Making the Most of a Lateral Move – The Value of Coaching Lawyer Laterals

Hiring laterals is a key part of most law firms’ growth strategy, yet both firms and laterals struggle to make such hires successful. Only one third of firms report that lateral hiring has been an effective strategy for their firm. Laterals too have not been happy; a surprising number of laterals (almost half) leave their new firms within five years. Underperforming laterals or laterals that leave take a heavy toll on the firm and the lateral. Time and money are wasted, not to mention the potential adverse impact on clients, morale and reputation. Providing the lateral with coaching has been proven to make such hires more successful.

Integrating the lateral quickly and effectively is key to making a lateral hire successful for the firm. Integration is also the single best predictor of lateral satisfaction.

Issues often arise because not enough time and energy is devoted by the firm or the lateral to integration. Typically, a lateral is welcomed with great fanfare into a new firm. Thereafter, however, the pressure of the business of the firm, understandably, draws attention away from the lateral. Soon the lateral is left to fend for themselves. The lateral is often unable to fully integrate, leading to isolation and underperformance.

How Can Coaching Help?

Coaching can help facilitate a smooth and successful transition and integration. It does this by assisting the lateral and the firm in understanding the opportunities and challenges of integration.

There is more to a successful integration than understanding a new computer and accounting system, though that can be difficult too! To increase the success of the integration, the lateral needs to quickly learn about the firm. He/she must become familiar with the firm’s:

  • clients and platform
  • expertise and reputation
  • personnel
  • resources
  • practices and culture

Armed with that knowledge, the lateral is better able to take advantage of all the firm has to offer. As importantly, that knowledge will enable the lateral to properly promote the new firm to his/her clients. Gone are the days when clients automatically either moved with a lawyer, who changed firms, or chose to stay with an existing firm. Now, before making a decision about where to take their business, clients expect to be advised why the change was made and why the change makes sense for them.

One of the benefits of moving to a new firm is a fresh start. It allows laterals to refine their practice, focus more on what they would like to do and understand better how they add value. It also gives the lateral an opportunity to take a new tack to addressing issues and challenges that they experienced in their old firm. To be successful, the lateral needs to invest significant effort to: promoting themselves inside and outside of the new firm and building and solidifying their practice and relationships with clients and with the new firm More than ever an effective business plan is required – one that fits the aptitudes and interests of the lateral and looks to take advantage of opportunities and synergies with the new firm.

Along with working with firm management, a lateral may find it helpful to work with a coach to:

  • help identify integration and business development goals
  • decide what strategies would work best to achieve those goals
  • develop and execute a plan incorporating those strategies


The lawyer coach can assist with ideas and advice on how to develop and perfect an effective integration and business development plan and to provide support by way of encouragement, suggestions and discipline in the execution of the plan.

Interested in learning more about coaching? Take advantage of a complimentary half hour coaching session from Potentia. Please contact us at info@potentiacoaching.ca.

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