At certain times in the life of a law firm, it is necessary to release associates or partners from the firm—sometimes for performance reasons, often because of economics or changes to a firm’s core areas of practice.
Situations like these require care and discretion not only for the outplaced attorney but also for the firm.
The outplaced attorney deserves to be treated fairly, to depart with dignity and to be supported in finding a new position elsewhere.
At the same time, the firm stands to gain or lose credibility and its reputation from how the matter is handled. Law firms that handle the matter respectfully and well emerge with their reputations intact; those that bungle it will feel a ripple effect of negative consequences within the firm as well as outside of it.
Many law firms struggle to do the right thing, in large part because the rules, needs and implications involving attorney outplacements are different than the outplacement models used in all other businesses.
Drawing upon more than a decade as a human resources executive and internal coach to law firms and attorneys, Julie Paleen and her team of coaches at Paleen Consulting work confidentially with firms and attorneys to provide strategy and support through all phases of the outplacement process, resulting in a positive outcome for all.
Paleen Consulting’s outplacement coaching package provides one-on-one coaching to law firm leaders and outplaced attorneys that includes:
For Firms:
- Preparing and facilitating crucial conversations with the attorney, the staff, and others in the firm.
- Guiding firm leaders through all facets of the transition process.
- Consulting with firm leaders about a search strategy (if a replacement is to be hired).
- Developing a strategy to proactively address external communications and manage public relations with clients and key constituencies throughout the transition.
For Outplaced Attorneys:
- Working with the outplaced attorney on a search strategy so the lawyer secures the new position s/he desires in a timely manner.
- Providing one-on-one coaching to help the attorney and his/her family through the inherent. challenges and unexpected opportunities arising from the transition.
- Providing training in interview and networking skills and leveraging contacts.
- Negotiating the offer details once a new position is found.
Advantages of Paleen Consulting’s Attorney Outplacement Services
Attorneys in transition benefit from working with Paleen Consulting because they gain:
Time to transition.
Lawyers must have time in position. Time is a critical element in preserving the reputation of the lawyer and the firm. Lawyers and law firms “sell” their intellectual capabilities and their wisdom based on experience. Maintaining a high level of credibility is essential to the law firm’s public personae and critical to the lawyer seeking another opportunity. Time in position provides both the lawyer and the firm opportunity to strategize and manage the departure with an eye on “reputation preservation.”
Confidentiality and privacy.
Many traditional outplacement services are delivered in a group setting. Most lawyers, however, do not want to receive services in a group setting because it does not preserve confidentiality and because employment in the practice of law draws upon an entirely different model than that of other professions.
One-on-one coaching.
Many outplacement agencies provide very limited personal coaching, relying rather on streaming video or self-directed services. Lawyers desire and benefit from personal, face-to-face and one-on-one services in a private, confidential manner. In addition, we understand that professional transitions have an impact on one’s personal life; we coach attorneys through the professional issues that also affect family, lifestyle, finances and related matters.
Law firms benefit from Paleen Consulting’s Attorney Outplacement services through:
Internal communication management.
Law firms benefit from careful management of the internal communication of departures, which is critical in preserving relationships the lawyer will leverage and the law firm desires to maintain.
External communication management.
Proactively managing the public face of an attorney departure is critical in maintaining client expectations and the quality of the legal services. In turn, lawyers benefit as they will undoubtedly leverage relationships outside of the firm in identifying new opportunities.
Manage possible internal fallout.
Attorney departures can be stressful on colleagues and worrying to support staff. Law firm leaders benefit from having a proactive internal communication strategy in place to get ahead of the underground chatter, rumors and fear that fuel lost productivity and undermine firm leadership.
