Speaker 1 (00:05):
[Inaudible]
Speaker 2 (00:05):
Welcome to the legal learning podcast. I’m your host Jolene. And with the legal learning center, I help prospective law students save $300,000 on law school to receive three money savings strategies today. Visit legal learning center.com forward slash money. Today we will speak with Cory Henson, founder of runway strategies, a company that helps law students and lawyers strategically approached their career path. So they are happy and fulfilled. Sure.
Speaker 3 (00:37):
So I’m Corey Hanson and I’m really appreciative of the opportunity to be here and have this conversation today. I am the chief strategy officer for runway strategies, which is a coaching and lateral recruiting business that I run focused solely on the careers of lawyers and one of the things and the long arc of my career as a lawyer before and doing what I do now is I’m all about helping lawyers find fulfillment satisfaction in their work. If I say shorthand, when I say as my job is to help somebody get the right job, not a job. And so the work that I do and either when I’m working with students graduates or anywhere in between, cause I do professional development programmings for law, for law firms to help people find the success in their careers because so that they can thrive because they’re going to do more of it with those people than with the things I actually want to be doing in their life. So we better like it. So I practiced for a while myself before I made the, made the transition over into law student coaching. I spent some time at a law school almost a decade. And then one of the most fun journeys I’ve ever had in my life now running this business and here I am today and I’m thankful to be here.
Speaker 2 (01:41):
Well, we are thankful to have you, and you mentioned a lot of different stages of the legal journey. So I’m going to start at the beginning part of that. So you mentioned law students. So what do you do with law students or do you help pre law students as well?
Speaker 3 (01:54):
I have worked with pre-loss students over time. I mean, it’s not probably the biggest focus of the work that I do, but it actually is the right time for a lot of the work. I think if I were to say from a coaching standpoint and I preface coaching is different from advising and the way I always describe it is advising. You tell people things and they do things. Whereas coaches, what you really try to do is figure out who you’re talking to, what they’re good at, what their goals are, what their priorities are and help them build a plan to achieve their objectives. And that to me is the better way to do it because it really helps that person self actualize their potential. Whereas in an advising context, a lot of times you’re imposing values onto that person. And so I, I spend a lot of time with the people that I work with no matter where they are in that journey, really getting to know them and who they are. And there’s no better time in my view to spend that at the beginning then at the beginning. Because the whole work in my experience of doing this over the years is to help the people I work with, go from, I think to, I know, and the more that you can do exploration and answer questions, I think early phases of the journey, the better position you will be for later on when you need to make some different decisions.
Speaker 2 (02:59):
That sounds great. I have seen that myself where students think that they like a certain area of law and then they have that first internship and then they discovered they don’t like that area of law. And there’s very little time to kind of course correct. And again, they don’t have maybe that guidance like you’re talking about, so they’re kind of stumbling and by the time they graduate, they’re taking whatever job crosses their plate and not having that happy career, perhaps. So it sounds like you try to prevent all of that. Yeah.
Speaker 3 (03:31):
I mean, I, I try to describe it and saying like, I help people build maps for them, right. Because not, you know, careers, aren’t the same, there’s so many individual priorities both just in life. Right. But then when you get out and do the work, and one of the things that I always talk about in my work is I call it the success conveyor belt, right. That, and this goes right to that. I think too, I know aspect so many people early on think that they want to do something, but they don’t actually know what that job looks like at the end. And so they start making a whole bunch of decisions along the way about the thing they think they want to do without having any sense of what it actually looks like. And then all of a sudden you get to a certain point where like, how did I get here?
Speaker 3 (04:04):
Or this is not what I wanted to do, whereas if they would have just paused and stepped off that career, conveyor belt, just a second, right. To be able to evaluate where do I actually want to go? Right. And then building the plans from there. And yeah, it goes right to that basic fulfillment satisfaction. Right? I do not want those lawyers that get there, you know, three or 4, 5, 10 years into the profession and are miserable and all the terrible statistics that anybody can read out there about the profession. I think so much of that stems directly from the fact that people just don’t actually do enough work early on to figure out what they actually really want to do.
