high-level client relationships, and the work that excites him.
Most importantly? He’s not trapped by his business anymore. His firm is growing, his team is thriving, and he finally has the space to focus on what’s next.
This is what effective leadership looks like. It’s not about working harder—it’s about leading smarter.
If you’re a former solo who’s grown your law firm but still find yourself in the grind of the day-to-day and you’re ready to break free and build a firm that doesn’t rely on you to function, let’s talk about your options. Contact me here.