Well, last Friday was interesting. When I decided to close the comments for last week’s installment of Moonlighting, Lat responded, “I’m glad at least someone is willing to try deactivation.” As expected, undeterred from the fact that they couldn’t comment directly on my post, the usual group of ATL commenters uniformly hijacked Kashmir Hill’s “revenge porn” post which followed mine on ATL to provide me with their usual thoughtful and highly encouraging feedback.
Later, an anonymous 2L tweeted as follows: And @susanmoon has the dubious distinction of being the first @atlblog writer to close off comments. When I joked to the 2L that my feelings get hurt every week, the 2L (taking me seriously, I presume) told me that instead of hiding, I should “rise above it” because even a SCOTUS justice would get flamed on ATL. This invited Brian Tannebaum (an ATL small-firm columnist) and some others to rush to my defense. What ensued was a flurry of debate on Twitter — infused with an abundance of insults — mainly between Brian and the 2L. I’m actually not quite sure why Brian got so involved, as I’m not even sure he likes me (that’s the real reason I cry every week). I think he just likes to pick on poor souls every once in a while (read: several times a day) for his own sadistic pleasure.
In any case, in addition to the entertainment value that the Brian v. 2L debates offered on Twitterverse Legal last weekend, there were definitely some interesting points made on both sides about the value of anonymous feedback….
As some of you may be aware, it is the Jewish New Year. This means that I get two opportunities to reflect on the past year and make resolutions. Indeed, I have now resolved — for the second time — to eat less carbs. The problem with these kinds of resolutions is that they usually do not work. I think it has something to do with putting way too much emphasis on one day (New Year’s Day, or I guess Rosh Hashanah), rather than working towards a goal consistently throughout the year.
At work, the equivalent of the New Year’s Resolution is the year-end review. All of ones strengths and weaknesses displayed in the prior year are discussed during a thirty-minute conversation that often ends with a bonus check and/or tears. The year-end review, like the New Year’s Resolution, does not work. Rather than getting feedback only once a year, you should make every day New Year’s Day. Well, maybe not every day….
Last week we discussed the art of receiving feedback from your firm. The coin of feedback has two sides — praise and criticism. You learn more from the latter than from the former. If you are a solid citizen who is committed and enthusiastic, you can learn great deal from constructive criticism. You must understand why it is given and what it means. In this week’s Career Center Summer Associate Tips Series, Lateral Link’sFrank Kimball, an expert recruiter and former Biglaw hiring partner, discusses how to best handle criticism over the summer.
Criticism is usually well-intended. Firms want you to succeed; if you are bright, well-liked, and energetic, the natural human instinct takes over. The partners running the summer program want to run a successful program. Experienced lawyers love to find new lawyers who they can bring into their groups or teams. That, in one respect, is what the summer program is all about. Criticism is not delivered in the abstract. It is delivered (1) on the spot when you have made a mistake, (2) at a quieter moment during the project when the assigning attorney has a moment to breathe, or (3) during the regular review process.
Some lawyers are just unpleasant or angry people. Usually, however, the lawyer is angry about your mistake because it disrupted his or her schedule, confused his client, screwed up an issue in a brief, or otherwise made his professional life unpleasant. The lawyer might also be angry because it was his or her fault for not providing enough instruction or sufficient oversight (but don’t you point this out). Depersonalize your reaction and learn from it. Contain your own hostility, rage, anger, and other emotional reactions. Do not head to your office in tears, vent your emotions to other summer associates, or storm off into professional oblivion. At the end of the day, run five miles or bike around the lake. Go to the gym and beat the heck out of a punching bag. Get on Above the Law and yell at Elie for a spelling mistake in one of his posts.
For more tips on handling criticism and making the most out of your summer clerkship experience, click here. For additional career insights, as well as profiles of individual law firms, check out the Career Center.
In this week’s Career Center Summer Associate Tips Series, Lateral Link’sFrank Kimball, an expert recruiter and former Biglaw hiring partner, demystifies the process of receiving feedback as a summer associate.
As a law student, you may ask yourself: “What is it about attorneys and their inability to provide quality feedback in a reasonable amount of time?” Throughout law school you will have to wait weeks and months on end before receiving your grade on even multiple choice exams. Then, you move on to your summer clerkship and wonder if every single assignment you email gets sent to a black hole where it never gets read, much less utilized. The truth of the matter is, your work is being monitored, and you are being “graded” during your summer clerkship. But unlike your professors, the attorneys you work for at your summer law firm has legitimate excuses for not providing your grades in a reasonable timeframe.
Every summer associate wants to know how well they are doing. It is a natural human emotional need. Former New York Mayor Ed Koch used to call out to reporters: “How am I doin’?” He had to wait four years for an answer. Your answer will come at the end of the summer. All feedback systems depend on structure, forms, follow through, and a decidedly unreliable human element. Every spring, hiring partners and recruiting coordinators redesign reporting lines, meeting schedules, review forms, and many other ways to coerce their lawyers to put pen to paper and write reviews. As a hiring partner I tried systems, humor, cajoling, requests just short of Fed. R. Civ. P. 30 and 45, and sitting down in a lawyer’s office and filibustering until they completed the darn form.
To learn more on how to handle the feedback provided during your summer clerkship (or lack thereof), click here to read on. For additional career insights, as well as profiles of individual law firms, check out the Career Center.
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 (Robert Kinney and Evan Jowers will be in Hong Kong again March 15 to 23), 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.
Are you challenged by the costs and logistics of maintaining your office, distracting you from the practice of law?
Many small firms are successfully moving part—or even all—of their practice to a virtual setting. This even includes multi-jurisdictional practice spanning several states and practice areas, although solo and small partnerships are still the largest adopters of virtual law.
Can you do the same? The new article Mobile in Practice, Virtual by Design from author Jared Correia, Esq., explores how mobile technology bring real-life benefits to a small law firm. Read this new article—the next in Thomson Reuters’ Independent Thinking series for small firms—to explore how a mobile practice:
Everyone is talking about the importance of Social Media in Corporate America. But it is relatively safe to say that most law firms and lawyers are slightly behind the social curve. Most lawyers, at minimum, use LinkedIn, for networking. Some even use Twitter for pushing out short, pithy content, while many have Blogs, where they write their little hearts out. The adage “it is better to give than to receive” is not always true though in the world of Social. In the Social World – it is best to listen, give back and engage.
Social Media is a communications tool that can deeply educate you about the needs and wants of your clients and prospects when used in conjunction social media monitoring and sharing tools.
Take this quick quiz and see if you know how to use Social to help you engage more with your clients or to better service the ones you have.