What Drives Strong Teams Under Law Firm Leadership Today
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- 3 days ago
- 7 min read
The legal world is moving rapidly, and firms feel the impact of this shift every day. New technology, rising client expectations, and global pressure all shape how lawyers work and grow. Many firms now face the same question.
How do you lead well in a field that changes this quickly? Strong guidance matters more than ever, because good decisions and steady teams help firms keep their edge in a crowded market.
This is where Stéphane Lemarchand's experience offers real value. Stéphane is a Senior Partner at DLA Piper in Paris, one of the largest global law firms.
He has spent over 25 years advising major companies on digital change, IT projects, and complex tech disputes. His work covers intellectual property, outsourcing, data protection, and digital rules.
Earlier in his career, he helped build Bird and Bird’s Paris office and shaped his early practice in technology law. He leads with a people-first mindset and believes trust, teamwork, and shared goals are the core of lasting success.
In this article, we'll look at how Stéphane built his career, how he sees success, and what today's lawyers can learn from his ideas. We'll explore the skills that matter in Law Firm Leadership, why teamwork drives long-term growth, how firms can hire more effectively, and what mindsets will guide the future of the profession.
How Stéphane Lemarchand Built His Technology Law Career and Influenced Law Firm Leadership
Some careers start with a clear plan, but Stéphane Lemarchand didn't. No one in his family was a lawyer, and he had barely any knowledge of what the job entailed.
He joined law school by chance, but soon found something that caught his attention: intellectual property law. That small spark shaped his entire career.
Early Fascination with IP and Technology
In the early 1990s, technology and law began to intersect. Software protection and database rights were new ideas, and people were still figuring them out. Stéphane found this mix of creativity and legal thinking exciting.
One of his professors noticed his curiosity and guided him to explore these new topics. Together, they studied how the law could protect software and digital data. Back then, it was called IT law.
Today, it's what we know as data and AI law. That early exposure helped Stéphane see the future before most people did.
Founding the Paris Office of Bird & Bird
During the internet boom of the late 1990s, Stéphane helped launch Bird & Bird's Paris office. The firm was expanding across Europe, and his focus on technology made him a perfect fit for the role. Through dedication and client trust, he quickly stood out.
One day, he was simply told he'd become a partner. There was no big process, just recognition of hard work and growing responsibility. His love for technology, law, and client work made the decision easy for the firm.
What Success Means as a Partner
For Stéphane, real success isn't just about billing hours. It's about:
Putting clients first and keeping them happy.
Delivering quality work on every case.
Earning respect from clients and peers.
Above all, it's about helping others grow.
Building Teams, Not Lone Wolves
Stéphane believes no partner succeeds alone. He values teamwork, open discussion, and shared goals. For him, leadership means building people, not just profits. That's how he built lasting success at DLA Piper.
What Makes Law Firm Leadership Different from a Successful Partner Role
Being a strong partner doesn't automatically make someone a good leader. Both roles require effort, but leadership demands a broader skill set.
The Core Skills That Matter
A leader's job goes far beyond billing or managing clients. It's about guiding people and shaping direction. The key skills include:
Strategic thinking: Seeing the bigger picture and setting a clear path forward.
Team alignment: Bringing together people with different ideas and getting them to move in one direction.
Openness: Listening, learning, and being honest when something doesn't go as planned.
Integrity: Acting with fairness and earning genuine trust from others.
Resilience: Staying steady through challenges and change.
Leaders also need to remember one truth: it's no longer about them. Once you lead, your role is to serve the team and protect the trust others place in you.
Why Leadership Needs More Than Numbers
For years, many firms promoted their highest earners into management. But being a top biller doesn't mean you can lead people.
Leadership requires a balance of strategy, empathy, and patience. Today, law firms are learning to value those who can plan for the long term and build strong, connected teams.
The Difference in Firm Cultures
US and European law firms often think differently. US firms typically focus more on short-term results, while European firms consider the broader strategy. Both have their strengths, but lasting success needs both vision and structure.
The most successful firms combine sharp business acumen with genuine leadership. They invest in people, plan, and think globally.
When leadership focuses solely on profits, growth eventually stalls; however, when it's driven by purpose and trust, the firm continues to move forward, stronger and more united.
How Law Firm Leadership Can Make Lateral Hiring Work
Lateral hiring can bring new energy and clients to a law firm, but only if it is done with a genuine purpose. Too often, firms rush to hire without asking the right questions or planning what happens next. The real success comes from preparation, teamwork, and proper integration.
Start With a Clear Purpose
Every new hire should be connected to a larger plan. Before deciding, firms should ask:
Why are we hiring this person?
What specific gap or goal will they help achieve?
How will this role strengthen our client work or long-term strategy?
