In-house lawyers who receive coaching are more likely to be identified as GC successors: Study

Other key trends revealed by the report include:

Management-Identified Successors

• Consistent with the 2023 General Counsel Succession Report findings, most identified successors are currently deputy general counsel (58%)
• Women are slightly more likely to be identified as a successor than men (53% vs. 47%). This is especially true at non-profits (60% women vs. 40% men) and private companies (59% women vs. 41% men)
• Women are most likely to have been identified as a potential successor within the consumer (75%), industrial/manufacturing (60%), and financial industries (56%)
• Twenty-three percent of potential successors identify as racialized

Professional Development

• Thirty-seven percent of managing counsel and 20 percent of senior counsel have worked with an executive coach in their current position. The coach was most likely to be an external service provider for both managing counsel (91%) and senior counsel (74%). Both managing counsel (71%) and senior counsel (73%) found the coaching valuable or extremely valuable
• Management-identified successors receive professional development at higher rates than managing counsel or senior counsel generally. The top four types of professional development for all groups were expanded scope of responsibility, increased board exposure, leadership training, and stretch assignments

"In-house counsel who have received executive coaching are nine percentage points more likely to be identified as a general counsel successor,” said Barker Gilmore managing partner Bob Barker. “Our coaching clients are regularly promoted to general counsel after completing an engagement.”