As your business evolves, things will be very different than when your law firm first began.
You will one day look around and realize gone are the days of sitting around the kitchen table with your entire team (all three of you). With more departments and team members, directly overseeing every individual becomes a futile endeavor.
So what’s the solution? Enter the middle managers: the bridge between you and your team.
But here’s the kicker: Those OG employees who sat around the kitchen table with you won’t always be thrilled about it. They remember the good old days working one-on-one with you, and going through another layer seems like a hassle.
However, if the managers you bring on are effective and competent, they can provide the direction your team needs without them constantly knocking on your door.
This is possible if you intentionally set the rules of engagement. Sure, you want to remain accessible, but not at the expense of your sanity or the growth of the business.
Some might resist this change, clinging to the past like it’s their life raft. But as a leader, you’ve got to put your foot down. This is the new regime, and it’s about growth and scalability. Either they adapt or they make room for those who will.
Reflecting on the past is all well and good, but dwelling on it like it’s the pinnacle of success? That’s just backward thinking.
Change is inevitable, and it’s not always a bad thing. In fact, it’s often a sign of progress.
So let go of the guilt, embrace the evolution, and lead your team into the future (or rather, empower those middle managers to help you do so).
After all, the best days are yet to come.
