I practiced law at big firms in NYC for many years following a federal judicial clerkship. Over time, I realized that while I enjoyed counseling the senior executives at my corporate clients, my true passion focuses more on helping individuals reach their goals.
I left private practice to work as a legal recruiter for several years and then, after finding myself spending much of my time doing de facto career transition coaching, segued into formal coaching full-time. I have been privileged to coach various kinds of lawyers– partners, associates and in-house. My work now spans both career transition coaching and executive coaching. I help people be as successful as possible at work, focusing on whatever skills and habits they need to make that happen (e.g., feedback, time management, delegation and supervision, intergenerational and other communication, executive presence, stress management, business development).
My management / business training is from U Penn’s Wharton School of Business (with high honors), and my law degree is from the University of Michigan (with honors). My coach training certification program is the ICF-accredited Institute for Professional Excellence in Coaching (iPEC). I have also earned SHRM’s Senior Professional of Human Resources (SPHR) certification.
In terms of assessments, I am pending certification as a Master Practitioner of the Energy Leadership Index (ELI). I am also certified to administer (and I regularly use…) the Myers-Briggs Type Indicator (MBTI), both Step 1 and Step 2.
Most of my coaching work is with lawyers. Occasionally, my former coachees refer non-lawyers to me for coaching. I accept those engagements only when I believe I can add the most value to these people. I invite you to read the testimonials from some of the lawyers I have helped at https://www.linkedin.com/in/laurenkrasnow.
I start with a mutual “chemistry check,” as coaching is such a close relationship that personal chemistry is essential. Once the lawyer and I decide to work together, we define a big picture goal, and we collaborate during each session to identify an interim smaller goal that is achievable and realistic, with homework and accountability built into the process. I use assessments and self-directed exercises as appropriate. The specific details about meetings/frequency/time frame depend on the situation; most of my engagements are in increments of 3-, 6- or 12 months.
I expect my clients to be as honest as possible about their motivation levels and about what’s going on in their lives. I also expect them to give me feedback about our coaching sessions so we can recalibrate our approach and goals as necessary.
I find that many lawyers are already acutely aware of their strengths and weaknesses and have clarity as to the behaviors or beliefs they would like to change. When external feedback is required, I do a 360-type feedback analysis with relevant stakeholders.
Career Transition Coaching: I have coached hundreds of lawyers through their career transitions. This comprises two distinct parts: (1) helping people identify their career options and preferences, and (2) helping them with the job search process. A major component of the latter is networking. My coachees regularly tell me that my networking help was invaluable and that, if they had known at the outset how much easier we could make networking vis a vis their expectations, they would have started the job search process years earlier.
Executive Coaching: A female lawyer was struggling with the feedback that she needed to work on projecting confidence and on her “executive presence.” Over a period of several months, we worked together to identify and explore various incidents where she felt that she had/had not been sufficiently confident and assertive. We started by using simple situations in her personal life and moved on to increasingly complex work situations. We ultimately role-played and practiced challenging situations that she would likely encounter in her job. She left our coaching engagement with greatly enhanced confidence and has exceeded all performance expectations.
Honest communication, combined with motivation. Transformation happens only when the coachee is motivated and committed to doing the agreed-upon work between sessions, and also when the coachee is honest with me about his or her experiences and challenges.
Fees vary, depending on the goals and engagement. Please contact me to discuss your situation.