Steven Cline
May 6, 2016
Coaching sounds like something you do on a soccer field, not in a law office. However, firms are adding internal coaches to their staff at an increasing rate. In a PD Quarterly article, Jim Moore discusses why some firms might consider adding one to their payroll. Osler offers internal coaching but Career Development Officer Steve Cline says not all employees initially buy into the idea. “Constant reinforcement of the confidentially message (was key),” says Steve.
Internal coaches are put on staff to provide confidential guidance to the firms employees. They work to support and help staff map out the best way to reach their career goals. Before adding a coach it is important to first decide if it makes sense. When moving forward firms need to also ensure that all coaching is done confidentially. Steve noted that without constant reinforcement, most programs won’t get off the ground.
“(It helped alleviate) some skepticism as to whether associates could really trust that my work with them would be confidential,” says Steve.
Coaching can ultimately benefit a firms retention rates. This is due to the coach’s ability to help associates normalize their work experiences. Coaches can also provide tools and reassurance to those who may have one foot out the door.
“Lawyers who feel supported throughout their career journey end up being either partners at a firm or happy alumni,” says Steve.
To find out if it is time for your firm to add an internal coach, read Jim Moore’s article, “Is it time to add a coach to your team?” [PDF] from the May 2016 issue of PD Quarterly.