Do You Have a Gerald or Geraldine in Your Firm? (Re-visited for 2025!)

When we first started The CS Partnership in 2012, we used to talk to our clients about their internal “Geralds and Geraldines”.  We were fond of the name Gerald, but hadn’t met either a Gerald or Geraldine in a law firm, so we felt safe to use the names without causing offence!

Nearly 13 years later, it’s still a relevant conversation that we have! In every law firm, there’s often a Gerald or Geraldine - those well-meaning but change-resistant colleagues who quietly (or not so quietly) block progress.  They’re not malicious or lazy, and in fact, they’re often the most experienced and respected professionals in the room.  But when it comes to law firm change management, they can be a major obstacle to legal tech adoption and innovation.

Who Are They?

These individuals are the ones who say things like:

• “We’ve always done it this way.”
• “That won’t work here.”
• “Our clients don’t want that.”
• “My work is bespoke”.
• “We tried that once and it didn’t work.”

Sound familiar?

Why They Matter

Geralds and Geraldines influence team culture, shape junior lawyers’ attitudes, and often control legacy processes.  If they resist change, it can derail entire projects.  Addressing resistance to innovation in law firms is essential for progress.

What’s Changed in 2025?

The pace of transformation in the legal sector has accelerated. From digital onboarding and AI-assisted drafting to evolving compliance requirements, law firms are under pressure to modernise.  Yet, resistance remains.  We've seen Geralds and Geraldines push back against:

• Digital onboarding platforms
• Enhanced due diligence tools
• Workflow automation
• New regulatory requirements

What Should Law Firm Leaders Do?

Here’s how to turn blockers into believers:

• Identify Your Geralds/Geraldines Early. They may be quietly non-compliant or vocally resistant, but recognising them is the first step.
• Don’t Dismiss Them, Engage Them. They often have valid concerns.  Involve them early and make them part of the solution.
• Show, Don’t Tell. Use data and case studies to demonstrate how innovation improves outcomes.
• Give Them a Role. Make them champions of change. Ownership fosters support.
• Be Clear About the 'Why'. Explain the benefits: better compliance, improved client service, and reduced admin.

Final Thought

Every law firm has a Gerald or Geraldine.  The question is: are they holding you back, or helping you move forwards?We are experts at helping lawyers overcome resistance to innovation in law firms.  If you’re navigating team challenges, contact us on enquiries@thecspartnership.com or visit our website www.thecspartnership.com.