A Guide to Executive Coaches for the Legal Profession
Critical to most successful people whether a politician, a business owner, a professional or an artist, they all rest on the bedrock of having along with them an advisers who plays a crucial part of their success. The logic seems to reflect over the reality that when one, or a group, is engrossed over something important or critical, the ability to think out of the box gets out of the question, and the likelihood of deciding over something severely substantial to alight themselves with a better analysis or a judgment, is fundamentally curtailed. We commonly call this blind spot. And we all have our blind spots and the reason why in our present economy, there is an increasing trend in top corporations toward hiring external coaches to work with senior level executives.
These executive coaches act not only as a sounding board but also conditions the group or the individual to a reality check. What they can do is provide support and validation to the group using their resourcefulness, their acumen, and their expertise.
Nowadays this trend of hiring a professional coach has caught up with the legal profession as well. These coaches help lawyers succeed in their careers because with the collaboration of the mentor they are able to put an edge on their performance. This includes even top performing lawyers who are more likely to achiever peak performances when they have a mentor.
Where traditional consulting ends, coaching picks up. And the difference is this. In a typical consulting relationship, a consultant will identify ways that you can achieve your desired objective. In this way, consultant do not act as mentors but as a role alleviator. What the consultant then ends up doing is detailing steps that are important for you to achieve your desire for your career. Sometimes the consultants even do the work for you to achieve their own ends.
This is not the case of a coach. The coach-coached relationship does not succeed if the type is like a more senior or experienced acts as an adviser or a guide to a junior or a trainee. A coach works with the person he is mentoring by providing support, feedback, and an alternative outlook and both does not really know where the discussions will lead them but usually this leads to something really beneficial. This will eventually help the lawyer to think is a different, unconventional way.
Executive coaches often charge a monthly fee and schedule weekly phone conferences with their clients. The fees of these coaches can run from a few hundred dollars up to several thousand dollars.