Speaker 2 (04:37):
So how do you do that work
Speaker 3 (04:40):
A lot of just deep exploration. And so, I mean, it’s one of the best pieces of advice that I ever got was actually from my own career coach. Yes. Coaches have coaches and it’s it was actually the, world’s all about relationships. Right? And so the thing that I focus on is actually building a relationship of trust with the people that I work to work with. And what we do is just have a lot of conversations about what their priorities are, get to know this person as a person. Right. And they on some of it’s, you know, direction about the lay of the land and things you actually want to be considering. Right. Because we don’t know what we don’t know until we know that we don’t know it. And so there is a lot of that kind of overarching guidance. Right. But I always think about it this way. It’s like helping people try to think about a destination, right. And then building an individualized plan to get there. And some of it is honestly try things start, right. It is honestly as easy as that just start. Right. And don’t think you’ve got to have all of the perfect steps along the way, do something to start because really what you’re doing is just gathering information to bait, to make better next decisions.
Speaker 2 (05:44):
That sounds so great. I really wish I had worked with a coach.
Speaker 3 (05:50):
So I, I actually do it cause I try to envision it. You know, what, what did I not have when I went to law school that would have made that a more effective jury? That’s where a lot of my starting point was. And then it just kind of blossomed from there. So
Speaker 2 (06:01):
Yeah, it makes sense because first of all, we don’t know what areas of law we’re going to like until, until like you said, until we potentially try it. And I think we also start to feel stuck once we are there for a few years and it’s hard to wiggle around and figure out how do I move sideways or, or even if I have to move down in a way in a, take a step back right. To then maybe build back up. So is that the kind of stuff that you help them with? It is.
Speaker 3 (06:31):
And I mean, we, I definitely do a lot of work in that, like, okay, well I was going to say it as the way in my head, we have to fix this problem kind of situation right. Where somebody wants to make a change. They’re not exactly in the right thing, but it’s always easier to do it on the front side. Right. And so I was thinking the more of the work we can do at the beginning, the less likely we probably are to get to a point like that, but we absolutely can fix it if that happens because it’s never going to be perfect. I mean, I’ve done a lot of different things myself over time. Right. And so I’m really big on that. Like we’re just going to aim for as close as we can get and we’ll get there and we can make adjustment.
Speaker 3 (07:01):
But with the, with the law students you know, one of the things that I think I’ve seen a lot over time that trips them up is that this idea that they have to know what they want to do early on when they don’t. And then so what I call it is the early false forced choice. And so they, they, they feel like they think they need to know what they want to do. And so they just pick a thing because they have to pick a thing and then make choices around that thing. Then all of a sudden that thing that they chose, just because, because you get family asking you like what you want to do, or a friend’s asking you like, so what kind of law are you want to practice? All of a sudden that thing becomes real. And so a lot of the work actually has to help resist that temptation so that they can stay open to the world of possibilities a little bit longer.
Speaker 3 (07:42):
And so, you know, that’s, that’s a piece of that puzzle there of helping students really be eyes wide open, and really honestly understand what this could potentially look like in the long run, because how many future law students or law students actually know what the practice of law actually, it looks like they might have an idea from TV or a movie or a family member maybe or something, but is that likely to be what their end results going to look like? Probably not. And, you know, being able to kind of get people in places to explore, right? I mean, my starting point honestly, is a more philosophical question with most of them because it’s where tends to branch off the most. Do you want to plan to prevent problems or fix problems because your preventers are almost always gonna be your transactional lawyers and your fixers are almost always going to be your litigate. Right. But not all litigators are trial. Right. But at least gets us in the right side of the philosophical divide to figure out, okay, are we going down more of this path? Are we going out more of this path and then differentiating what that might look like after that?
Speaker 2 (08:45):
That’s great. I can totally identify with everything you just said. You know, I had, I took some gap years and I had horrible jobs. And after I graduate from law school, I want to do transactional, want nothing to do with litigation. I want to help people like prevent problems. Right. And I struggled, I graduated in a bad economy. I struggled to find that job. And so after a few years of not really making money, I gave up, my friend was doing litigation work. And she said, you know, we’re always hiring. And I just kept saying no, no, no. And finally I said, okay, I just need to pay back these loans. Like fine, I’ll do it. I don’t want to do it. I don’t want anything to do with trial. And I ended up spending about 15 years in that industry, loving it. And I became, I even earned the nickname trial Queens. So I mean, I embraced it. So
Speaker 3 (09:42):
That one resonates with me so much. I mean, I had that same journey. I was that person that was pretty good at the like appellate advocacy. And my professor was like, you really need to try out for the moot court board. And I’m like, if I ever see the inside of a courtroom, it means I did something wrong. Right. I was that person. And then I finally, my very last semester of law school took trial advocacy. And at the time it was ranked the best school in the country for, at the time. And I had a mentor that was like, you there, you need to take this. And I’m like, and they’re like, no, you need, okay, I’ll take it. And I dated and loved it because I realized it. Wasn’t what I thought it was.
