Let’s be honest: giving feedback isn’t always easy.
Even for Partners — especially for Partners.
They’re juggling client demands, managing teams, handling business development, and somehow also expected to coach the next generation of lawyers. That’s a big ask. And while many Partners want to support Associates’ growth, they often feel under-equipped or unsure where to start.
So, what can Professional Development (PD) teams do to help?
Here’s a fresh take: stop thinking about feedback as a “training topic” and start treating it as a leadership habit. Then make that habit easy to build.
Let’s break down seven practical ways you can support Partners — without adding more to their plate.
1. Make Feedback a Leadership Expectation, Not a Bonus
If we want feedback to be consistent, it has to be seen as part of the job — not just something the “nice” or “mentoring-minded” Partners do.
Frame it like this: “Good feedback isn’t optional. It’s how we grow strong teams.”
🛠 Try this: Include feedback skills in Partner evaluations, bring it up in leadership meetings, and treat it like any other business-critical behavior.
2. Offer Feedback Help in Bite-Sized Moments
A two-hour training? Forget it. What Partners need is support in the moment — when they’re writing a review, debriefing a case, or getting ready for a check-in.
🛠 Try this:
- A short video or handout: “3 lines of feedback that actually land.”
- A quick coaching drop-in: “Having trouble writing your review comments? Let’s fix it together.”
- A checklist for post-matter feedback.
Simple, useful, and right when they need it.
3. Give Them the Words
Sometimes the problem isn’t what to say — it’s how to say it.
Partners aren’t trying to avoid feedback because they don’t care. They often just don’t know how to phrase things clearly and constructively. Give them examples.
🛠 Try this: Create a “Feedback Phrasebook.” Think:
- “One thing to try next time is…”
- “I’ve noticed that when you… the impact is…”
- “Keep doing [X] — it’s having a big effect.”
This takes the pressure off and builds confidence fast.
4. Teach One Simple Framework
No one needs a PhD in performance reviews. Just one simple method they can use every time.
🛠 Try this: Use Start / Stop / Continue or SBI (Situation – Behavior – Impact).
It gives structure without feeling stiff. And it helps avoid vague feedback like “you’re doing fine” — which helps no one.
5. Give Them a Safe Place to Practice
Here’s a secret: Many partners aren’t avoiding feedback because they don’t care. They’re just nervous about saying the wrong thing.
Create space for them to try, reflect, and ask questions.
🛠 Try this:
- A no-judgment feedback lab
- Quick coaching sessions using anonymized scenarios
- Peer groups to talk through tricky situations
Even 20 minutes can make a difference.
6. Let Associates Speak (Even Anonymously)
When Partners hear directly what Associates want — clarity, context, and support — it clicks.
🛠 Try this:
- Share anonymized comments from upward reviews
- Bring in Associates to talk about what good feedback meant to them
- Share examples of feedback that helped someone level up
It’s hard to ignore real voices from your own team.
7. Celebrate Great Feedback
If someone gives a killer closing argument in court, we talk about it. But what about when they give excellent, meaningful feedback that changes an Associate’s trajectory?
🛠 Try this:
- Spotlight Partners known for strong mentoring
- Share “feedback wins” in newsletters or team meetings
- Make it a line item in performance conversations
Recognition drives behavior. Let it drive this one.
Wrapping It Up
Giving better feedback doesn’t require a revolution — just the right tools, mindset, and support. And that’s where PD teams shine.
Because when Partners know how to give thoughtful, timely feedback, Associates grow faster, teams work better, and the whole firm wins.
Want help building a feedback toolkit or launching just-in-time training? That’s where we come in.
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