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Empowering the next generation of leaders: How law firms can build future talent

Category: Blog, Build a Digital-First Culture, Build Better Habits Webinar Series, Implement Continuous Improvement, Practice Management, Webinar / Video 26th January 2026

In the final episode of Series 4 of the Build Better Habits webinars, host Amy Bruce – Marketing Director at Osprey Approach – was joined by a panel of experts to discuss how law firms can develop, encourage, and inspire the next generation of leaders.

The panellists included:

This episode covered: 

  • Why developing future leaders matters for law firms
  • What Gen Z expects from employers
  • Practical ways to embed mentoring and coaching
  • How to create a culture that encourages leadership at all levels
  • Key qualities of emerging leaders
  • The impact of technology and AI on future leadership
  • Advice for aspiring leaders

Why leadership development matters now

Retaining talent is one of the biggest challenges facing law firms. Research from Barbri revealed that 48% of firms struggle to retain people, with Gen Z expectations cited as a key driver. The same study found that 86% of Gen Z lawyers say having a sense of purpose is essential to job satisfaction.

Jonathan Worrell shared insights from Barbri and Chambers research:

“74% of junior lawyers aspire to be partners, but 26% want a different path. Engagement drivers aren’t about pay – they’re about feeling invested in, receiving mentoring and coaching, and having opportunities for growth.”

Poll insights from the live audience

  • 57% of firms support leadership development through mentoring or coaching schemes
  • Formal leadership training and on-the-job experience followed closely behind
  • Top leadership qualities identified: client relationship building, strategic thinking, tech savviness, and emotional intelligence

Practical ways to empower future leaders

The panel shared actionable steps firms can take to nurture leadership talent:

1. Create clear career pathways

 Natalie Corten stressed the importance of transparency:

“Junior lawyers need to know what opportunities exist and how to progress. A clear, realistic career path helps them plan and stay motivated.”

 Practical idea: Publish a career roadmap internally that outlines progression routes and criteria for advancement.

2. Introduce layered mentoring programmes

 Justine Watkinson highlighted the value of structured mentoring:

“Mentoring benefits both juniors and seniors – it’s a two-way learning process.”

 Practical idea: Implement a formal mentoring scheme with defined tiers, pairing juniors with associates and associates with partners.

3. Offer early leadership opportunities

 Lara Manley emphasised giving juniors responsibility early:

“Committees and projects allow us to develop leadership skills in a safe space.”

 Practical idea: Create committees for CSR, wellbeing, or tech innovation and invite junior lawyers to lead them.

4. Embed feedback loops

 Jonathan Worrell explained why feedback matters:

“Feedback should come from a growth mindset. It’s about development, not criticism.”

 Practical idea: Schedule monthly feedback sessions rather than relying on annual reviews.

5. Celebrate leadership behaviours

 Nusrat Siddique stressed the importance of recognition:

“Small gestures like praising good ideas or showcasing achievements firm-wide encourage ambition and confidence.”

 Practical idea: Introduce a recognition platform or monthly spotlight to celebrate leadership behaviours.

Key qualities of future leaders

According to the panel and poll results, the most important skills for tomorrow’s leaders include:

  • Client relationship building – 70% of respondents ranked this top
  • Strategic thinking – anticipating challenges and finding solutions
  • Tech savviness – embracing innovation and digital tools
  • Emotional intelligence – building trust and collaboration
    Interestingly, specialist legal knowledge ranked lowest, highlighting the growing importance of soft skills and adaptability.

The impact of technology and AI

AI is reshaping the legal profession, but the panel agreed it should be embraced as a tool rather than feared.

  • Lara: “We’ve created a tech task force to explore AI solutions and involve staff at all levels.”
  • Nusrat: “Future leaders need digital fluency and training on AI risks, including data security.”
  • Jonathan: “Professional scepticism is vital. Lawyers must validate AI outputs and spot inaccuracies.”

AI can free up time for mentoring and strategic work, but human skills – empathy, communication, and judgement – remain irreplaceable.

Advice for aspiring leaders

The panel closed with practical tips for those looking to step into leadership roles:

  • Jonathan: “Be brave, get involved, and align your career with your passions.”
  • Lara: “Explore alternative routes like apprenticeships – there’s more than one path to success.”
  • Natalie: “Stay true to yourself and speak up. Your ideas matter.”
  • Nusrat: “Use your voice and advocate for your own development.”
  • Justine: “Find a firm that aligns with your values – culture and flexibility matter as much as career progression.”

Empower employees for long-term success

Leadership development is not a luxury – it’s a necessity for law firms that want to thrive. By creating clear pathways, embedding mentoring, and fostering a culture of inclusion and innovation, firms can build a strong pipeline of future leaders.

Watch the full episode on-demand now to hear more insights and practical advice from our expert panel.

Explore all four habits in our Build Better Habits webinar series, available on-demand now.