Speaker 2 (10:13):
Yeah. It’s well worth experimenting because you just don’t know. And I, I probably should have listened. Yeah. In law school, we were forced to take the trial ad. And I actually on the trial that we were doing, the sample trial came up with a theory that the professor said only once every few years to someone come up with that theory. And so I obviously had a knack for it, but I still was like, no, I don’t want anything to do with this. I just wanna sit at a desk to do some paperwork and clock in, clock out, go home. You know, that didn’t happen. And that’s okay.
Speaker 3 (10:48):
What we found out, what we’re good at. Right. And what we liked. And that’s, that’s, it it’s a, that fully encapsulates to me that moving from, I think, two on it.
Speaker 2 (10:55):
Yeah. I almost wish the law school was a little bit longer just so that people have more time to experiment with all these things.
Speaker 3 (11:02):
I’ve been thankful. I mean, this is the time that I spent in a law school environment as a career coach. One of the things I was very thankful of is the market that we were in is different in the sense that, you know, a lot of law schools are in places where your, your experience happens in the summer. And that’s about it. Ours is kind of a year round environment. And so the students had a lot of opportunities to try different things, whether it’s credit based externships or for pay in law firms in the summer and during the school year. And so it provided a lot of opportunities to kind of flesh out some of those things. Right. And so I totally recognize that point for that. A lot of law students that when I would be involved in admissions conversations, that’s the thing I actually always focused on like, Hey, think about going to a law school where you can have more experiences than others. Right. Because that can somewhat solve that question of, I wish it were longer so that you can do more because they’re not all created equal.
Speaker 2 (11:53):
Yeah. It’s amazing. You think that most law schools are similar, but there actually are a lot of differences between them. Well, that’s really good advice because I didn’t realize there were schools that had more opportunities for experiences and yeah. It’s those experiences that really make a difference. I think even more so than even being on law review and things like that, because I don’t think there’s very many jobs out there that relate to law review versus having an extra internship, externship, that kind of thing.
Speaker 3 (12:23):
And the number of times I’ve heard that from employers on the, on the hiring end, over the years of they, they really value that experience that students get in Moscow. I have one in my inbox right now about a student that I’m working on from a recruiting standpoint or graduate now where the feedback from the employer was, well, we really liked the resume in general and think that could have a potential, but compared to the other candidates, we’re looking at it. He doesn’t have as much experience. And we’re talking about somebody who just graduated law school. So, I mean, there are all the people being evaluated there well had just graduated law school. So I mean, they’re very, very real pieces of feedback. And that’s how I’ve always kind of done my work. I was very fortunate to be in charge of employee relations for the law school I was at for a long time, about seven years. And so all of, almost all of the perspective that I give in my coaching comes from the employers from the output side, these are what the employers are saying they want. And I get to use that in the recruiting work I do now too, with having those relationships with the employers, what are you actually looking for? And then we coach her on. So
Speaker 2 (13:21):
You’re like the mole, the secret behind the scenes info.
Speaker 3 (13:24):
Yeah. And that’s yeah. And I mean, I do, you know, unashamedly do the work that I do now, actually I shouldn’t say unashamedly. So I’m really proud of it. My recruiting work is fit based. I’m not just trying to put somebody into a job, it’s trying to figure out, okay, I know you and I know you and you guys should be together. I know you, and I know, you know, probably not, I mean, great resume, but not what they’re looking for. Right. And that’s so kind of you’re right. That’s a good way to think about them.
Speaker 2 (13:49):
Yeah, no, I love that. It’s so true that you need to have a good fit. Both personality wise, skill wise. I mean, all of the things, but especially as a new attorney, you don’t have a lot of skills. So that personality becomes super important.
Speaker 3 (14:03):
Yeah. And we know talk all about that fit all the time. Right. And what I usually, I think one of the biggest things that I see people that are new to the career journey struggle with the most is that hiring laws very different generally from how it is in business. I mean the way that I’ve always kind of described it as a business hire and they get a resume and have a job posting and they’re trying to figure out, okay, these candidates that we’re looking at who has the knowledge, skills, and abilities to do the job, and if they do, then they advanced the candidate and then it kind of becomes a again, yeah. The next phase of interview, same thing or higher level interview. And then maybe the question arises of do we like this person and in law, it really generally doesn’t operate like that.
