Lisa B. Horowitz

Washington, DC

o: 202-294-6709
e: lbhorowitz@gmail.com
w: atalentstrategy.com

Specialties

Business Development
Career Transitions
Leadership/Management
Returning to Work
Work/Life Management

Background & Certifications

With more than 30 years of combined experience as a practicing attorney, senior talent development professional and national bar association leader, I have an in-depth and practical understanding of the legal profession. I spent the first two decades of my career practicing law primarily in AMLAW 100 firms as an associate, counsel and partner. I then transitioned to the talent management world obtaining my Masters in Organizational Development from Johns Hopkins University. I spent the next 10 years as a senior talent development professional in a global AMLAW 100 law firm during which time I also served as President of the National Association of Women Lawyers and as a Commissioner on the American Bar Association Commission on Women in the Profession. I created the Attorney Talent Strategy Group with a commitment to help attorneys create the careers they want.

I am a graduate of: Tufts University (B.A. Economics & French, Summa Cum Laude, Phi Beta Kappa); George Washington University Law School (J.D. with Honors); Johns Hopkins University (M.S. Organizational Development).

Coaching Clientele

I work almost exclusively with lawyers working in all venues particularly law firms and in-house. I work with attorneys at all stages of their careers—in law firms of all sizes and in-house–who are seeking to create an actionable strategy to “take charge” of their careers, e.g., to develop the management, leadership and business development skills needed to advance, to make a job change and/or to make a career transition.

Coaching Process

I am passionate about working collaboratively with my clients to help them craft a career that is fulfilling and meaningful. Whether dealing with career planning, career transitions, business development or leadership, I take a very practical and strategic approach that allows my clients to explore their values, assess their strengths and areas for growth, envision their future and create an actionable plan with SMART goals and action steps. When dealing with specific management, leadership and business development matters, we examine the facts, identify the issues and skills needed to move forward and create an actionable strategy.

I work with my clients in person, by phone and/or by Skype. After a short introductory session (at no charge), the initial session is usually two hours followed by one-hour sessions typically bi-weekly. The number of total sessions varies depending upon the goals of the client and issues being addressed.

Expectations & Benefits

Clients who get the most out of the coaching relationship bring to the table a willingness to self-reflect and self-assess around their current status and where they want to be followed by a willingness to think expansively, set goals, follow through and hold themselves accountable.

Background Information on Clients

I do not typically engage with people other than my client but am comfortable doing so as appropriate with the client’s approval.

Case Studies

Career planning with anticipated relocation: Client, an in-house attorney, is looking to advance in-house knowing that in a few years, she will be relocating. We engaged in a strategic planning process pursuant to which we (i) explored her values and assessed her current strengths and areas for growth; (ii) envisioned where she wanted to be in 3-5 years; and (iii) set SMART goals and action steps for getting her from where she is to where she wants to be including looking at what and who might help potential obstacles and work arounds. Result: We have a written (albeit dynamic plan) that we monitor together on a regular basis.
Career advancement/Management issue: Client, a Senior Associate, was faced with a Partner who insisted upon micromanaging her while at the same time insisting that she step up to the plate and take more initiative to demonstrate that she was ready for partnership. We discussed issues underlying micromanagement and strategies for addressing them. Result: The relationships is now much healthier and the Associate is on her way to partnership.

The single most important factor that leads to a successful coaching relationship

Trust. See my answer regarding expectations, above, as well.

Fee Structure & Ranges

I charge hourly and my fees are competitive. Packages are also available.