The first edition of the mentoring programme has come to an end – now it’s time for conclusions and summaries
It has been an intense six months. There have been meetings, tasks, goals, challenges and honest conversations.
In November 2024, we launched the first mentoring programme in our firm’s history. We promised its participants a shared adventure, professional development, and the opportunity to form inspiring relationships. Our goal was simple: to create a space where determination meets experience and where even the most difficult questions find meaningful answers.
Today, after the pilot edition, one thing is certain. It was one of the best investments in our shared future. According to both mentors and mentees, a lot has been going on, and we have learnt a lot. What was this journey like?
The mentoring programme is a step towards achieving a new level of self-awareness
Today, lawyers are expected to have not only excellent knowledge of their field, but also a practical, market-oriented approach, the ability to establish and maintain relationships, and the capacity to quickly make connections between different areas of business. This requires juggling many different areas simultaneously. It’s not an easy task.
How can lawyers attract clients rather than just ‘handle’ cases? How can they consciously build their brand? How can they establish themselves in a new area of specialisation, or simply… how can they manage their day so they don’t go crazy?
These questions often remain unanswered. Young lawyers are sometimes kept under a glass dome, with no access to clients or clear vision for their development. At our firm, the sheer number and scale of projects means this approach is not feasible, and our mentoring programme provides the necessary time, space and tools to help them define their place and role consciously.
Why do experienced experts want to become mentors?
The commitment shown by our partners and managers exceeded our expectations. Why did they decide to devote their time to supporting our young talent?
- Because sharing knowledge is a natural need in a turquoise organisation such as Kochański & Partners, says Piotr Kochański, adding: “I know very well how much you can gain from having a wise mentor at your side — someone who introduces you to the world of business and allows you to enter the most trusted circles. That is the role I wanted and accepted for myself”
- Because it is a real business need. Marcin Bęben, Business Development Director, emphasises that: “The ability to effectively acquire clients is crucial for the development of a law firm. I decided to share my experience and inspire lawyers to develop.”
- Because it gives them enormous satisfaction and energy. “Seeing my mentees progress in terms of knowledge and self-confidence gave me great joy and a sense of purpose,” says Natalia Kotłowska-Wochna, who took on three mentees
What did the mentors learn about themselves?
Mentoring is a two-way process. Our mentors admit that they also learnt a lot from the experience.
“I saw fantastic potential, which, combined with a certain amount of experience, is looking for new paths and niches, is open to change and trusts technology. I learnt a lot from our conversations and gained a new, unexpected perspective on several issues,” admits Piotr Kochański.
The experience demonstrated the importance of active listening, asking the right questions, and helping people to see a problem from a different perspective without offering ready-made solutions.
From “I don’t know how” to “I know what to do next.” Stories from our mentees
Every mentor-mentee relationship is naturally different, responding to specific needs and reflecting the dynamics of the individuals involved. What did the participants gain?
From theory to practice in business development
Urszula Wójcik, a talented labour law specialist, joined the programme with a clear goal: to expand her knowledge and skills in business development.
- Challenge: How to translate theoretical knowledge about business development into real actions in a law firm?
- Process: This consisted not only of conversations and discussions about practical problems, but also of carefully observing her mentor’s work ‘behind the scenes’ and actively participating in several ongoing projects
- Result: “Participating in the programme broadened my horizons and motivated me to develop. I gained knowledge and tools that are useful for business development. I would definitely recommend participating in future editions to others,” says Ula.
The courage to change direction
In contrast, Artur Kluge wanted to develop in a field completely different from the financial institutions’ disputes he deals with on a daily basis. The issues he discussed with his mentor, Rafał Rapala, included commercial and civil law, mergers and acquisitions, and legal English.
This is also a significant challenge for Artur, requiring him to go back to basics in a sense.
- Challenge: How to find the motivation and energy to embark on further education after work and return to your aspirations as a student
- Process: Meetings with the mentor provided inspiration and specific advice on how to lay the groundwork for Artur’s new area of specialisation
- Result: “Thanks to these conversations, I gained the energy to re-educate myself. My approach to development has changed significantly – I am no longer limited to one department because it is my work and commitment that matters,” says Artur, who has also taken practical steps towards change by enrolling on a postgraduate course
Mentoring programme: benefits for the organisation
The first edition of the mentoring programme taught us a great deal. It showed us several key things, including:
- The enormous potential of honest conversation. Creating a space where people can openly discuss challenges is crucial for employees’ well-being and development
- Development is not always about grand strategies. Sometimes, the most significant breakthroughs come from assistance with organising daily tasks, planning work, or resolving an impasse, and this can be of enormous value
- There is work to be done. The programme made us realise how important it is to provide systemic support to young professionals and involve them in key processes, such as client meetings. This is another important sign that we should take action
- We are learning and will improve
What’s next? Come aboard!
The first edition of the mentoring programme proved that dreams can become reality. It was a journey full of challenges and breakthroughs, but above all, full of authentic relationships and real growth. We would like to thank all the mentors and mentees for their courage, openness and commitment.
We know that this is just the beginning and are looking forward to the next edition and the opportunity to work with new talent.
Because together we can achieve so much more. Let’s do it!
Any questions? Contact us
Natalia Kotłowska-Wochna
Diana Tavera
