Today more than ever before, lawyers are striving to harmonize heavy work demands with a desire for personal and family time. To attract and retain capable and committed lawyers, firms must respond to these work-life dilemmas by demonstrating flexibility and creativity. I help clients fashion sensible yet innovative policies and programs that achieve their strategic business objectives while addressing lawyers’ work-life concerns. Flexibility may take many forms, including part-time or reduced hour work, non-partnership career tracks, extended leaves, off- and on-ramping, job sharing, and telecommuting or working remotely.
- Creating systems that support work schedule and career flexibility from a lawyer’s entry into practice through retirement
- Ensuring feasibility and mutual accountability in flexible work arrangements
- Developing “off-ramps” and “on-ramps“ that enable lawyers to leave practice for a time and then return
- Creating support networks and resources for parents and family caregivers
- Working together when team members work on flexible schedules
- Managing teams with members who work flexible schedules
- Supervising lawyers who work flexible or reduced schedules
- Remaining a valued lawyer while working on a flexible or reduced schedule or while out on leave
- Recognizing and eliminating bias against lawyers who work reduced hours or on non-traditional career tracks
I offer coaching to individuals and teams designed to facilitate their success in working with flexible arrangements.
It was an honor to work with Ida in her role as Director of the Hastings Leadership Academy for Women (an executive education program for women law firm partners sponsored by The Project for Attorney Retention and The Center for WorkLife Law at Hastings College of the Law). Ida's...