Coaching Engagements

STRUCTURED COACHING FOR LAW FIRM PROFESSIONALS

My work with law firms centers on clearly defined coaching engagements. These engagements are designed to support attorneys, practice leaders, and legal staff as they navigate the demands of complex work, competing priorities, and high-stakes decision-making.

Coaching engagements provide a disciplined, confidential space to examine how work actually gets done—and how performance can be sustained over time.

What I Mean By "Coaching Engagement"

A coaching engagement is not a pilot, a training program, or an open-ended conversation.

It is a professional relationship with:

A defined scope and purpose.
A clear time horizon.
Structured sessions.
Practical application for live work.
Professional boundaries and confidentiality.

Engagements are designed to support real decisions, real pressures, and real accountability.

Who coaching engagements are for:

Coaching engagements are appropriate for:

Partners balancing leadership responsibilities, client demands, and firm operations.
Associates managing heavy workloads, evolving expectations, and competing priorities.
Paralegals and legal assistants coordinating complex, high-volume work.
Legal teams seeking more effective collaboration and communication under pressure.

They are not remedial.
They are not performance management.
They are not therapy.

They are for capable professionals who want to work more effectively within demanding systems.

SCHEDULE A CONVERSATION

ENGAGEMENT STRUCTURE

While each engagement is tailored, most follow a similar 5-session structure:

1. Initial alignment.

The engagement begins with a clear definition of focus, context, and desired outcomes. This ensures the work is relevant to both the individual and the firm.

2. Ongoing coaching sessions.

Sessions are held on a regular cadence over a fixed period. Coaching conversations focus on current work, decisions, relationships, and pressure points.

3. Application and reflection.

Between sessions, clients apply insights directly to their work. This is where durable change occurs—not in the conversation itself, but in practice.

4. Integration and closure.

Engagements conclude with reflection on what has shifted and how the work will continue beyond the coaching relationship.

Core focus areas:

Coaching engagements typically focus on one or more of the following areas:

Strategic Conflict Management

Time Allocation and Workload Control

Support for navigating professional disagreement with clarity and credibility—whether with colleagues, clients, or opposing counsel.

Work in this area helps participants:

Recognize default conflict patterns.
Assess others’ positions strategically.
Respond deliberately rather than reactively.
Preserve momentum and working relationships under pressure.

Time Allocation and Workload Control

Structured support for gaining control over workload intensity and competing demands.

This work focuses on:

Establishing realistic priorities and boundaries.
Improving work patterns around time and task allocation.
Reducing reactive decision-making.
Supporting consistent execution during peak demand.

Attention Management Under Competing Demands

Coaching to strengthen focus and decision quality in high-interruption environments.

Participants work on:

Identifying cognitive patterns that fragment attention.
Developing practical strategies to regain focus.
Creating prioritization systems that remain effective under pressure.

Specialized Engagement: Capacity Stabilization

In some cases, law firm professionals experience sustained overload that begins to affect decision-making, engagement, or professional direction.

A specialized, standalone engagement may be appropriate to:

Stabilize capacity.
Restore clarity.
Evaluate next steps thoughtfully.

These engagements are assessed individually to ensure appropriateness and are not combined with other topics.

ENGAGEMENT LENGTH AND SCOPE

Based on the focus and complexity of the work, engagements are typically structured as follows:

Single focus area engagements
Five-session engagements centered on one primary area of focus.
Blended focus engagements (two areas)
Eight-session engagements that allow for integration across related focus areas.
Blended focus engagements (three areas)
Eleven-session engagements designed for more complex roles or broader capacity-building goals.

Final structure is determined collaboratively to ensure alignment with role demands, organizational context, and the nature of the challenges being addressed.

How Coaching Supports Firm Priorities

Well-designed coaching engagements can support:

Improved decision quality under pressure.
More effective use of time and attention.
Reduced friction and unresolved conflict.
Greater sustainability among high performers.

While coaching is confidential, engagement goals can be aligned with broader firm priorities when appropriate.

Coaching engagements may be structured for:

Individual attorneys, leaders, or staff.
Small cohorts within a practice or function.

Cohort engagements preserve confidentiality while allowing participants to benefit from shared language and perspective, while still focusing on individual application.

Begin a Conversation

If you are considering coaching support for your firm, I welcome the opportunity to discuss your priorities.

schedule a conversation

COACHING ENGAGEMENTS

STRUCTURED COACHING FOR LAW FIRM PROFESSIONALS

ENGAGEMENT STRUCTURE

Strategic Conflict Management

Time Allocation and Workload Control

Time Allocation and Workload Control

Time Allocation and Workload Control

Time Allocation and Workload Control

Time Allocation and Workload Control

Attention Management Under Competing Demands

Specialized Engagement: Capacity Stabilization

ENGAGEMENT LENGTH AND SCOPE

How Coaching Supports Firm Priorities

Begin a Conversation

This website uses cookies.