Partnering with you to cultivate a resilient culture

Working to integrate well-being and resilience into your organization.

Law firms’ biggest investment are their people. When those people struggle with burnout, addictions, chronic stress, and other mental health challenges, it impacts the quality of work. Rates of attrition as well as rates of disciplinary and malpractice issue rise when well-being declines. The solution goes beyond a chair massage in the lobby or free yoga classes. We will work together to build well-being initiatives that are integrated throughout the organization, based on assessed needs and building on existing strengths.

Executive Support & Consultation

There are few jobs more isolating than being a leader. Whether you are leading a team or the CEO of an entire company, you are shouldering the weight and responsibility of your own success and well-being as well as that of your staff. Executive Support isn’t therapy. We won’t work to address mental illness or significant emotional or relational challenge. I will, however, support how you want to show up in your professional life while managing those challenges. Executive Support isn’t coaching. We won’t work to elevate performance in a specific area. I will, however provide the confidential sounding board and thought-provoking conversation that allows for elevated performance.

Resilient | Bounty™ Consultant on Retainer

RB Consulting can also provide additional monthly consultative services on a retainer basis for longer-term initiatives such as:

  • Building and maintaining a well-being webpage and resource library,
  • Resilient leadership coaching,
  • Provide referrals to lawyers and professional staff seeking outside mental health and well-being services,
  • Resilience Champions training/Mental Health First Aid training,
  • Critical incident mental health response
  • ABA Well-Being Pledge implementation and compliance

Resilient | Bounty™ Well-Being Assessment

RB Consulting meets with the firm’s key stakeholders, e.g. executive committee, practice and business management, HR departments, well-being committee, to identify priorities and define the scope of service. I combine interviews with baseline surveys to assess indicators of well-being, e.g., resilience, burnout, structures of support, etc., and to fully understand challenges to establishing a well-being culture within the firm. The assessment includes an audit of policies and practices that influence lawyers’ well-being. These assessments and audits align with recommendations made by the American Bar Association Well-Being Taskforce.

Based on the assessment findings, together we create an action plan and a well-being policy that reflects the needs, priority, and scope of the day-to-day work.

Leaders must either invest a reasonable amount of time attending to fears and feelings, or squander an unreasonable amount of time trying to manage ineffective and unproductive behavior.

Brene Brown, PhD, LMSW

Let’s get started.

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