Legal / Professional Services
Training Series & Manager Development
Ongoing multi-phase engagement
Full firm, with dedicated leadership track
Leaders carried the firm through acquisition.
The firm had the talent. It just didn’t have the systems to develop it.
Harrison LLP is a successful firm by most measures. The work gets done, clients are served, and the business continues to grow. But underneath the numbers, something was straining: the workload was relentless, and the leaders responsible for developing junior talent simply weren’t carving out time to do it.
It wasn’t lack of care. It was lack of infrastructure. Without clear systems for managing time, setting boundaries, and giving feedback well, even the most experienced leaders defaulted to doing the work themselves rather than building the people around them.
And when the firm was acquired by a larger organization, those gaps became harder to ignore. The moment called for leaders who could navigate real change and keep their teams focused. That required a different kind of investment.
We built a multi-phase program tailored to where Harrison’s leaders were struggling most, starting with the practical skills that affect everyone’s day and building up through a dedicated four-part development series for people in leadership roles. Content was continuously refined based on what was resonating most with the team.
Seamless execution
Through an acquisition
The team went from flagging on inclusion to showing measurable gains in the same survey questions that had raised the alarm — in a single year.
“I can confidently say she is one of the best speakers I’ve ever worked with… She has a unique ability to take the topics that matter most to our organization and turn them into presentations that are insightful, engaging, and actionable, with takeaways that are both realistic and effective. Through her Manager Development Series, Lia has been an incredible partner in guiding us through major changes at our firm. She thoughtfully adapted her program to meet our growing needs, helping us not just navigate the changes but truly thrive through them. Lia has become an essential part of our success.”
Erin Long-Scott
The feedback you keep swallowing, because you don’t want to deal with them getting defensive.
The star performer you won’t check on, because if they’re not happy, that’s a raise you didn’t plan for.
You’re not avoiding these because you’re bad at this. You’re avoiding them because no one ever gave you the words. So they sit there, costing you the people you can least afford to lose.
NOT ANYMORE.
Get the exact words for the 5 conversations leaders avoid most. Free.
