Change isn’t easy. But in today’s world, it’s a non-negotiable.

The legal industry is evolving rapidly, and nowhere is that clearer than in the rise of AI and technology-enabled work. For law firms, in-house teams, and the legal vendors and tech providers who support them, adopting new tools and workflows isn’t just about technology.

It’s about leadership. It’s about how you bring people with you on the journey, earn buy-in, reduce friction, and make change stick.

Whether you’re a law firm or legal team leader rolling out new AI tools, or a legal tech vendor helping clients adopt your solution, the way you lead change can determine whether your project succeeds or stalls.

The Foundation: Why change leadership matters.

Great leaders know change isn’t just a strategic move, it’s a human one.

People don’t resist change because they dislike new ideas; they resist because they don’t see what’s in it for them, fear the unknown, or lack trust in the process.

As a vendor or service provider, your success depends on your client’s adoption. If you want your solution to deliver value, you need to think about their change management too.

Foundational change management principles include:

• Clarify the why – Make sure the purpose behind the change is clear, meaningful, and connected to your team’s, firm’s, or client’s strategy.
• Plan with purpose – Assess what’s working, what’s not, and where culture will help or hinder progress.
• Engage authentically – Communicate with clarity and honesty. Create space for questions and concerns.
• Execute with flexibility – Prioritise psychological safety so teams can adapt and learn together.
• Reflect and reassess – Don’t treat change as a one-off project. Build in space to review, learn, and iterate.

(Source: OWLead Leadership Checklist – available in the free OWLaw Learning Community).

Bringing your team (and clients) on the journey.

If you want lasting change, especially with something as potentially disruptive as AI, you have to make it relevant to people.

Ask: What’s in it for them?

• Less admin, more thinking work
• Improved client outcomes
• Opportunities to develop new skills
• Reducing friction in workflows

For legal tech vendors, this mindset is essential. Adoption is rarely about features alone. It’s about how well you understand your client’s world, their pain points, workflows, and the human barriers to change.

Don’t just tell firms why they should adopt your tool, show them. Offer demos. Co-design pilots. Create forums for honest feedback. Make them partners in the change.

Our AI Readiness Checklist (available in the free OWLaw Learning Community) is built around these ideas. It encourages firms and teams to:

• Reflect on mindset and readiness
• Identify high-impact, low-effort wins
• Map needs and priorities
• Review existing tools and systems
• Collaborate to share knowledge and support adoption

AI adoption shouldn’t be all-or-nothing. It’s about small steps forward, getting comfortable with experimenting, reflecting, and building momentum over time.

Appointing change champions.

No leader – or vendor – can do it alone.

A proven strategy for managing change is appointing change champions. These are the people who:

• Are naturally curious or excited about the change
• Act as bridges between leadership and colleagues, or between vendor and client teams
• Support adoption by sharing wins and challenges
• Model openness and adaptability

For legal tech vendors, identifying and supporting these champions within client firms is vital. They help make change peer-led rather than top-down. They keep feedback loops open and encourage early problem-solving, reducing resistance before it grows.

The role of leadership.

Ultimately, leadership – whether you’re inside a firm, a legal team, or working to support one – is about creating the conditions for others to thrive.

When leading change:

• Anchor your plan in values. Why are you doing this? What problem is it solving? How does it serve clients, staff, and your purpose?
• Communicate simply and often. Avoid jargon. Make it human.
• Stay curious and adaptive. Listen for resistance or confusion. Adjust course as needed.
• Celebrate wins. Small successes build trust and momentum.

Change doesn’t have to be perfect. It needs to be intentional, collaborative, and built around people.

Ready to lead your next change?

At OWLead, we help legal professionals, teams, and vendors not just manage change – but lead it with clarity, confidence, and measurable impact.

You’ll also find ongoing support and resources in the free OWLaw Learning Community, including:

• The AI Readiness Checklist – Evaluate your team’s mindset, identify priorities, and plan for adoption.
• The Leadership Checklist – Build a structured, empathetic plan to guide your team through change.
• Access to expert-led webinars, templates, and practical tools to keep you and your team ready for what’s next.

Our services are designed to meet you where you are and support you every step of the way:

• Strategic Coaching – 1:1 and group coaching to clarify goals, build strategy, and maintain accountability during change.
• Online Learning – Flexible self-paced courses, with new programs on the way to support evolving industry needs.
• Workshops & Team Programs – Facilitate alignment, develop skills, and embed change-ready culture across your team.
• Advisory Services – Tailored guidance to review, plan, and optimise your strategy, systems, and client experience.

Change isn’t something to survive. It’s an opportunity to grow – together.