Speaker 3 (14:40):
I mean, in my experience, it really, they skip that first part. Right. And the way that the employers I’ve had so many employers say they’re in the room, we already, we already know that person can do the job or be taught. So what we’re really trying to figure out is does this person fit? And, you know, and you know, basically the way to think about that in my opinion is, you know, at the end of the day you meet a lot of people in life. Right. And sometimes people are like very clearly like, well, like that person and other times you’re like, Hmm. Right. And sometimes people are just people. Right. And in law hiring, ideally is I really like that person because it’s somebody I want to spend a lot of time with, you know, eight, 10 hours a day over 10 or 20 years. Who do I like, you know, I know they all can be taught. Yeah.
Speaker 2 (15:22):
Do you have any advice for young attorneys who are going on these interviews as to how to determine if it would be a good fit for them?
Speaker 3 (15:31):
I’m really, really big on my interview preparation to help people go in that room and just be themselves. And try to have a, just a real, authentic human conversation. When I say be yourself. I mean, I really my best professional self, right. Cause it is an interview after all, but at the end of the day I, my fundamental advice on it is if you go into that room and have a conversation and, and you’re yourself and they don’t like you because of that, you actually don’t want to work there. And that’s good to know at that point cause you, you, you know, something else will come up along the way. That’ll probably flesh that out. And you, all of a sudden, you know, that you beginning save yourself a bunch of time. Right. And so I’m all about helping people find their people.
Speaker 3 (16:10):
And so it really is as simple as, and I mean, there’s, there’s a lot of technique to the interview preparation, but a lot of the interview work is actually really stress management to help people get less stressed. So it will be more apt to be themselves in that conversation. And so, you know, in terms of, you know, advice beyond, you know, yes there is, and there’s tactical things that we develop in that coaching, but it really tends to be focused on just helping them be themselves and then evaluate that. So do I like them, right? And sometimes people overlook those really fundamentally simple questions, but they’re the important ones. Right. Do you know the number of times I’ve asked that on the backside of an interview, so I I’d go and they’re like, it was okay. And I’m like, but did you like them? And they’re like, I’m like, okay, not your job. Let’s get it. Let’s move on. Right. And that’s okay. That’s okay.
Speaker 2 (17:01):
Always a different vibe. And so I know as a young attorney, sometimes these people don’t have a lot of work experience. So it’s hard for them to determine how that interview is. That personality is, but you know, the more jobs you’ve had or the more interviews you go on, you start to see, oh yeah, they are very stiff. Or they look like a party crew. One thing I always look for is while I’m in the interview or while I’m waiting in the wait room, do I hear people talking at a reasonable volume or loud volume? Do I hear laughter because if people are whispering, that usually indicates to me that they’re scared. Okay. I
Speaker 3 (17:42):
Heard, I agree on laughter. I’m a big, a big proponent of laughter and joy in the workplace. So yeah. I mean, there’s, there’s this tells mean you can you’re right though, about your point that you said before about doing more, the more of these things, you do, the better of a feel you get for it, for sure.
Speaker 2 (17:56):
Yeah. Yeah. I’ve just noticed, whispering places tend to just be like walking on egg shell type of places. I mean, it’s not always the case, but it tends to flow. I’ve worked for a lot of bad places, so I’ve, I’ve done it all. When you work with someone, how long do you tend to work with them?
Speaker 3 (18:13):
And I have some people that, I mean, they’ve been, you know, people that I’ve worked with for, you know, eight, nine years, you know, because they were people that came to me when I was in the law school environment and have come back. And there’s other people that, you know, that were just starting the journey. So, I mean, I kind of view it as holistic. Right. And as long as, or whenever somebody wants it. Right. Cause the idea is, again, if you build a relationship that’s founded in trust, right. The key, and I’ve always approached it this way at the beginning phases. Right. If you build that relationship of trust and overlay it with the information to help them build that map, they may not need those things right now. Right. But what you’ve done is laid the foundation for when they do, whether that’s a month from now or four years from now, they’ll be like, oh yeah, you right. Or dikey. Okay. I know that I can come back and at least have the conversation started there.
Speaker 2 (19:02):
Yeah. No, that’s super important.
Speaker 3 (19:04):
I know that’s a kind of an ambiguous answer, but right. It’s just kind of it, you know, in anybody that’s going into law school right. Will be come to appreciate that. It depends on, I mean it depends, right. Because in some respects, if I’ve done my work, right. It maybe doesn’t take more than a meeting or two, you know, at the beginning of law school. Right. And some people might look at that and say like, well, okay, but is that really, you know, they might not look at that as success because that person didn’t come back. Whereas I might look at and say, no, it is success because they didn’t have to.
