Susan Moon is an in-house attorney at a travel and hospitality company. Her opinions are her own and not those of her company. Also, the experiences Susan shares may include others’ experiences (many in-house friends insist on offering ideas for the blog). You can reach her at SusanMoonATL@gmail.com and follow her on Twitter at @SusanMoon.
If you took a poll in which you had to answer how good a lawyer you are, how would you rank yourself — below average, average, or above average? With the “illusory superiority” phenomenon at work, more than 50% of you would respond that you’re an above average lawyer. Now, you don’t have to be good at math to figure out that something’s not quite right here.
Because I care about my ATL readers, I’ve decided to make it my mission in this post to enlighten those of you below average lawyers as to your not-so-great-as-you-think-ness. The key to getting around illusory superiority is to not rely on your own fallible opinion of yourself. Instead, look to other more objective indications of your inferiority.
What are some signs that you may be a below average lawyer?
I assumed that pretty much everyone had seen the music video by now — multiple times. Scores of news sites, including CNN, ABC, and the Huffington Post have written it up. There have been tons of positive responses from significant players in the entertainment industry (including T-Pain, who tweeted, “Words cannot even describe how amazing this video is…”). As of writing this article, it has over 170 million YouTube views, and is currently the number one downloaded music video on iTunes. Heck, they even did a “dance cam” of the video at Dodger Stadium and non-Koreans watching the game broke into the dorky-becomes-cool horse dance!
But I kept finding that friends, even people active in social media, hadn’t yet experienced the greatest music video ever (did I mention flash mobs in Australia?). I had thought that just because there was promotion, you know — everywhere — for it, the video was more broadly known than it actually was.
Promoting yourself at work can be similar. No, not celebrities tweeting your awesomeness or dance cams in the office conference room. What I’m talking about is that you may think that you’ve made your contributions at work obvious to those around you. But you may be surprised to find that they’re clueless about your efforts, just as I’m surprised to find that people around me haven’t yet heard about the Gangnam Style music video, which is after the jump….
Q: What’s one way in which the non-lawyers at your company are just like law firm partners?
A: Each person cares almost exclusively about her own work and her own little universe. And expects you to do the same. There’s no reason why Finance, Customer Service, HR, and Marketing can’t all be the most important function in the company is there?
Business people don’t have much incentive to give you a lot of time to review or prepare a legal document or address an issue. Generally, the faster they’re able to close deals, offer new products and services, and complete projects, the more quickly the company will make money and they’ll get the pats on the back. It’s actually hard to blame them for wanting everything done ASAP. Heck, I’d be the same way if I were on the business side.
From a quality of work and life perspective, though, “ASAP” is a bad way for a lawyer to go about things. Work quality decreases while stress levels increase. To manage ASAP requests, try to distinguish between the types of requests and collaborate with the business folks to meet their needs….
So you like being an M&A (mergers and acquisitions) lawyer. Wonder if M&A work is different in-house compared to private practice? It’s just slightly different. Like maybe about 90% slightly different.
If you’re an M&A lawyer at a firm, your main responsibilities on a deal will be to draft the purchase agreement and other documents, actually review all of the due diligence on the company to be acquired, advise on and negotiate various legal issues, and keep track of everything that needs to be signed, filed, and otherwise happen from a legal standpoint to “close the deal.” The other primary value that outside M&A counsel provide is to inform on what’s standard and market in M&A deals and arrangements. This all sounds like a lot. And it is.
But because the tasks required of outside counsel are pretty much “pure legal” items, they’re a fraction of the amount of work that needs to be done by the in-house M&A attorney, who gets to manage all of the above, plus much of the non- or pseudo-legal stuff that the rest of the company actually cares about…
Last week, I wrote about how gossiping at the office can indicate that you’re in dire need of soft skills training or may be a pathetic, passive-aggressive coward. Or, more likely, both. After I submitted the post to ATL, David Lat (aka The Legal Gossipmonger Grandmaster) reminded me that hey, gossip can be positive too! The Grandmaster was absolutely right, of course, as my article had really only focused on the type of gossip where people whine and complain about their coworkers.
I thought, hmm, true — gossiping at work can definitely have a positive impact on you if you’re gaining information that will be useful to you on the job. Like finding out about which IT dude won’t treat you like the complete tech idiot that you are. Thanks to one of the commenters, I decided to dig a little further into what some of the other positive effects of gossip could be. And I was surprised by what I learned….
So, OMG you seriously haven’t heard that Brittany likes Mark, but Mark likes Claire even though he’s flirting with Brittany? Yeah, Mark — the guy who’s so dumb that the last time he cheated on a test he still failed… I know right, he’s so hot!
High school gossip can cover many aspects of life. Sometimes the chatter is about school and tests. Sometimes it’s about who got invited to the cool parties and got sick on the street later. But most often, it’s about juicy dish. (Kind of like ATL, pimply puberty-style, except… hmm, never mind, it’s just like ATL.)
In-house gossip is thoroughly less satisfying. It’s more about who ticked off whom a couple of years ago, who’s slacking off and getting away with it when the rest of us can’t, and who could vie for the gold if kissing up to senior executives were an Olympic event. The juicy stuff that I used to get wind of once in a while from law firm peers seems rare in an in-house setting. Little did I realize that I was giving up such a quality of life factor when taking this job. People really need to give you a heads up about these things.
