Study Finds Individuals Who Receive Coaching More Likely To Be Identified as GC Successors

Download BarkerGilmore’s 2024 Aspiring General Counsel Report

BarkerGilmore, a boutique executive search firm recognized for helping companies build world-class legal and compliance departments nationwide, released its 2024 Aspiring General Counsel Report today. The data was collected from a random sample of in-house counsel throughout the United States via an online survey administered in September 2023.

“BarkerGilmore is unique because we offer executive coaching and advising services to General Counsel and their teams,” said Managing Partner Bob Barker. ‘The value of this coaching is evident in the survey findings. In-house counsel who have received executive coaching are nine percentage points more likely to be identified as a General Counsel successor. Our coaching clients are regularly promoted to General Counsel after completing an engagement.”

Key trends revealed by the report include:

Management-Identified Successors

• Forty-two percent of Managing Counsel and 11% of Senior Counsel report being identified by management as potential successors to the sitting General Counsel.
• Being identified as a potential successor is more likely to keep Senior Counsel (60%) from pursuing other opportunities than Managing Counsel (42%).
• In-house counsel who have received executive coaching (35%) are more likely to be identified as a successor than their counterparts without executive coaching (26%).
• 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 a race/ethnicity other than ‘white.’

Professional Development

• Thirty-seven percent of Managing Counsel and 20% 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%). Managing Counsel (71%) and Senior Counsel (73%) found the coaching valuable or extremely valuable.
• Management-identified successors generally receive professional development at higher rates than Managing Counsel or Senior Counsel. The top four types of professional development for all groups were expanded scope of responsibility, increased board exposure, leadership training, and stretch assignments.

Aspiring General Counsel

• Most aspiring General Counsel have been in their roles for two years or less (38% Managing Counsel; 49% Senior Counsel).
• Senior Counsel were most likely to find their current role via a job posting (38%). In contrast, Managing Counsel were recruited directly (22%), contacted by a friend or colleague (21%), or contacted by an executive recruiter (20%).
• Managing Counsel let management know of their interest in becoming a General Counsel at higher rates than Senior Counsel (72% vs. 61%).

To download the complete study, access the 2024 Aspiring General Counsel Report.

About BarkerGilmore
BarkerGilmore is a boutique executive search, coaching, and advisory firm focused exclusively on senior in-house legal and compliance professionals. Its team and expertise set the firm apart, including esteemed General Counsel, Chief Compliance Officers, and executive search consultants, whose national reach, established relationships, and meticulous assessment process have enabled them to excel in the industry’s most challenging and high-profile searches. The team possesses personal experience across industries, which enhances their ability to help public, private, non-profit, and government clients recruit and develop talent. Measured success metrics include high levels of customer satisfaction, search completion rate, track record for diversity, and stick rate. The firm’s mission is to help clients identify, attract, and develop diverse legal and compliance teams to positively impact business performance and shareholder value.