We have the privilege of working with partners from many law firms, assisting them in determining new opportunities in their career. They approach us because they are at a crossroads of sorts, and want our input regarding what options might exist. In some ways, this is the most challenging referral work we do.

What is the process?

We meet with each lawyer, frequently a few times, always respecting the highest level of confidentiality. In these meetings, we review the motivation for considering a change, discuss blue-sky scenarios, compared with the most realistic scenarios, and how we can be of assistance.

Motivation for change

Knowing the motivation for change is critical to taking any steps. Is this by choice or by necessity? Where are you at in your career arc: building up your practice, at the peak of success, or trending downward because of reasons beyond your control? Has a lack of motivation impacted your productivity and growth? Has your work environment changed so that there is an impact on your practice, on your book of business? Or perhaps you question whether your current firm is still the right platform from which you can truly thrive professionally.

The motivation is usually a combination of push and pull – i.e., a push from your current firm, which is no longer satisfying professionally/personally, and a pull to potentially greener pastures with more support, different colleagues, more money, more challenge, more/less structure, opportunity for more leadership and/or less administration.

Is there a good time?

By the time a partner will contact us, he/she will have been thinking, at times for over a year or two, about making a change, and its impact on his/her practice, on family. For those who have been practicing for decades at the same firm, the idea of leaving is jarring. As confident as some partners are in their client relations and as trusted legal counsel, they are anxious about taking the next step. Many colleagues in their current firm are true friends and a departure could impact these relationships. Their clients are embedded in several practice groups and their transferability is not certain; how confident are they that they can rebuild lost billings?

Our experience has been that in a new environment, a lawyer’s practice can indeed take on a new level of success – with their new “brand”, with new support from colleagues and without perceived/real barriers to personal and professional success.

What are your options?

Many partners have not really assessed their careers since being a young associate. If they have not changed firms since their articling period, they may have little insight into how firm cultures differ.

In fact, law firms have very different cultures and positioning in the market. The collaboration between practice areas, recognition for contribution, collegial support, reputation regionally/ internationally, practice area strengths.

For those who have a clear strategy regarding a next step, we explore how best to make that a reality. What opportunities are realistic in today’s market?

Changing firms: is the grass greener?

Each firm has a unique culture and assessing fit with that culture is a critical first step.

For those in a national firm, would a boutique or regional firm be an option – would it suit your clients? Would it suit your business development efforts?

With the expansion of specialized boutique firms, there are opportunities to evolve a traditional practice to a more entrepreneurial dynamic platform.

And conversely, for those in a boutique firm, a move to a national platform might generate benefits such as more international exposure and more diversity and stronger expertise in collegial support.

We accompany partners through the process of evaluating and managing expectations. Our insight into the different firms provides understanding into their expectations regarding: your transferrable book, the relevance of your client base, the need for your niche specialization, your fit with their culture… The transition can be attractive and accessible, rather than daunting.

Have you thought about a career outside of private practice?

How about a career outside of private practice – how would you deal with a change in compensation and quality of life? And have you thought about how to identify these new opportunities proactively? Is it realistic to think that you can achieve a better balance and create more time for interests outside of your practice?

Changing from private practice to an in-house position may not be a good move for everyone. Are the differences between in-house and private practice well understood – from a practice perspective, from a leadership perspective? Are you involved in the business decisions? How is the department positioned within the corporate culture? Can you leverage your legal practice into a business role? Are you prepared to put aside your legal “hat”?

And some partners might even need to take the time to assess if they truly enjoy practicing law. Can a passion/hobby be transformed into a career? Can small steps be taken towards transitioning from traditional legal practice – teaching, an entrepreneurial investment, a return to studies…

Taking the leap

The decision has been made and you are committed to making a move. (Once the seeds of discontent have been sown, they rarely disappear!)

There are best practices to help identify and confirm a new opportunity while still ensuring confidentiality and discretion: networking with a client to discuss joining his/her organization; networking with your friends and colleagues in other firms.

How do we, as recruiters, support you in these efforts? How do we communicate your interest, your motivation, your potential fit, your added value, your transferable skills? Each year, we have accompanied partners on the transition to their new career platform, and we will work through the above questions with you.

Let us know if you are ready to think about a move and we will work with you on writing the next chapter in your career success.

 

— Barbara Shore, President and Michel Ohayon, Senior Consultant