Podcast Guest - Why Law Firms Need Business Leaders

Jen Hamilton was a featured guest of Tiffany Ablola, an EOS Implementer, who talks with her about the growing trend of law firms adding business leaders to their leadership teams—and why fractional executives can be a game-changer for both firm growth and partner wellbeing.

They respond to an article on Law.Com: "A 'Necessity' Now in Big Law: Why Law Firms Are Adding Business Leaders" 

You’ve seen it before and many small businesses, not just law firms. A rockstar associate or senior team member gets promoted—only to struggle, stall, or leave. It’s not because they aren’t brilliant. It’s because we’ve been promoting people into leadership roles without giving them the training, structure, or support to thrive.

In this conversation, Jen unpacks why plugging high-performers into operational leadership roles without preparation is quietly breaking firms—and how fractional executives can offer a better path forward. If you're leading a small business and tired of holding it all together, this conversation could be your first exhale in years.

1. Expertise in the Profession ≠ Expertise in Running a Firm

Jen makes it clear: just because someone is great at law, tax, or consulting doesn’t mean they’re ready to lead a firm.

“It doesn’t translate that you can be amazing with your clients and know how to run a firm.”

Before promoting internally, assess whether the person has the interest and aptitude for operational leadership. If not, consider external support like a Fractional COO.

2. You're Setting People Up to Fail—Even When You Mean Well

Firms often reward high performers by moving them into leadership—but without teaching them how to lead or manage operations.

“We’re setting them up to fail if we don’t put in support and structure before they take that role... and while they’re in it.”

Some of our clients pair new leaders with a Fractional COO as mentors and coaches to guide them through the transition—and reduce the risk of burnout or turnover.

3. Operations Shouldn’t Be the Afterthought

Most professionals weren’t trained in business—but that doesn’t mean running the business should be left to chance.

“I don’t know of a law school class on how to run a firm... and even if there is, it’s not typical.”

Don’t wait for cracks to show. Proactively bring in business expertise—especially when your firm is nearing key growth milestones ($1M, $5M, $10M).

4. Growth Without Guidance Is a Risky Game

Jen points out that the pain of scaling often comes from doing it the hard way—alone.

“Why not shortcut and not have to hit your head so many times… by having someone who’s been there, done that?”

Consider bringing in a fractional executive when your business is preparing for growth, not just when you're in crisis. It’s cheaper than fixing costly mistakes later.

5. Not Everyone Wants—or Needs—to Be a Leader

Not every team member is secretly dreaming of a corner office. And that’s okay.

“Be careful... they may say they want it because they’re supposed to want it. But what is their desire for their own growth?”

Ask your team candidly: “What percentage of your time would you want to spend on client work vs. operational leadership?” Then believe their answers.

Let’s Make This Personal

• Have you promoted someone recently because they were a great technician—not because they had the skills (or desire) to lead?
  
• Are you currently carrying the operational weight of your firm… while secretly resenting it?
  
• What would change if you had someone trained to build and lead the systems—so you could return to your zone of genius?
  

Ask yourself: What would be possible if your business ran without you in every decision?

Next Steps:

Here’s how to start shifting from chaos to clarity:

• Audit your leadership pipeline. Don’t assume high-performers want to lead. Ask.
  
• Define success in operational roles. Make sure there’s clarity around expectations, not just a title.
• Invest in a fractional executive. Start with part-time support to bring structure without full-time overhead.
  
• Coach your leaders, don’t just promote them. Equip them with business training and strategic guidance.
  
• Normalize opting out. Let your team know it’s okay to say, “I don’t want to lead,” without penalty.

Leadership shouldn’t be a guessing game, and your best people deserve better than a battlefield promotion. Bringing in experienced, business-minded leaders (like a Fractional COO) isn’t a luxury. It’s a smart investment in sustainability, sanity, and scalability.

Ready to stop being the glue holding everything together?

Book a Quick-Solve Session to see how your business can grow without growing the chaos.

Let’s make your business work for you—not just because of you.