PARTNER DEVELOPMENT
Stronger partners.
Stronger firm.
We help law firms develop the leadership, people and practice management, and business development capabilities their partners need at each stage of partnership.
WHY PARTNER DEVELOPMENT
The role grows.
Development needs to grow with it.
Becoming a partner changes what a firm needs from a lawyer. Excellent legal work remains essential. So do the abilities to develop people, run a healthy practice, strengthen client relationships, and contribute to the firm’s overall growth.
Those expectations keep changing as lawyers get promoted to partnership, join the firm as laterals, approach equity, take on leadership roles, or build a larger practice. Deliberate development helps partners meet the responsibilities of today while preparing for what comes next.
WHO WE WORK WITH
Different partnership levels.
Different development priorities.
We tailor the work to the partner’s experience, responsibilities, and next transition so your firm gets the most out of your talented people.
01
New partners
Build confidence in the expanded role: lead former peers, delegate effectively, understand practice economics, and take greater responsibility for clients and growth.
02
Lateral partners
Translate experience and relationships into success in a new firm. Clarify expectations, build internal connections, integrate teams and clients, and turn a business plan into coordinated action.
03
Non-equity partners approaching equity
Prepare for the next level of ownership. Coaching helps partners clarify expectations, strengthen their contribution, articulate their value, and build a focused development plan for the equity transition.
04
Practice group, office & other lawyer leaders
Lead beyond an individual practice. Develop the skills to set direction, align colleagues, manage performance, navigate difficult conversations, and follow through on shared priorities.
05
Established, high-performing partners
Strengthen the team and systems behind a successful practice. Create space for strategy, develop others, improve execution, and pursue growth with more deliberate support and accountability.
06
Aspiring partners
Help talented senior associates prepare for partnership before the title changes. Build leadership judgment, client ownership and business development habits, and readiness for broader firm responsibilities.
WHAT WE DEVELOP
Three pillars of partner effectiveness.
The balance will differ by person and role. Together, these capabilities help partners lead people, manage the business of practice, and build client relationships that last.
Leadership
Lead with clarity, judgment, and influence.
Leadership identity and presence; strategic thinking and decision-making; influencing peers; leading change; navigating difficult conversations.
People & practice management
Build teams and practices that perform.
Delegation and leverage; feedback and accountability; developing associates; team effectiveness; practice planning, economics, and execution.
Business development
Turn relationships and expertise into sustainable growth.
Practice growth strategy; client relationships and conversations; internal collaboration and cross-serving; networks and opportunity development; consistent execution and follow-through.
HOW WE HELP
Coaching, training, and consulting.
Connected to the work.
A focused coaching engagement, a cohort program, or a firm-wide development pathway: the format follows the need.
Coaching
Focused support for the partner and the work in front of them.
Individual and small-group coaching can address leadership transitions, people management, practice strategy, business development, and preparation for equity. Partners work on real situations, with space to reflect, practice, and follow through.
Training
Practical skills partners can use in their teams and practices.
Interactive workshops and development programs build a shared foundation in leadership, people and practice management, and business development. Sessions connect the concepts to actual partner responsibilities and opportunities to apply them.
Consulting
A development approach that fits your firm.
We help firms clarify partner expectations, define competencies, design development pathways, and connect training and coaching with firm priorities. We also help internal teams support application and sustain progress.
DESIGNED AROUND YOUR FIRM
Start with the transition.
Build the right support.
We begin by understanding your firm’s expectations, the partners involved, and the situations they need to handle more effectively. From there, we define development priorities and combine the right learning, coaching, tools, and opportunities for application.
The aim is practical progress: clearer leadership, stronger teams, more intentional practice management, and consistent action on business development.
LET’S BEGIN
What do your partners need to do next?
Tell us about your partners, their responsibilities, and the changes ahead. We’ll explore where development can make the greatest difference.