Start Your Journey Here – Transition Coaching
Law firms throughout the US and Canada have a significant proportion of baby boomer aged partners that control a large proportion of their law firm’s clients and revenues. For many law firms, their future success—and even survival—may depend on how they manage the transition of clients and revenue to the next generation of owners.
Aging of the workforce is a phenomenon that law firms can no longer ignore. The key to success in this new stage of life and work – renewal stage is how well a law firm can change its culture to allow this transition to take place. Transition coaching can be a key part of this new culture.
Law firms are facing a shortage, not a surplus of talented lawyers, so law firms must begin to phase out “retirement” as we know it. As a replacement, law firms need to explore how a staged reduction in work hours and responsibilities ahead of full retirement might work.
Aging is not just about people fifty and older; it affects lawyers of all generations. The combination of longer life expectancy and technological advances is opening new expectations and new possibilities for all lawyers. These new expectations are not only changing what it means to age, but it means changing how we approach new markets for both entry-level, mid-career and senior lawyers who are looking to transition within the profession and beyond.
Coaching offers a supporting context in which modern responsibility-based strategy and culture can flourish.