With a well-trained coach, the experience of coaching involves a forward-looking, collaborative process, that helps clients work through challenges, clarify goals, and make meaningful progress toward achieving them. Through periodic (e.g., weekly, biweekly, monthly) sessions, a client can develop greater awareness, strengthen their decision-making, and step closer to their personal and professional potential.

The International Coaching Federation (ICF), the world’s largest coaching organization, defines coaching as
“partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”

Research and field-building organizations such as theInstitute of Coaching, a Harvard Medical School affiliate, describe coaching as a strengths-based, goal-oriented process that supports sustainable change and improved performance.

TRUE COACHING AND COACH TRAINING

It is important to recognize that the term “coach” is often used by professionals who have not completed a rigorous course of study or training in a recognized coaching methodology. Kimberly Monaghan has gathered pointers on vetting coaches available here.

There is a growing body of evidence in support of the effectiveness of coaching.

WHAT INDIVIDUALS REPORT

Findings compiled by the Institute of Coaching, drawing on research from the International Coaching Federation, show that individuals who engage in coaching consistently report meaningful benefits.

According to ICF research, a large majority of coaching clients report improvements in areas such as self-confidence, work performance, communication skills, and relationships. High levels of satisfaction are also consistently reported, with most individuals and organizations indicating they would engage in coaching again.

Organizations similarly report positive returns. ICF findings indicate that many companies experience a return on their coaching investment, often alongside broader gains in employee effectiveness and engagement.

WHAT PEER-REVIEWED RESEARCH SHOWS

A growing body of academic research supports these reported outcomes.

A widely cited meta-analysis published in the The Journal of Positive Psychology by researchers at the University of Amsterdam analyzed 18 controlled studies with more than 2,000 participants. The study found that coaching has statistically significant positive effects on:
◆ performance and skills
◆ well-being
◆ coping
◆ work attitudes
◆ goal-directed self-regulation

The authors concluded that coaching is an effective intervention for improving outcomes in organizational settings.

Additional peer-reviewed research published in Coaching: An International Journal of Theory Research and Practice highlights that coaching participants frequently report gains in self-awareness, self-efficacy, communication, and leadership effectiveness.

A randomized controlled study by Anthony Grant and colleagues further found that executive coaching enhances goal attainment, resilience, and workplace well-being, while also reducing stress.

WHAT ORGANIZATIONS AND EXPERTS REPORT

Industry and organizational research also point to measurable impact.

Research cited by the International Coaching Federation, including studies conducted in partnership with global organizations, indicates that organizations often report a positive return on investment (ROI) from coaching, as well as improvements in leadership effectiveness and employee engagement.

Research from the International Coaching Federation highlights a strong connection between coaching and increased employee engagement, further establishing coaching as a vital strategic development tool.

Insights from Harvard Business Review further contextualize how coaching is used in practice.

A widely cited survey of executive coaches found that coaching is most often used to develop high-potential employees, support leadership transitions, and provide a sounding board on complex organizational and strategic issues.

Additional research and analysis highlight the growing role of coaching in modern organizations, particularly as companies evolve into learning-oriented environments where adaptability, self-awareness, and continuous development are critical.

The Institute of Coaching, based at McLean Hospital, a Harvard Medical School affiliate, highlights neuroscience-informed research demonstrating that coaching-aligned practices such as reflection, goal-setting, and focused attention can contribute to lasting changes in behavior and cognitive patterns over time.

Coaching and therapy have a different focus and purpose. Depending on a client’s goals and situation, either coaching or therapy may be more appropriate. For many, coaching and therapy work well together.

Therapy typically focuses on diagnosing and treating mental health conditions, exploring past experiences, and supporting emotional healing. Coaching, by contrast, is oriented toward the present and future and helps individuals clarify goals and take action.

Peer-reviewed research in coaching psychology describes coaching as a structured, goal-focused process that supports goal attainment and well-being in non-clinical populations. A randomized controlled study by Anthony Grant and colleagues found that coaching can enhance goal attainment, resilience, and workplace well-being.

While coaching may reflect briefly on past experiences, it does so only to generate insight and inform forward movement, not to diagnose or treat mental health conditions.

Coaching is distinct from consulting.

Consultants typically provide expertise, frameworks, and recommendations. Coaches partner with clients to help them generate their own insights and solutions.

As coaching pioneerJohn Whitmore wrote, coaching is about “unlocking a person’s potential to maximize their own performance.” This definition is widely cited in leadership literature, including in Harvard Business Review.

Many professionals, especially executives and lawyers, already have access to advice and expertise. Coaching creates space to think independently, strengthen judgment, and show up at their best in high-stakes situations.

Coaching is increasingly informed by research in neuroscience, particularly in the area of neuroplasticity, the brain’s ability to change through experience.

Research highlighted by the Institute of Coaching (IOC),including work by Daniel Siegel, shows that intentional practices such as focused attention and reflection can support measurable changes in how the brain functions over time.

