You want to know what the future of law entails for you? Probably not much. You do the same crap everyone else does. You’re some run-of-the-mill commercial litigator, or you write the same wills as every other estate planning lawyer, or you’re an “aggressive” and “caring” and “passionate” criminal-defense lawyer that will “fight for your rights.”
It’s all garbage. You don’t matter. You compete on price and spend your day wondering what works better — pay-per-click, or your Facebook Fan Page. You’ll pay the bills and get a nice case every so often, but you’re just another lawyer wondering why the world hasn’t lined up to hire you.
The future of law is specialization. I’m not just talking about “niche” practices, I’m talking about specialization within your practice. I’m talking about being a resource in your practice area, or knowing more about a specific issue than the others. And yes, I have examples, calm down, I’ll lay this out for you in simple, easy terms that you can understand. Maybe you can even put some of this to work in the middle of contemplating your miserable life as a lawyer….
It’s finals time already. For professors, that means another semester is in the books. Sure they still have to grade the exams, but that’s what stairs are for.
With their teaching duties done, the faculty at the University of Memphis School of Law decided to have a holiday party, with a band, in the reading room of the library while students were studying for finals.
Kind of brings new meaning to the term “tone deaf,” doesn’t it?
I am always intrigued by articles giving advice on appropriate office behavior. For whatever reason, these advice columns almost always discuss the appropriateness (or lack thereof) of crying in the office. I am not sure why this is such a newsworthy topic, as I have rarely witnessed such behavior — either as a Biglaw associate or when I went to a small firm. And I only cried once in my five years of practice, and that was not in the office — it was in the elevator. Unfortunately a partner happened to be in the elevator with me, but I could not help it.
Last week the Wall Street Journal featured an article on this topic. Don’t Cry (At The Office) suggests that you not cry at the office (yes, shocking). The article goes on to suggest that you go home or to your therapist’s office to cry because while having feelings at work is a no-no, it is important to have feelings when you are off the clock.
After learning that one should not cry at the office, I decided to investigate other inappropriate behaviors. I have put together a list of forbidden actions for small-firm attorneys based on input from my cadre of small-firm Emily Posts.
We’ve had openthreads before about the value of the LLM degree. There’s always a big debate about whether the programs are worthwhile (though tax LLMs almost universally get big thumbs up from readers).
The question keeps coming up though. And now in a different context. If you’ve been laid off, or can’t find a job, is an LLM a good option? Here’s one query we received from a reader:
I am a recently laid off big law associate, who practiced tax. I am considering pursuing my tax LLM this fall. I have been accepted to both NYU and Georgetown. I have struggled over whether I should go back to school and “wait out the market.” Currently, there are few, if any, positions open in my specialty area. It would be very helpful to myself (and I am willing to bet – many others) if you could post an LLM thread.
So folks, here’s your chance to offer advice. If you don’t have a firm paying you $80,000 to go away for a year, should you shell out some cash to add a few more letters to the end of your title?
The reader also asks:
I would also like to specifically hear from commentors, what their view is of Georgetown’s Tax LLM program.
The evolution of relationships between the genders continues. Currently, in law firms, there is an interesting conundrum; balancing the desire for a gender-blind workplace where “the best lawyer gets the work and advances” and the reality of navigating the complicated maze created by the fact that, in general, men and women do possess differences in their work styles. These variations impact who they work with, how they work, how they build professional connections and how organizations ultimately leverage, reward and recognize the talents of all.
Henry Ford sat on his workbench and sighed. A year earlier, he had personally built 13,000 Model Ts with his own hands. Fashioning lugnuts and tie rods by hand, Ford was loath to ask for help. Sure, there were things about the car that he didn’t quite understand. This explains the lack of reliable navigation systems in the Model T. But Ford persevered because he knew that unless he did everything, he could not reliably call these cars his own.
“Unless my own personal toil is responsible for it, it may as well be called a Hyundai,” Ford remarked at the time.
The preceding may sound unfamiliar because it is categorically untrue. And also monumentally stupid. Henry Ford didn’t build all those cars by hand. He had help and plenty of it. Almost exactly one hundred years ago, Henry Ford opened up the most technologically advanced assembly line the world had ever seen. Built on the premise that work can be chopped up into digestible pieces and completed by many men better than one, the line ushered in an age of unparalleled productivity.
Today, an attorney refers business because he can’t do everything the client asks of him.
There are three reasons why this is way dumber than a made-up Henry Ford story…
Ed. note: The Asia Chronicles column is authored by Kinney Recruiting. Kinney has made more placements of U.S. associates, counsels and partners in Asia than any other recruiting firm in each of the past six years. You can reach them by email: [email protected].
Since late last year, things have been booming in Hong Kong / China in cap markets, especially Hong Kong IPOs. M&A deal flow has recently been getting a bit stronger as well. Although one can’t predict such things with any certainty, all signs are pointing to a banner entire 2014 for the top end US corporate and cap markets practices in Hong Kong / China. This is not really new news, as its been the feeling most in the market have had for a few months now and things continue to look good.
The head of our Asia practice, Evan Jowers, has been in Hong Kong for about 10 days a month (with trips every other month to both Shanghai and Bejing) for the past 7 months, and spending most of his time there meeting with senior US hiring partners at just about all the major US and UK firms there, as well as prospective candidates at all associate levels and partner levels, and when in the US, Evan works Asia hours and is regularly on the phone with such persons, as our the other members of our Asia team. Our Yuliya Vinokurova is in Hong Kong every other month and Robert is there about 5 times a year as well. While we have a solid Asia team of recruiters, Evan Jowers will spend at least some time with all of our candidates for Asia position. We have had long standing relationships, and good friendships in some cases, with hiring partners and other senior US partners in Asia for 8 years now.