Editor’s note: In her latest Fully Human Lawyer column, leadership coach Lauren G. Krasnow explores the importance of leadership giving constructive feedback soon after an event has occurred. A companion column on how an individual lawyer should receive feedback will follow.
Riley, an associate, was part of the firm’s litigation team for an important client. She came to our coaching session straight from her annual review, fuming. Ari, the practice group’s leader, told Riley that the client had requested she no longer work on its matters. Apparently, Riley had rubbed the client the wrong way—interrupting, not listening carefully enough to what the client said, and disregarding certain protocols.