Speaker 2 (19:31):
Yeah. I absolutely agree because a lot of my counseling is one time because we get through it, we get to the point, we kind of know what we’re discussing and we just get through it and write, and then they might come back a year later or something like that. But just that boost, you know? So yeah. No, that’s a great answer though, because I think sometimes also people are afraid of coaches because they’re like, okay, how do I break up with this person? Or how long am I going to be stuck with this person? Or I don’t know. And so it’s good to know that everyone’s a little different. It just depends on your needs and situations. So, yeah.
Speaker 3 (20:07):
And so it’s a good point because in the, in the law school environment, you know, we always had an you know, kind of an interaction that in our, in our team, it was fine. If somebody started with somebody else, they could switch to somebody else. And you know, I I’m big on that. I mean, as somebody who has done the coaching that I do now, but also athletics coaching and different people need different styles. It’s not one size fits all. And I’m, I’ve, I’ve always been the person that’s okay with that. Right. If somebody came to me the first time and wanted to go see somebody else, okay. They found a better fit. Right. My, all I care about is that they get to where they want to go and we get there. Yep.
Speaker 2 (20:38):
Now what about lawyers who have been, like you said, out there for, let’s say five years and they’re not happy, so they want that more fulfilled career. How do you help them transition?
Speaker 3 (20:50):
So a lot of that really, again, starts as kind of a deep dive relationship building conversation and, you know, do your point right there. Actually, it’s funny. I am going to hang on that for a second about the being scared of parts, because sometimes like some people don’t want that relationship. Right. They don’t want to do it that way, but for me, that’s fine. They’re not my people. Right. And there’s somebody else that will help them. Like I want to do it this way. And that’s why I’m thankful that I, that I can. But again, it starts with figuring out really what that person’s priorities are. Right. I mean, you know, I’m big on saying it this way, that the goal, and we’re increasingly going to see this, I’m confident as we emerge from the, you know, the last year or so and how things have been about people finding and building work that fits around the life they want to have, as opposed to having to try to build life around the work they have, and those are fundamentally different things.
Speaker 3 (21:37):
And so, but but again, I think why the work that I’m doing now has been pretty well positioned for this moment. And those are the conversations I’ve been having with those kinds of people that are three, five years out for a long time now to try to make some changes that help them fit what they’re really trying to accomplish. But again, you kind of got to take that deep dive into what’s important, right. I mean, but again, everybody’s important. So for some people just want to make more money, right. And that’s, what’s going to check that fulfillment box for them. Other people want to have more balance in their lives. Right. And so I don’t think to me the right way to do it is kind of a one size fits all it, really going to have that conversation and right. What are we trying to accomplish, help them build a plan for that.
Speaker 3 (22:13):
Sometimes their practice area changes. Right. And that’s no problem. Right. I mean, I, you know, the, an easy way to describe this and I always really want to highlight this point because people make them, they do this to themselves a lot. And then the professional do it professional will do it to themselves as we’ll recruit, or sometimes say they get started in a certain practice area right after law school, because it’s just the job that they could get. Right. And that happens for a lot of people. And then they get, you know, a year, 2, 3, 5 years into it. And all of a sudden they’re seen as well. That’s just somebody who just does insurance defense. Right. I hear that one a lot. Right. But at the end of the day, right. That’s where I’m like, well, okay. Yeah, that’s the area you practice it. But if you really take a step back and think about it, right.
Speaker 3 (22:55):
Really what do is civil in the civil litigation in the context of defending businesses and in terms related matters. Right. And like, oh, well, yeah. Okay. And I’m like, okay, well, at the end of the day, if you really do them out a little bit more. Right. Okay. So civil litigation, right. Generally the same skills, the same rules of procedure, just different application of law. And so you might have to learn, somebody will ought to switch practice areas, but within your existing one, you’re still gonna learn new. All right. That’s the easy part. The skills in the, in the rules are the ones that take more time to master. Right. And so it just can be that fundamental flip around of how you frame that candidate, both for somebody else that you’re positioning them to, or for themselves understand what they’re trying to accomplish. If that, if the, if I articulated that well.
