Law Times

Law Times • December 9, 2013 NEWS Page 5 New role looks to support associates' diverse goals Lawyers have 'many more options than the historically delineated paths' BY JULIUS MELNITZER For Law Times I t used to be that merely nodding in the direction of a career path other than partnership sounded the death knell or something close to it for an associate's future at a law firm. But now at least one Canadian firm, Osler Hoskin & Harcourt LLP, has hired a career development officer whose job description includes helping associates plan alternate career paths. "There has been a growing realization in our firm that nowadays associates have many more options than the historically delineated career paths that lead to partnership," says Laura Fric, chairwoman of Oslers' legal professional committee that oversees the career development of associates. "Because people have more individualized goals than they used to, we recognized that we could be doing a better job at meeting the needs and aspirations of our associates." To that end, the firm has hired Steven Cline as its first career development officer. "There's a nascent trend towards hiring CDOs among the larger law firms, but I believe we're the first Canadian firm that has done so," says Fric. Cline is a lawyer by training. After practising for 2-1/2 years, he spent 12 years in the executive search profession where he specialized in general management positions at mid-to-senior levels. Before coming to Oslers, he was a career coach for MBA our associates learn the skills that will assist them in students at the University of Toronto's Rotman finding a job themselves," he says. School of Management. "For example, I might show them ways of un"Steve's business background is what gives him covering hidden openings that are not advertised." added value to our firm," says Fric. Of course, Cline's duties also include helping As the career development officer, Cline is the those who are seeking traditional paths such as go-to person for associates seeking help in deterpartnership. "It's true that one thing we look for mining and advancing their career paths whether when we're recruiting is people that are passionate they're aiming for partnership in the law firm, a about law and private practice," says Fric. non-traditional legal position or a non-legal future So why would the firm provide resources that such as a business career. will help associates take other paths? "The key to the success of this program is that "We want to be the best place for young, talented the relationships between myself and associates lawyers to come and that includes making a credwho want to talk about their future are completely ible case that we are interested in their career deconfidential," says Cline. velopment even if they ultimately decide that Osler "My goal is to help them achieve whatever it is isn't the place for them," says Fric. they wish to achieve." "After all, history tells us that leaving the firm is But doing so involves some investigation. Cline 'The key to the success of this program uses what's known as the coaching model in career is that the relationships between myself a decision some people will make, and that's OK. development. and associates who want to talk about Some even become clients." Neither Fric nor Cline have concerns about the "The coaching model is about asking the right their future are completely confidential,' performance of associates who have decided against questions to make sure that the person has evalu- says Steve Cline. a long-term commitment to the firm. ated their choices properly," he says. "It's in people's interest to keep working hard while they are looking "After we ensure that it's the right move for the individual, then my role is to help them come up with a strategy to successfully move for a new job, and our experience is that this is exactly what our associates do by continuing to make the appropriate professional conalong their chosen path." LT Cline emphasizes that his role doesn't include a job search. 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