Overview
This guide walks admins through launching Legl at your firm, from initial kick-off through to go-live and ongoing adoption. It covers roles, timelines, implementation steps, training, and communication best practices.
Most firms go live within 2–4 weeks of signing, with some firms live in as little as one week depending on size and rollout approach.
Before you start
Name the people who'll lead the change:
Assign a Success Owner to lead the Legl project internally
Assign an Executive Sponsor to provide active senior backing throughout the launch — not just sign-off at the start
Name a change champion at your firm (often the same person as the Success Owner in smaller firms; a separate role in larger ones) to carry the launch internally, day to day
Identify a power user in each department who'll be the local expert their colleagues turn to first
Get aligned on what success looks like:
Agree on objectives and success metrics for your Legl rollout
Confirm your rollout approach: All Out (firm-wide from day one) or Phased (pilot team first, then expand)
Prepare yourselves and the firm for the change:
Read Leading change at your firm when launching Legl — the Success Owner, Executive Sponsor, and champion should all work through it before kick-off
Send appropriate communications to your firm, so that they know what's coming (template in the internal communication templates)
What you will be able to do
Lead a structured Legl launch with clear roles and responsibilities
Configure Legl branding, workflows, and payment settings
Plan and deliver training that fits how your team learns and works
Communicate the launch internally and to clients
Transition into live operations with confidence
Embed the change and review adoption over the first 90 days
Roles and responsibilities
Your firm
Success Owner: Leads the Legl launch project and ongoing adoption. They are familiar with the Legl setup and facilitate training and internal change management.
Executive Sponsor: Provides sign-off and guidance on timelines, change management, and the scope of the Legl implementation.
Change champion: Carries the launch internally, day to day. Often the same person as the Success Owner in smaller firms; a separate role in larger ones.
Legl team
Launch Manager: Ensures your firm is set up for success from launch to adoption and growth. Partners closely with your Success Owner(s) to drive adoption.
Customer Support: Available to answer questions, provide product or technical support, and assist with configuration.
Key phases of the launch
1. Pre kick-off
The Legl Enablement team sets up your account, applies firm branding, and configures default workflows in preparation for launch.
Change work running alongside: Name your change champion and identify power users in each department. Send an awareness message to the firm so people know what's coming and why — don't let kick-off be the first time most of the team hears about Legl.
2. Kick-off call
You will be introduced to your Legl Launch Manager, align on goals and success metrics, and review the agreed launch plan.
Recommended attendees: 2x firm Success Owners, Executive Sponsor, and any influential or consultative members.
Agenda:
Introduction to your Launch Manager
Reconfirm objectives
Align on the launch plan, timelines, and dependencies
Determine next steps and ownership
Change work running alongside: Agree the audience map for the rollout — who needs to hear what, when, and through which channel.
3. Implementation
Workflows are configured and payment features are set up if applicable. This phase focuses on tailoring Legl to your firm's processes. Legl's implementation can be completed in as little as 24 hours once workflows, branding, and users are configured.
Change work running alongside: Use the configuration choices as a chance to involve any potential power users from each department — they have the matter-type knowledge that makes workflows fit real practice. Their early involvement also turns them into informed advocates by the time training comes around.
4. Training
Admin and user training is delivered through live sessions or recordings to familiarise teams with the platform. See the Training section below for detail.
Change work running alongside: Send a pre-training comms explaining why the firm is changing, not just what training to attend. The pre-training message often shapes how willing people arrive on the day — explain the why and you change the energy in the room.
5. Go-live
Legl is introduced into live operations. Announce the launch, share a checklist of tasks for teams, and monitor early activity.
Change work running alongside: Make support visible. The first week after go-live is when the firm decides whether help is genuinely available. Visible support builds trust; absence of visible support breeds workarounds.
Launch checklist
1. Pre kick-off
Your firm
Assign Success Owner and Executive Sponsor
Agree objectives and success metrics
Confirm rollout approach (All Out or Phased)
Legl
Schedule the kick-off call
Set up your firm's Legl instance
Apply firm branding
Configure default workflows
2. Kick-off call
Introduction to your Legl Launch Manager
Alignment on goals and success metrics
3. Implementation
Your firm
Complete Adyen (payment provider) registration (if applicable)
Build and customise workflows
Add and manage user roles
Review and approve configuration
4. Training
Arrange admin and user training
Share training materials
Deliver training sessions
Collect feedback and respond to queries
5. Go-live
Notify internal stakeholders
Begin using Legl in live operations
Monitor early activity and resolve issues
Schedule a post-launch review
Training your firm
Successful implementation relies on informed, educated, and confident users. Training can be delivered via live sessions, on-demand resources, or firm-created materials.
Admin training
Duration: 30–45 mins via Zoom
Audience: Admins (Success Owners / Heads of Department)
Covers: Adding users, setting permissions, building workflows, using Compliance Dashboard
User training
Duration: 30–45 mins via Zoom
Audience: Users of onboarding, risk, and compliance tools
Covers: Sending workflows, client experience, reviewing completed workflows
Maximising the impact of training
Pre-training communication: Explain why the firm is implementing Legl, the benefits it brings, and how training will support users in their day-to-day work
Set expectations: Clearly communicate who needs to attend training and any deadlines around the rollout
Post-training Q&A sessions: Create opportunities for users to ask questions and provide feedback after training is complete
Find your super users: Identify power users who can champion adoption and assist with further change management across the firm
Communication
Strong launches communicate three things clearly:
the big idea (what Legl is and why we're adopting it),
what's in it for me (how it will improve each person's day-to-day), and
what it will feel like (what they'll stop, start, and continue doing).
You should also update client-facing documentation such as client care letters and terms of business to explain the use of Legl for secure digital identity verification, online payments, and document sharing.
What to do next
Schedule a post-launch review with your Launch Manager
Monitor adoption and gather feedback from users
Explore additional Legl features with your Customer Success Manager
ℹ️ Further guidance
Visit the Legl Help Centre for a full library of guides, or contact our Support team for assistance.
ℹ️ Important
Most firms go live within 2–4 weeks of signing. Implementation can be completed in as little as 24 hours once workflows, branding, and users are configured.
Only users with Administrator access can manage workflows, add users, and configure firm settings.
The Success Owner should be familiar with the Legl setup before training begins, to support their team effectively.
Resistance is information, not a problem. Listen to it, address what's valid, and use it to refine your approach. Generic reassurance doesn't work; specific responses to specific concerns do'