Speaker 2 (23:39):
Yeah, no, that’s great. And it’s funny because that’s, you know, that’s what I did, right. Is I did insurance defense and a lot of people do say, oh, that’s just insurance defense. I said, you know, I have helped companies who were going to go under endless. I was efficient and helpful and creative. And on the other side, I help opposing counsel’s clients. If I felt like I did worker’s comp, if, if they were honestly injured, I was the one who went back to the insurance adjuster and said, this person’s really injured. Make sure they get what they need. So you are able to do so much good out there for companies for you know, people, even if you’re not on the people side and there’s a need for it. And there is so much good there. And I, I, I resisted going into that because I thought, oh, it’s just business work.
Speaker 2 (24:29):
It’s I dunno. I just thought it was icky. You know, I really, again want it to do transactional where I help people on the front end, not this business stuff, you know? And so, yeah, it’s a matter of how you look at it because once I got in there, I realized how I could help the small business owner or how I could help a big corporation or how I could help the person on the other side of the table. And I still, I still was able to do what I went to law school to do and what I wanted to do with my life. So it was great, but you have to have that perspective. And sometimes people get a little lost in the shuffle and don’t see it that way.
Speaker 3 (25:05):
And, and it’s really easy to, you know, to have people free new, as opposed to taking the control and ownership for how you want your, what you’re trying to accomplish, be portrayed. And I mean, that sounds again simple, but like I’m really big on stating simple and obvious things, because those are the, you know, usually if we can boil it down to simple, that’s usually the thing that makes the most sense and the obvious things, if we don’t talk about it, but the things that we’re most apt to skip right past. Right. But so much of what we’re going to do is honestly just framing, right. It’s building a narrative case and what the lawyers do all day long, usually that right. It’s what they forget is, oh yeah. I just need to be able to apply all those skills I use for my clients to myself. Right. And then build a narrative for how I want to be seen. Right. That’s your transitions at work interviews that works. I mean, it’s just all narrative crafting.
Speaker 2 (25:53):
That’s awesome. I love it. All right. So Corey, if people want to work with you or learn more about what you do, where can they find you? They
Speaker 3 (26:01):
Can find me many ways. So I’m active on LinkedIn. I’m on Facebook. I have a website which is runway-strategies.com. And the easiest way though, honestly, just email me, right. Or send me a message through LinkedIn. Those are the best ways to do it. You know, LinkedIn is a good starting point platform for me because I want people to be there and be present, not just on my page, but on LinkedIn, because it’s important to start developing that platform early on. But again, that’s where you can find my contact info too. So that’s why I tend to just direct people there. And then my email address is there, send me a message. We go from there, start the conversation. That’s just start. That’s the key.
Speaker 2 (26:39):
Yeah. No, and it sounds great because really sometimes, yet we things, and it sounds like having someone to just slow us down simplify and refocus can just do wonders for us. So, yes,
Speaker 3 (26:53):
I couldn’t agree more. That’s I mean, look, if I were to really try to boil a lot of the work down that I do to simple is on one part it’s stress management, right? Because I tell people if I can help you be less stressed, right? You’ll allocate your energy and attention better and you make better decisions, which helps you win. And so much of it is exactly what you said. Just slow down a little bit. And so that you can evaluate and ask the right questions. I mean, that is so fundamentally important on a world that really focuses. So many people are, could be X people feel like they need to focus on getting to the right. Right. And so I’m really big on start, right. With an idea of what the end’s end in mind might look like. And then we just have a conversation and build the right plan for you. And that’s the part that a lot of times people miss, right?
Speaker 2 (27:38):
Yes. Awesome. Okay. I’ll be sure to link it all up in the show notes. Thank you so much for joining me.
Speaker 3 (27:44):
Thank you. I can talk all day about this stuff. So you’re really present. Thanks for having me. It’s been great
Speaker 2 (27:49):
Top takeaways from this chat with Corey. Number one, coaching is helping people reach their objectives to self actualize their potential. Doesn’t that sound amazing. Number two, it was subtle, but he mentioned coaches have coaches. Everyone can use some help and some guidance sometimes, and it just helps you move that needle a little further, a little faster if you have that guidance. So don’t be afraid of having a coach. Number three, stay open to the world of possibilities. You don’t have to pick an area of law day one. And finally, Corey, as a recruiter knows what firms are looking for and can help you look your best for those interviews. That’s it. For this episode, all the tips and links will be in the show notes. A full transcript will be available@legallearningcenter.com forward slash runway strategies. And if you enjoyed this episode, please leave a review that just helps this show help more people. Thanks.
