Episode 502 — How to Protect Your Law Firm From the Wrong Executive Hires
A polished interview, a stack of glowing references, and an impressive resume can still land you the wrong leader for your firm.
In this episode of The Game Changing Attorney Podcast, Michael and Jessica Mogill dig into why leadership hires and promotions so often go wrong. From the star litigator who wants the corner office to the polished executive who interviews beautifully and then underdelivers once they’re in the seat, they trace the gap between performing well and leading well. This episode is a practical playbook for testing competency before you hand someone your team.
Here’s what you’ll learn:
- Why your best performer might be the wrong pick to lead your team
- How to test a candidate’s leadership skills before you commit to the hire
- What actually separates a great interview from real competency
Your next leadership decision is too expensive to leave to a good interview alone.
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Show Notes:
The biggest mistake in promoting someone is skipping the trial run entirely. “I don’t know that the time of the promotion should be their first time doing the thing you’re going to be asking them to do.”
Big-firm experience doesn’t always translate the way you’d expect. “When you’re bringing somebody who’s come from a much larger organization, they’re used to a different type of support structure within the business, and sometimes they’re used to having a ton of subject matter experts, teams, and departments.”
A mismatch in fit doesn’t necessarily mean you made a bad hire. “It’s just that it was a misalignment of expectations, and this is why they say hire slow, fire fast.”
The depth of someone’s answer tells you more than the answer itself. “People who are intimately involved with solving a problem can speak at a very detailed level about exactly what they did, how they approached it, and what the challenges were.”
Getting an honest reference means asking the question in a way that protects the person answering it. “I’ll send an email and say, hey, feel free to not respond to this email if you would not enthusiastically rehire this person.”
Connect with Michael
- Text directly at 404-531-7691
