Leadership Can Come From Anywhere. A CFO Perspective
Leadership is often associated with titles:
Managing partner.
Practice group leader.
Chief executive officer.
Chief financial officer.
These roles carry significant responsibility, and the individuals who hold them are often viewed as the primary drivers of an organization’s culture and direction.
But leadership does not begin with a title.
In many organizations, the most meaningful leadership moments come from individuals who do not occupy the most senior positions. They come from people who bring perspective, empathy, creativity, and resilience to their work.
In the legal profession, where hierarchy can be deeply embedded in firm structures, recognizing that leadership can come from anywhere is an important shift in thinking.
At stage, we see this idea come up frequently in conversations with lawyers and legal professionals. The strongest teams are rarely built around a single voice at the top. They emerge when individuals throughout an organization feel empowered to contribute ideas, support one another, and lead in their own ways.
Leadership Is Not Always a Straight Path
When people look at successful careers, especially those that culminate in senior leadership roles, the story can appear deceptively simple.
From the outside, it may look like a clean progression from one position to the next. Analyst to manager. Manager to director. Director to executive.
But the reality behind many careers tells a different story.
Professional growth often involves unexpected turns, setbacks, and moments of uncertainty. Some leaders begin their careers in completely different industries. Others return to education later in life or discover their professional strengths through trial and experience rather than a predetermined plan.
Nonlinear career paths are far more common than most people realize.
Understanding this reality is important for the next generation of leaders in the legal industry. Career development is rarely about following a rigid blueprint. It is about continuing to learn, adapting to new opportunities, and remaining open to growth over time.
Authenticity as a Leadership Strength
Another misconception about leadership is that it requires fitting a specific mold.
Many professionals assume leaders must present themselves in a particular way. Highly polished. Always confident. Always certain.
In reality, some of the most effective leaders are those who embrace authenticity.
Authenticity allows leaders to connect with others in a meaningful way. When professionals are open about their experiences, challenges, and growth, they create space for others to do the same.
This dynamic builds trust within teams.
For lawyers and legal professionals, authenticity can be especially powerful. The profession often emphasizes precision, expertise, and control. While those qualities are essential, they can sometimes create environments where people feel pressure to hide uncertainty or vulnerability.
Leadership that embraces authenticity encourages a more human and collaborative workplace.
Focusing on People, Not Just Work
In many professional environments, productivity becomes the primary measure of success.
Meetings focus on deliverables.
Conversations center on deadlines.
Performance is evaluated based on output.
While results matter, leadership that focuses only on work can overlook something essential.
The people doing the work.
Teams perform best when individuals feel seen and valued. Leaders who make time to understand what is happening in their colleagues’ lives create stronger, more resilient organizations.
This does not require grand gestures. Often, it begins with simple actions:
Taking a moment at the start of a meeting to ask how people are doing.
Encouraging open conversations about challenges.
Recognizing the contributions of individuals across the organization.
These moments may seem small, but they signal something important. They remind people that they are more than their productivity.
In the legal profession, where workloads can be intense and expectations high, these human connections can have a meaningful impact on morale and performance.
Boundaries and Wellbeing in Leadership
Another theme that often emerges in discussions about leadership is wellbeing.
Many professionals learn early in their careers that success requires long hours and constant availability. Over time, these expectations can become deeply ingrained.
Yet sustainable leadership requires something different.
Leaders who maintain healthy boundaries often create better environments for the people around them. When professionals demonstrate that rest, reflection, and personal time matter, they model a more sustainable approach to work.
This does not mean lowering standards or reducing ambition.
Instead, it recognizes that people perform best when they have the energy and clarity to engage fully with their work.
In legal organizations, this shift in perspective can be transformative. Lawyers and staff who feel supported in maintaining balance are more likely to remain engaged, productive, and committed to their teams.
Leadership at Every Level
One of the most important insights about leadership is that it does not require formal authority.
Leadership often emerges through ideas, actions, and perspective.
A junior professional who proposes a creative solution to a problem is demonstrating leadership. A colleague who brings calm and clarity to a difficult conversation is demonstrating leadership. A team member who encourages collaboration across departments is demonstrating leadership.
These contributions shape the culture of an organization just as much as decisions made at the executive level.
When organizations recognize leadership at every level, they unlock a broader range of ideas and talent.
This is particularly important in the legal industry, where complex challenges require diverse perspectives.
The Power of Perspective
Many leaders reach their roles not because they followed a perfect path, but because they learned to connect their experiences into a larger perspective.
Challenges become lessons.
Setbacks become opportunities for growth.
Unexpected experiences shape how leaders approach problems.
This perspective allows leaders to guide others with empathy and clarity.
It also reinforces the idea that leadership is not about perfection. It is about continuous development and the willingness to learn from both successes and mistakes.
When professionals understand this, leadership becomes more accessible.
Instead of feeling reserved for a select few, it becomes something that anyone can develop over time.
Continue the Conversation
Leadership in the legal profession is evolving. Organizations are recognizing that effective leadership is not defined solely by hierarchy or titles. It grows from authenticity, empathy, and the ability to bring people together.
To explore these ideas further, listen to the episode “Leadership Can Come From Anywhere (with Baker McKenzie CFO, William Washington III)” on So Much To Say: A Legal Podcast For People.
In the episode, Megan Senese and Jennifer Ramsey speak with William Washington III, the Global CFO of Baker McKenzie, about his journey to leadership and the lessons he has learned along the way.
Washington oversees more than $3 billion in revenue across more than 75 offices worldwide and leads thousands of professionals across the firm. His path to the C-suite was anything but traditional, shaped by resilience, authenticity, and a deep commitment to people-centered leadership.
The conversation explores how leaders can support their teams, why authenticity matters in professional environments, and how anyone in an organization can contribute to stronger leadership.