These principles are applied in coaching to help clients:
◆ build new habits
◆ shift unhelpful thinking patterns
◆ improve emotional regulation
◆ sustain high performance

Similarly, Margaret Moore and Paul Hammerness are cited by the IOC for exploring how brain-based strategies can improve focus, organization, and resilience in their book Organize Your Mind Organize Your Life.

In sessions, coaches like Lauren Paxton, who are trained in neuroscience-backed methods, use a combination of through-provoking formula, principles, and methodologies to

◆ ask thoughtful, strategic questions
◆ offer candid observations
◆ create structure and accountability
◆ support reflection and decision-making

The process is intentionally client-led. The coach serves as a thought partner, helping clients access their own insight, strengthen their capabilities, and operate at a higher level over time.

Lauren works with lawyers and business executives at pivotal moments of growth and transition. Her clients include law firm partners, in-house leaders, executives, and founders. Lauren works with clients across the U.S.

Lauren brings nearly 20 years of experience as a practicing attorney, and her background goes well beyond simply practicing law. She built a substantial book of business as a Chambers & Partners-ranked law firm partner and head of an employment practice, trained other lawyers on business development and practice management, held leadership positions in bar & industry associations, and was a media contributor quoted in publications including Forbes, Newsweek, and CFO Magazine. She also served as a federal prosecutor earlier in her career.

When it comes to working with lawyers in private practice, Lauren understands the context in which lawyers operate, including the competing demands of client service, business development, firm management, and personal growth.

Lauren is ICF Certified and formally trained through the Co-Active Training Institute (CTI), with a long-standing mindfulness practice.

An executive coach helps lawyers gain the clarity, perspective, and motivation to move past current challenges and get closer to their vision of success. In practice, this might mean working on business development strategy, navigating a difficult transition or leadership challenge, strengthening executive presence and communication, managing a team more effectively, or planning the next career chapter. Lauren's sessions are direct and practical, aiming to leave clients with concrete takeaways.

No. Lauren coaches executives and business leaders across industries, not only lawyers. Her background as a trusted advisor to Fortune 500 companies, C-suite executives, and public figures gives her deep experience working with high performers in demanding environments. She helps leaders prepare for the boardroom, lead through transitions and crises, build high-performing teams, and communicate their vision and value at the highest levels.

Common topics include business development and building a book of business, navigating firm dynamics, leadership and delegation, time and task management, sustaining performance without burning out, and career strategy including decisions about lateraling, partnership, or transitioning out of private practice.

Common topics include strategic business partnering and communicating effectively with the C-suite and board, building influence without formal authority, managing and developing a legal team, career planning toward GC, CLO, or executive roles, and navigating the transition from private practice to an in-house environment.

Common topics include developing executive presence and gravitas, clarifying and communicating a compelling vision, leading complex transformations, building high-performing cultures and teams, preparing for board roles or the CEO seat, navigating stakeholder dynamics, and sustaining high performance over the long term.

Each coaching engagement begins with a complimentary introductory call, which allows Lauren to understand where you are and what you are looking to accomplish. Most clients begin with a three-month package of biweekly sessions, which provides a solid foundation and enough time to build real momentum. After the initial engagement, Lauren and her clients discuss what works best going forward. Some clients prefer to continue with weekly sessions for a period of intensive focus, while others shift to monthly sessions as a way to maintain momentum and accountability over the longer term. The right rhythm is something Lauren and each client work out together, and it is a great topic to explore during the introductory call. New client introductory calls are subject to availability.

The agenda for each coaching series is tailored to the client’s goals and work style. Some clients prefer to continue the work of coaching in between sessions with independent exercises and prompts for reflection; others concentrate coaching time during sessions.

That depends on your goals. Some clients come for a focused engagement around a specific challenge or transition. Others work with Lauren over a year or more as their careers evolve. Lauren also offers drop-in coaching sessions for those who want to explore coaching before committing to an ongoing engagement.

Subject to availability, Lauren offers one-time drop-in coaching session for experienced lawyers who want to try coaching before deciding on an ongoing arrangement. This is a great option if you have a specific challenge you want to think through or want to get a feel for the coaching relationship first. For more information, navigate to the Drop-In Coaching page on our website.

Coaching is an investment. Although many of our clients work with us privately, we are often engaged by law firms and similar organizations to coach their current and next generation leaders. If you are serious about coaching and would like to learn more about how we work, contact us to request an introductory call or try a drop-in session.

Both. Lauren works with individuals privately, and she also works with law firms and organizations that are investing in coaching and training for their teams. Law firms retain Lauren to support their lawyers with business development, practice management, leadership, and professional growth.

Lauren is based in the New York City metropolitan area and works with clients across the U.S. Coaching is available remotely. Workshops, trainings, and presentations are available virtually and in-person.

The best first step is to reach out to us through our website with any questions or to request an introductory call.