Seriously though, kids who gossip in high school are immature. But, well, that’s just about everybody in high school, so it’s all good. (The mature ones are the weirdos — avoid them like the plague, high school kiddies.) Gossiping at work, however, is viewed as less acceptable and is instead indicative of needed soft skills improvement…
Last month, a group named Russell Reynolds Associates (RRA) announced a study in which they identified eight qualities of successful legal executives. The study found that these accomplished folks exhibited greater levels of certain traits compared to your average Executive Joe Schmoe, Esq. The results, while informative, weren’t all that surprising. (It’s cool how hindsight works that way.) There were two traits, however, that RRA zeroed in on in their write-up of the study.
One was “excitability.” Successful legal executives got frazzled about 20% less than the average legal executive and even than the average non-legal executive. The gap in excitability was even wider between Successful GC and Not-Successful GC. So all of you lawyers who have a tendency to hyperventilate over every little fire drill can do yourselves a favor and think calm thoughts when you find that your prized pen has been moved from the right side of your desk to the left.
The other trait that RRA considered noteworthy is one they referred to as “mischievousness.” Their evaluation of mischievousness, however, is really just a brilliant scam….
Based on questions that I’ve been getting during the past few months through this blog and elsewhere, I’m realizing that a lot of attorneys and attorneys-to-be who don’t know about some of the very basic characteristics of in-house legal work. Stuff that I forget isn’t necessarily obvious until after some time has passed (like how only after you’ve graduated from law school do you realize that in order to make a profit off your casebooks, you need to sell them before the next edition has been released — so basically within 20 minutes of purchasing them).
Instead of having to continue explaining the fundamentals of in-house work again and again to each of these people individually, I realized I can make use of this newfangled innovation called le blog for summarizing some of that basic information. That way, when people ask me all of those questions, I can just refer them here. It only took me ten months to figure this out. I am so SMRT.
Elevator speeches aren’t just for elevators anymore. I mean, when’s the last time you’ve actually used one in an elevator? And not afterwards gotten a look that said, “Please, can’t you see that I’m pretending to be really interested in what’s on that teeny tiny news screen up there?”
It’s rare to hear a good elevator speech these days, even if it’s just the two of you in that little box with no TV screen available for refuge. (Thank goodness for iPhones.) Here are some of the typical speeches I hear: “I do commercial litigation at Biglaw firm.” “I work at a mid-sized hedge fund in New York.” “I’m interning at Attorney General’s office this summer at the division of civil rights.”
These are just the short versions. The longer versions aren’t much better. They’re just longer (guess whose this one is…): “I work at a travel and hospitality company doing general transactional work, such as commercial contracts, M&A, business development, and advertising and social media.” Yawn….
Companies don’t typically hire law students. The greatest concern that companies have about hiring law school graduates is training. In-house legal departments don’t want to have train new lawyers, and prefer that law firms take the effort to pass on the needed skills before we go ahead and pinch some of their best associates.
That said, there are certainly several examples of companies that have successfully decided that it’s a good thing to hire counsel who know virtually nothing about practicing law. In this post, I’ll examine some of the pros and cons of hiring newbie lawyers versus law firm trained, not-so-newbies for entry-level in-house positions.
For the first issue at hand, what is this magical “training” that law firms are so good at providing…?
If you think most legal technology misses the mark, LexisNexis Firm Manager® wants to change your mind. Read more about it here.
Built with input from hundreds of solo and small-firm attorneys across the country, it’s made for practitioners who’d rather build the firm of their dreams than deal with the hassles of running a business.
· Go Mobile, Stay Connected.
See all your firm’s information, wherever you are, on whatever device you’re using. Access and update client files, enter billing, search & share documents and more. It’s just like you’re in the office, only you’re not.
When Chintan Panchal decided to leave a global BigLaw partnership to start his own firm, he could only hope that he would face the high-quality problem of firm building that many had cautioned him about. Focused on the uncertainty surrounding of a new firm launch, he decided to tackle staffing needs, IT challenges, and financial planning requirements after he had built up his legal practice.
Panchal Associates LLP–a corporate/finance and outside general counsel boutique–was quickly off to a great start. Clients and matters were flying in the door, and Chintan soon had a team of lawyers and staff with a variety of operational needs. To continue building an excellent team and provide them with a competitive benefits package, to expand his physical presence to include a European practice and additional partners, and to scale his operations and IT capabilities to support this growing enterprise brought with it demands of time, money, and expertise. Chintan knew he needed help.
“With the assistance of NexFirm, we have upgraded the capabilities of our firm to meet, and in some cases exceed, the standards we were used to at our former BigLaw firms. Operationally, we can now attract and service clients we didn’t have the bandwidth to support in the past, and continue to build our team with the best and brightest legal talent in the industry,” said Chintan Panchal, adding “It has worked out quite well in our case; NexFirm is an essential partner for us.”
The holiday season is upon us, and yet again, you have no idea what to get for the fickle lawyer in your life. We’re here to help. Even if your bonus check hasn’t arrived yet, any one of the gifts we’ve highlighted here could be a worthy substitute until your employer decides to make it rain.
We’ve got an eclectic selection for you to choose from, so settle in by that stack of documents yet to be reviewed and dig in…
The traditional job application and interview process can be impersonal, and applicants often struggle to present themselves as more than just the sum of their GPAs, alma maters, and previous work history. ATL has partnered with ViewYou to help job seekers overcome this challenge. ViewYou NOW Profiles offer a unique way for job seekers to make a personal, memorable connection with prospective employers: introduction videos. These videos allow job candidates to display their personalities, interpersonal skills, and professional interests, creating an eDossier to brand themselves to potential employers all over the world. Check it out today!