This is part five of a five-part article. For the entire article, see the link below.
“Not all lawyers can be successfully coached,” said Tarlton. “Before starting this process ask a few select questions to screen the good candidates from those who will only waste your time and talent. Work only with lawyers who take personal responsibility for their own success. Reject any lawyer who is not willing to partake in the process outlined above.”
Questions to screen potential coaching candidates include:
n Will you commit to a certain amount of time to spend on this effort? (Most lawyers spend long hours at work and already feel that they are shortchanging their families. Nonetheless, a good candidate will be willing to set aside a specific amount of time each week.)
n Are you willing to acknowledge that, although you know a lot about your area of the law, you do not know everything about business development? Are you open to new ideas?
n Can you be counted on to keep all of your scheduled appointments with your coach – no matter how busy you are?
n Will you commit to “walking the talk” – doing what you say you will do? If you agree to make three phone calls to existing client by the next meeting, will you do so?
n Are you willing to try something if you are not 100-percent sure it will work for you?
n Are you willing to take full responsibility for your own business development?
If business development staff can master the steps of the process, and if lawyers can commit, business development coaching can greatly benefit the careers of coaches and lawyers alike.