"International Women’s Day is always a moment for reflection - on the progress we’ve made, the work still to do, and the responsibility we carry as leaders." Writes Alison Lobb, Managing Partner of Morecrofts.
By Alison Lobb, Managing Partner, Morecrofts Solicitors
International Women’s Day is always a moment for reflection – on the progress we’ve made, the work still to do, and the responsibility we carry as leaders.
This year’s theme, Give to Gain, resonates deeply with me. It isn’t just a slogan. It captures the philosophy that has shaped how I lead, how we build teams at Morecrofts, and how I think about sustainable success in business.
Importantly, this conversation is not just for women. Real progress happens when everyone engages, when leadership is inclusive by design, not by exception.
When leadership falls short
Early in my career, well before I joined Morecrofts, I experienced poor management. Not dramatic. Not intentionally harmful. But quietly damaging.
Time wasn’t invested. Decisions weren’t explained. Feedback only arrived when something had gone wrong. Development was something you were expected to navigate alone. If you survived, you progressed. If you didn’t, you quietly disappeared.
At the time I assumed that was simply how the profession worked. But looking back, I can see how much talent – particularly female talent – was lost not because of ability, but because of culture.
I have since met many capable women who stepped away from legal careers without fully being able to articulate why. Often, it wasn’t a single event. It was a gradual erosion of support, visibility, and opportunity.
Those early experiences taught me two important lessons:
- Poor leadership doesn’t just fail individuals – it weakens businesses.
- When given the opportunity to lead, we have a responsibility to do it differently.
Giving time: the most powerful investment
At Morecrofts, one of our core priorities is developing lawyers who are not only technically strong, but confident in their value.
That begins with something simple, and surprisingly rare: time.
Time to explain not just what we do, but why we do it.
Time to give constructive feedback early, not only when something goes wrong.
Time to listen properly when someone is doubting themselves.
Giving time does not always feel dramatic. It doesn’t show up neatly on a balance sheet. But the return is extraordinary.
When you give time, you gain:
- Stronger loyalty
- Better decision-making
- Higher retention
- Future leaders who lead with intention
Most importantly, you build a culture where people feel safe to grow.
Why this matters for women in law
The legal profession has made progress, but progress has not been even.
Women enter the profession in strong numbers. Yet too many disappear around mid-career. Not because they lack ambition or capability, but because the system can make progression unnecessarily difficult.
Women still face:
- Fewer visible role models in senior leadership
- Assumptions about commitment when caring responsibilities arise
- A lack of sponsorship, not just mentorship
- Barriers linked to health, wellbeing, and unspoken expectations
When leadership fails to recognise these realities, women don’t simply ‘opt out’, they are often pushed out. And when that happens, businesses lose exceptional talent.
Sponsorship: turning belief into action
One of the most important leadership shifts for me was understanding the difference between mentorship and sponsorship.
Mentorship is guidance.
Sponsorship is action.
It’s not enough to tell someone they are doing well. Leaders must actively:
- Put people forward for opportunities
- Trust them with responsibility
- Give them a seat at the table – not just a supporting role
At Morecrofts, we are intentional about creating stretch opportunities early, supporting lawyers as they build client relationships and take ownership of their work.
When you give opportunity, you gain confidence.
When you give responsibility, you gain capability.
When you give trust, you gain leaders.
What ‘Give to Gain’ looks like in practice
For me, ‘Give to Gain’ in leadership means:
- Giving clarity instead of assuming understanding
- Giving feedback instead of waiting for failure
- Giving flexibility instead of enforcing outdated norms
- Giving recognition instead of taking credit
It also requires leaders to give up something themselves.
Sometimes that is control.
Sometimes it is traditional ways of working.
Sometimes it is the belief that leadership means having all the answers.
The best leaders do not create followers. They create successors.
This is about business
Let me be clear: this is not about tokenism or kindness for its own sake. This is about building better businesses.
Firms that invest in people are more resilient.
Teams that feel supported perform better.
Organisations with diverse leadership make stronger decisions.
Giving is not a cost. It is a growth strategy.
At Morecrofts, our investment in people has strengthened our culture, enhanced our reputation, and supported long-term commercial success.
A challenge to leaders
On this International Women’s Day, my challenge to fellow leaders is simple:
- Who are you actively bringing through?
- Whose potential are you protecting?
- What are you prepared to give so others can gain?
Leadership is not defined by how indispensable you are. It is defined by how many people thrive because you were there.
When we give, we grow
I learned leadership by experiencing its absence. And that experience taught me something powerful:
When we give time, trust, and opportunity, we do not diminish ourselves.
We strengthen our teams.
We strengthen our businesses.
And we help create a profession where talent – regardless of gender – can truly flourish.
That is what “Give to Gain” means to me.
At Morecrofts we are growing our team, you can see our current vacancies here
If the right job your you isn’t listed, but you’re invested in joining our firm, send your CV to Sophie Wilson, sw2@morecrofts.co.uk