• Facilitate the exploration of needs, motivations, desires, skills and thought processes to assist lawyers in making real, lasting change.
  • Use questioning techniques to facilitate lawyers own thought processes in order to identify solutions and actions rather than takes a wholly directive approach
  • Support lawyers in setting appropriate goals and methods of assessing progress in relation to their goals
  • Creatively apply tools and techniques which include one-to-one training, facilitating, counselling & networking in addition to coaching.
  • Encourage a commitment to action and the development of lasting personal and professional growth
  • Maintain unconditional positive regard, which means that the coach is at all times supportive and non-judgemental of lawyers, their views, lifestyle and aspirations.
  • Ensure that lawyers develop personal competencies and do not develop unhealthy dependencies on the coaching or mentoring relationship.
  • Evaluate the outcomes of the process, using objective measures wherever possible to ensure the lawyers are achieving their personal goals.
  • Encourage them to continually improve competencies and to develop new developmental alliances where necessary to achieve their goals.
  • Work within their area of personal competence and encourage them to transform them into qualifications and experience in the areas of their interest.
  • Manage the relationship to ensure the lawyers receive the appropriate level of service and that programmes are neither too short, nor too long.