Uncovering leadership style is essential for small and mid-sized law firms, especially in estate planning and elder law. In these practice areas, leadership often looks very different from what you might expect — and understanding those differences can transform how your firm operates and grows.
Most attorneys step into leadership the same way young litigators step into their first courtroom: with several years of technical training, but little preparation for the human side of the role. Law school teaches you about the legal technical aspects of the law, not how to inspire a team, navigate clashing personalities, or balance competing priorities.
So, how do lawyers learn to lead? More often than not; through trial, error, and a lot of personal grit. As it turns out, the kind of leader you become has less to do with a textbook definition and more to do with your natural behavioral tendencies. In the world of small and mid-sized law firms, especially in estate planning and elder law, leadership looks different than you might expect.
Over the last 25 years, we’ve analyzed hundreds of DISC behavioral profiles from attorneys, and what we found challenges the popular image of a “strong, no-nonsense” law firm leader, and actually reveals a fascinating truth about what actually works best in estate planning and elder law practices.
The Myth of the One-Size-Fits-All Leader
The stereotype? A bold, commanding personality that drives results at all costs. Hates to lose and steamrolls people who get in their way.
The reality? Estate planning and elder law firms often thrive under a variety of leadership styles, including more empathetic, inclusive, and highly collaborative styles. These leaders may not dominate a room, but they excel at building trust, fostering stability, and creating work environments where both clients and staff feel cared for and heard.
In fact, our research shows a healthy mix of results-driven leaders and relationship-oriented leaders in these practices. While that diversity does bring strength, it also comes with its own set of hurdles.
Eight Leadership Styles You’ll Find in Estate Planning and Elder Law
According to Sugarman, Scullard and Wilhelm, authors of The 8 Dimensions of Leadership, their are eight distinct leadership styles, each with unique ways of managing teams, making decisions, and serving clients. Here they are along with some of their most characteristic behaviors:
- Commanding Leader (D) – Confident, results-oriented, decisive. Great at moving mountains, but can overlook team morale.
- Pioneering Leader (DI, ID) – Visionary, charismatic, growth-focused. Inspires big ideas but needs detail-oriented support to follow through.
- Energizing Leader (I) – Outgoing, optimistic, great at relationships. Builds rapport easily but can struggle with structure.
- Affirming Leader (IS, SI) – Empathetic, team-focused, trusted by clients. Avoids conflict, sometimes at the cost of results.
- Inclusive Leader (S) – Steady, collaborative, dependable. Creates harmony but resists change.
- Humble Leader (CS, SC) – Quiet, service-oriented, stable. Avoids ego-driven decisions, but may hold back on growth opportunities.
- Deliberate Leader (C) – Analytical, precise, methodical. Ensures accuracy but risks creating a rigid culture.
- Resolute Leader (DC, CD) – Logical, accountable, results-focused. Keeps projects on track but can be overly critical.
Why Estate Planning and Elder Law Are Different
Compared to litigation-heavy practices, estate planning and elder law firms lean toward leadership styles that value relationships over relentless competition. The Affirming, Inclusive, and Humble Leaders are particularly common, likely because client needs in these areas require the building of empathy, patience, and trust.
It’s not that bold, high-energy leaders don’t succeed here, they do. However, their impact is greatest when balanced by more detail-oriented team members and a genuine commitment to client care.
Conclusion
Estate planning and elder law firms prove there’s no single formula for great leadership. The leaders who thrive aren’t the ones who fit a mold, they’re the ones who know themselves, play to their strengths, and build teams that complement their weaknesses.
No leadership style is “better” than another, but self-awareness is the multiplier that makes any style more effective.
- If you’re results-driven, temper your drive with appreciation and empathy.
- If you’re people-focused, have the courage to give negative feedback when needed.
- If you’re process-oriented, take calculated risks that open the door to growth.
For a deeper understanding of the eight DISC leadership styles, and practical tips for applying them in your firm, download our whitepaper Defying Expectations: The Unexpected Truth About Estate Planning & Elder Law Attorneys.
