I support lawyers in managing their professional development and career transitions. With deep ties to the San Francisco Bay Area legal community, I’ve worked with attorneys across the US from my base in Portland, Oregon. While I handle a variety of professional topics, I have a particular interest in helping lawyers find ways to grow and excel within their roles; navigate career transitions; develop stronger communication skills; cultivate a professional network; provide effective feedback; combat the imposter syndrome; and integrate their professional and personal commitments.
Prior to launching my private coaching practice, I served as the Associate Dean for Law Career Services and Alumni Relations at Golden Gate University School of Law, where I counseled thousands of lawyers and law students over the span of their careers, and was a founder of Golden Gate’s Law & Leadership Program. I am a frequent speaker at NALP’s Annual Education Conference, and for bar associations and other legal organizations in San Francisco and Portland.
I hold an Associate Certified Coach (ACC) credential from the International Coach Federation. I began my legal career as an associate attorney in a civil litigation firm in San Francisco; prior to law school I was a legal assistant at Paul, Weiss, Rifkind, Wharton & Garrison in NY. I earned my bachelors degree with high honors from the University of Michigan, my law degree from UC Hastings, and am a graduate of CoachU’s Core Essentials Program.
I work with mid-career and senior professionals who are seeking to grow within their position or through a job transition. I’ve worked with clients across a wide spectrum of legal career paths, including law firms, solo practice, government, public interest, in-house, and academia. I’ve also supported attorneys who have pursued careers outside of traditional law practice.
I work with lawyers (90%) and other professionals (10%).
I tailor my coaching packages and approach to my clients’ needs and goals. I typically start with a 3-month engagement and meet with my clients twice each month for 45-60 minutes (via phone or Skype; in-person appointments are available to Portland area clients). I offer unlimited email correspondence with clients between appointments, and will conduct resume and cover letter reviews via email.
At the beginning of the engagement, I ask my clients to share all relevant information with me regarding the issues that bring the to coaching. We also use the initial conversation to set over-arching goals for our coaching partnership. We begin each coaching session with the client setting a focus or goal for the conversation, and we typically conclude the session with the client designing action items to bring them closer to their goals.
I have developed several assessment tools to help clients understand their values and assess their work place priorities. I will use StrengthsFinder to help interested clients gain greater awareness of their strengths and how they contribute to workplace dynamics.
Clients describe me as being compassionate, creative, pragmatic and insightful.
For the coaching relationship to be most effective, I expect my clients to:
• Share their goals, challenges, and desires. The more I understand their world and what they are trying to achieve, the more effective I will be.
• Be open to the process. Coaching works best for those who are open to the process.
I typically work directly with my client and rely on my client to share all relevant background on their situation.
Client 1 is the general counsel of a start-up company. She was experiencing stress because her role and her employer’s expectations were not well defined. She has used our coaching to get clarity on the issues that had been challenging her at work. As a result of our work together, she has gained greater awareness of her strengths, is currently working with her CEO to design her role and increase responsibility in the areas where she can have the greatest impact. She reported that as a result of our coaching work, her performance evaluation was extremely productive. She is developing greater confidence in articulating the value she brings to her organization and in shifting the priorities of her position to align with those strengths.
Client 2 is an attorney with 10+ years of experience who wanted to leave her current job. We worked together to identify the types of employers and roles that would yield a better fit for her strengths and values, as well as professionals she could contact for informational purposes. When she identified an exciting job opportunity, we worked together to draft high-impact application materials. I coached her on interview strategies for each stage of the interview process. After she received and accepted the offer, we focused on how to depart her current employer in a way that was sensitive to the unusual dynamics and needs of her employer, and we set professional development goals to ensure success and greater satisfaction at the new job.
To make meaningful change, you must be fully engaged in the process. Clients who don’t have the time, energy, or desire to invest in the process are not likely to achieve the results they are seeking.
I tailor my packages to my clients’ needs. Please schedule a phone consultation if you would like to learn more about my services and fees.