Without clear answers, even a strong candidate can lose direction. Hiring someone should solve a problem, not create one. A focused plan provides both the firm and the new partner with a solid foundation for growth.
Don't Overlook the Team Factor
When a partner joins alone, it's worth taking a closer look. Strong lawyers often work best as part of a team. They already have trust, balance, and rhythm together.
A partner who works well with others typically adapts more quickly and integrates into the culture more easily. On the other hand, someone used to working alone may struggle to connect in a collaborative setting.
Make Integration the Priority
Recruitment isn't the finish line; it's the starting point. After hiring, firms should allocate time to help the partner settle in. A simple 100-day plan can help through:
Meetings with colleagues and clients.
Joint planning sessions with practice groups.
Clear communication about firm culture and values.
This approach helps both sides build trust and find a shared rhythm.
Redefine What Success Looks Like
Success isn't just about bringing old clients. It's about creating new opportunities together. When firms view hiring as a partnership, rather than a transaction, both sides benefit. That's how lasting success starts.
What Skills and Mindsets Will Shape the Future of Law Firm Leadership
The legal industry is changing fast. Clients now expect more than well-written contracts or strong legal arguments. They want lawyers who understand business, think strategically, and help solve real problems. Firms that adapt to this mindset will stay ahead of the curve.
Expanding the Role of Legal Services
Lawyers can no longer focus solely on legal rules. Clients need them to help manage risks, plan strategies, and shape decisions. This broader approach requires combining different skills.
Strategic Thinking: Clients seek advice that enables them to make informed, confident long-term choices. A good lawyer connects the legal side with the bigger business picture.
Regulatory Understanding: Rules and policies are constantly changing. Lawyers must keep up and help clients stay compliant while moving forward confidently
When firms mix these skills, they become trusted partners, not just advisors who step in during a crisis.
Using Technology, the Right Way
Artificial intelligence has revolutionized the way lawyers work. It's not replacing people, it's helping them work smarter. AI can handle research or routine reviews, leaving lawyers free to focus on judgment, creativity, and empathy.
The key is to use technology wisely, rather than relying on it blindly. The best lawyers combine human insight with smart tools to deliver better, faster results.
Building a Culture of Trust and Flexibility
Remote and hybrid work have changed how teams connect. Success now depends on open communication, shared goals, and trust, not office attendance.
When leaders trust their teams, people take more ownership and perform better. It's less about control and more about cooperation.
The Core Principles That Still Matter
Amid all these shifts, the essentials remain the same. Quality, integrity, and teamwork will always matter. And so will enjoyment. When lawyers genuinely enjoy what they do, they work more effectively, think more clearly, and build stronger relationships. That's what keeps a firm thriving.
Conclusion
Law Firm Leadership plays a big role in how a firm grows and supports its people. The ideas we explored show one simple truth. Strong firms succeed because their leaders focus on trust, quality, and steady progress. They guide teams with care and keep everyone moving in the same direction.
The future will bring new demands, and firms must adjust. Clients now expect lawyers to understand business needs, manage risks, and anticipate future needs.
They also want clear advice that helps them act with confidence. AI will also shape daily work, but it won't replace judgment or empathy. It's a tool, and when lawyers use it wisely, it frees time for deeper thinking and better client work.
Teamwork sits at the heart of real success. Partners can't grow alone, and no firm can thrive without strong teams. When leaders build trust, share clear goals, and foster open communication, people work more effectively and feel more connected. That sense of connection pushes the whole firm forward.
Change is inevitable, and plans will sometimes shift. However, firms that remain curious, thoughtful, and people-focused will handle change with greater ease. Enjoying the work also matters. When lawyers take pride in their work, they bring more care and energy to each task.
Ultimately, leadership isn't about status. It's about small, steady actions that build a healthy culture and help people grow with confidence.
FAQs
What role does empathy play in Law Firm Leadership?
Empathy helps leaders understand real pressures inside a team. It builds trust and encourages open talk. When people feel heard, they work more effectively and remain more committed.
Why does Law Firm Leadership need a long-term mindset?
Short wins help, but they don't build stable teams. Leaders who plan protect the firm from sudden changes and guide people through complex work with more clarity.
How does Law Firm Leadership handle conflict inside teams?
Good leaders face conflict openly and honestly. They bring people together, clear misunderstandings, and set shared goals that help the team move forward with less tension.
How can Law Firm Leadership support lawyers during industry shifts?
Leaders explain changes clearly and ensure that people understand what matters most. They give teams the tools and guidance needed to adjust without feeling overwhelmed.
Why does mentoring matter in Law Firm Leadership?
Mentoring helps build stronger skills and deeper trust. It gives lawyers a safe space to ask questions, test ideas, and grow with confidence.
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