how lawyers can choose a business coach
In my last post about business coaching for lawyers, I suggested that an important part of the coaching process is moving from assessment and strategy to action. As in sports, coaching success is determined on the playing field. A coach’s ideas, inspiration and guidance mean little to us if we still lack the ability-skills-tools we need to translate them into action points, realized goals and personal or team victories. That’s why our choice of business coach is so critical. First and foremost, we need to ensure that the coach we decide to work with can help us set realistic goals and take action to achieve them in our practice arena.
Stymied by the prospect of choosing the right business coach for you? You’ll find some great tips on getting started in the selection process in this Fast Company leadership post called Executive Coaching – Fuel or Folly? Among the pointers offered are: (1) have a general idea of what you’re striving for; (2) ask about the candidate’s coaching style, process, philosophy and experience; and (3) know what kind of coaching you want (relationship skills v. business growth v. psychological insights).
For a broader perspective on the benefits of coaching, take a look at Edward Poll’s (congratulations on your new grandson, Ed!) terrific article called Coaches Teach What Law Schools Don’t. It details how coaches with real world lawyering experience can help young practitioners bridge the skill and knowledge gap between the study and practice of law. Poll also addresses how lawyers learn to define and refine their idea of success through the coaching relationship.
Rounding out this mix of resources is Rosa Say’s post on how blogging has boosted the coaching industry. As part of her coverage, Say features my recent blog entry on coaching for lawyers (thanks!) and provides links to a roster of blogger-coaches in her vibrant Ho'ohana Community.
Stymied by the prospect of choosing the right business coach for you? You’ll find some great tips on getting started in the selection process in this Fast Company leadership post called Executive Coaching – Fuel or Folly? Among the pointers offered are: (1) have a general idea of what you’re striving for; (2) ask about the candidate’s coaching style, process, philosophy and experience; and (3) know what kind of coaching you want (relationship skills v. business growth v. psychological insights).
For a broader perspective on the benefits of coaching, take a look at Edward Poll’s (congratulations on your new grandson, Ed!) terrific article called Coaches Teach What Law Schools Don’t. It details how coaches with real world lawyering experience can help young practitioners bridge the skill and knowledge gap between the study and practice of law. Poll also addresses how lawyers learn to define and refine their idea of success through the coaching relationship.
Rounding out this mix of resources is Rosa Say’s post on how blogging has boosted the coaching industry. As part of her coverage, Say features my recent blog entry on coaching for lawyers (thanks!) and provides links to a roster of blogger-coaches in her vibrant Ho'ohana Community.
