Our ambition is to significantly enhance the value of your contribution for the benefit of your organisation and your longer term career aspirations. To help fulfil this ambition we have created a comprehensive mentoring resource for in-house lawyers at every stage of their career. From trainee to retirement and everything in between we are here for your development needs…

Introduction

Right from the start in the year 2000 LBC Wise Counsel has mentored and supported in-house lawyers and those who have contemplated a career as an in-house lawyer. It is for me some of the most important and satisfying work that I do.

I will always have time to mentor lawyers and will always encourage lawyers to reach out for support. If I can make mentoring work for you I will be happy to tailor the support you need.

LBC Wise Counsel mentoring

We define mentoring as a confidential, respectful, non-judgemental conversation to explore issues and ideas of the moment as well as to help individuals develop their skills and their potential as in-house lawyers and executive leaders.  Although there is a lot of debate about the differences between coaching and mentoring we make the distinction that coaches should be formally qualified as coaches, follow a recognised methodology and be judged against specific outcomes. Mentoring however is less formal, offering senior and experienced peer support albeit in a structured way.

Most lawyers today will move roles every three to five years. During a career most lawyers will be considered for many roles, appointed to several of them, promoted and made redundant. There will periods of great intensity and probably some career gaps as well. In addition returning from maternity leave, managing people for the first time and coping with the personal toll of a pressured role also provide significant moments of challenge, doubt and reflection. In time some in-house lawyers will consider moving away from in-house legal roles or contemplate a portfolio career.

Every lawyer, whatever the stage of their career, should therefore have some focus on putting in place their support network, on their skills development, managing career options and being thoroughly prepared for the highs and lows that are frankly inevitable.

What are typical mentoring themes?

There are very many themes we see every day; some that resonate the most however, include the following:

  • Personal career development
  • Whether and when to move in-house
  • Handling difficult relationship issues in the workplace
  • Developing your leadership credentials
  • Developing your management credentials
  • Personal effectiveness
  • Managing time and priorities
  • Articulating your value
  • Becoming more comfortable with finance as part of developing business acumen
  • Project planning
  • Your next move
  • Handling a career gap
  • Returning after a break
  • Moving into a non-legal role
  • Aspiring to lead in a non-legal role

Mentoring with Paul Gilbert:

My work is about helping people fulfil their potential. I am less interested in whether you have a budget, but very interested in helping you make the different you would like to make. I cannot promise to help, but I can promise to listen and to find a way to support you.

If we agree a fee, and not all my mentoring work requires a fee, it will be tailored to the circumstances of each assignment and will take into account the budget available so that I can work with the people I can help the most rather those who can afford the most.

For more information, please contact Paul Gilbert on +44 (0) 7867 798 363 or email pg@lbcwisecounsel.com.

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