Proactive Support for Those Who Wish to Move On
Attorneys choose to leave for myriad reasons.
Many attorneys join large law firms fully intending to move on after a finite period of time. They may have joined because they want to pay off their loans, or build their resumes and professional networks, or they want to test the waters to determine if large law firm life is right for them. Others experience changes in life circumstances that require a move. Regardless of the reason, this dynamic has been true since I practiced law, and it remains true today. The challenge is that it isn’t in the attorney’s short-term interests to divulge this information, as the firm could start to marginalize them before they are ready to go. The challenge for the firm is unexpected departures that provide no opportunity for knowledge transfer, to manage client relationship disruptions or to make necessary staffing arrangements in a timely fashion.
This presents an interesting question — how could the firm and the attorney come to a mutual meeting of the minds that serves the interests of both?
Confidential coaching bridges the communication gap between firm and attorney.
It is in most firms’ economic interest to have a number of mid-level associates depart, but frequently the only time this desired attrition is managed is when an attorney isn’t working out. What if the firm could facilitate these transitions before it gets to that point?
Confidential coaching for all attorneys can create a supportive permission structure for attorneys who are pondering moving on to discuss it freely and explore opportunities that the firm could proactively offer.
This effort helps the firm align its economic interests and client service needs with attorneys’ intentions to move on. Transparency on both sides could create opportunities for a mutually beneficial transition process. The attorney may be provided opportunities that would have been unavailable without the firm, and the firm has an opportunity to build good will, perhaps help to create or strengthen a client relationship and importantly to manage a smooth transfer of responsibilities that a departure requires.
The Program
The Graceful Transition Program is a revolutionary 12-week coaching experience that helps attorneys leave transparently and strategically, maintaining excellent relationships while accessing unique firm-supported opportunities.
Weeks 1-4: Foundation & Discovery
Enneagram assessment and career motivation mapping
Strategic self-assessment and market positioning
Relationship mapping and stakeholder analysis
Vision crystallization and goal setting
Weeks 5-8: Strategic Firm Engagement
Collaborative conversation strategy and execution
Opportunity exploration with firm support
Client and case transition planning
Weeks 9-12: Launch Preparation & Execution
Personal brand development and market positioning
Network activation and opportunity pursuit
Final transition logistics and knowledge transfer
Smooth departure and professional launch
What the Firm Achieves:
Enhanced Reputation - Known as a firm that supports attorney career development and handles departures with class
Preserved Talent Network - Maintains positive relationships with departing attorneys who become valuable alumni connections
Referral Pipeline - Access to ongoing referrals and collaboration opportunities from well-positioned former colleagues
Reduced Legal Risk - Collaborative, documented departure process minimizes potential employment disputes
Competitive Recruitment Advantage - Attracts top talent by demonstrating commitment to attorney career success
What the Attorney Achieves:
Preserved Professional Relationships - Maintains positive connections with former colleagues and leadership
Accelerated Opportunities - Access to introductions and referrals unavailable through traditional job searches
Enhanced Market Position - Launches new role with firm endorsement and support rather than secrecy
Reduced Transition Stress - Eliminates anxiety of covert job searching and potential discovery