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….
In light of some perspectives on women’s fashion that have crossed Above the Law recently (and because I like to beat horses until I’m absolutely sure they’re good and dead), I’d like share a few thoughts. When it comes to what to wear at the workplace, most of us women agree that women should dress professionally. And most of us know what dressing professionally generally looks like, even if not everything is perfectly laid out.
However, there is this “small” issue that there are still too many sexist job interviewers out there who expect women to go beyond just dressing professionally, and demand that we dress in a way that they consider feminine and appropriate for a woman.
Now, some women are perfectly comfortable wearing skirts and heels, and of course there’s nothing wrong with that. Other women suspect that such items are the devil’s handiwork. In any case, most women aren’t happy when other people dictate how any of us dress in the workplace, so long as we’re meeting the basic standards of professionalism. After all, it’s a rare occasion that men at the office are judged for not dressing in more masculine attire….
When I tell people that I really love my job, I get various responses. Most of them are something like, “Wow, that’s great,” or “I hate you.” Or sometimes, “That’s very nice, ma’am. May I take your order now, please?” When people ask why I love my job, my response is kind of lame. I tend to say it’s a lot of “fun” and then go on to describe a couple of types of matters I work on. Yeah, not all that insightful.
So for this week’s post, I decided to figure out more specifically (than “umm, so…the social media thing is interesting…”) why a lawyer may love her job. The reasons I came up with are mostly common sense and one reason actually has nothing to do with my job per se….
If you’re like me, you’re happily ensconced (hmm, where have I seen that before…?) in your company’s diversity and inclusion efforts. Your company may have a Diversity Committee in place and may have implemented diverse hiring and retention practices. They may hold trainings and events intended to promote awareness. Your legal department may even encourage outside counsel to staff minority and women attorneys on matters. All good stuff.
What else is there? Last week, I attended a day-long regional meeting for a fantastic nonprofit diversity organization. Although the fees to attend their conferences and meetings (which include CLE) are hundreds of dollars, in-house counsel get to attend them for free. You just need to pay a $59 shipping and handling fee. Wait, scratch that last part. (Been watching way too many infomercials lately.)
So, which organization was this, and what great tips did I leave with on how in-house counsel can further their companies’ diversity initiatives?
I had mentioned a while ago in my very first ATL post that some of my work involves marketing. Well, some of that marketing involves social media. As the main social media lawyer for my business unit, I work with our strategic teams to figure out how to make the best use of social media technologies (e.g., Facebook, Youtube, blogs, smartphone apps, etc.). All within 140 characters at a time.
What’s it like? As lawyerly work goes, it’s fast-paced and feels kind of risky and cutting-edge. Kind of like Mission Impossible. You know, like if the movie had a lawyer character whose job it was to make sure that the Tom Cruise character signed a waiver every time he got a pack of explosive chewing gum. Really, even non-lawyers think this social media lawyering work is cool. Granted, the non-lawyers I’m talking about are sixty-year-old gamers who live at home with their mothers. But still!
There isn’t really a standalone body of “social media law,” so a lawyer who covers this area ends up being a sort of jack of few trades. Instead, law in social media involves work which falls into the following basic categories….
One day it will happen to you. Whether you’re at a firm or in government or in-house, there will come a time when someone in your workplace will get a promotion who doesn’t deserve it. And unfortunately, we’re not talking about you. This person may a poor communicator, a terrible manager, or maybe just kind of a jerk to work with. But one day, it will happen. And when you receive news of the promotion, your mouth will drop in disbelief and you will shake your fist at the heavens, crying, “Why, wretched office gods, why….?!”
Is it the Peter Principle at play? This is a fascinating theory suggesting that employees keep getting promoted until they reach the levels at which they’re incompetent. Once an employee reaches the first level of professional incompetence, the promotions stop. Now imagine this happens with every employee. Basically, the only way to move up levels is to go over to another organization that’s unaware of your incompetence and hopes in vain that you’re more competent than whomever they’ve got over there.
Or maybe it’s the effect of the Dilbert Principle. Cubicle guru Scott Adams proposed that the least competent people in a company tend to get promoted to higher levels because companies need the smarter, skilled employees to do the actual work. Instead, the less-skilled incompetents are moved up to levels where they perform tasks that less vital to production, such as demanding that their underlings perform their real work harder, faster, and better. Picture Michael Scott of The Office. Only not so smart.
These principles were originally proposed as satire, although they sound kind of compelling, don’t they? But perhaps there’s something more sinister at play. Something darker…like we’re failing…to understand the entire picture. (*Thunder boom and lightning crash.*)
At large law firms, unless you’re interviewing for a small practice group, nobody’s losing sleep over whether you’ll fit in. They’ll take you so long as you’re smart, willing to work crazy hours, and not obviously a jerk. (Although if you’re a rainmaker jerk, they can’t seem to roll out the red carpet to the corner office quickly enough.)
You’ll tend hear the concern about the “right fit” voiced more often for in-house than Biglaw job openings. When you interview for an in-house position, your technical and substantive abilities certainly need to pass the bar (every possible pun intended). But after that, there’s a broad and maddeningly vague analysis regarding how good a “fit” you are….
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 seven years. You can reach them by email: firstname.lastname@example.org.
It’s that time of year again when JDs are starting to apply for 2L summer jobs and 2L summers are deciding which practice area to focus on.
For those JDs with an interest in potentially lateraling to or transferring to Asia in the future, please feel free to reach out to Kinney for advice on firm choices, interviewing and practice choices, relating to future marketability in Asia, or for a general discussion on your particular Asia markets of interest. This is of course a free of cost service for those who some years in the future may be our future industry contacts or perhaps even clients.
For some years now Kinney’s Asia head, Evan Jowers, has been formally advising Harvard Law students with such questions, as the Asia expert in Harvard Law’s “Ask The Experts Market Program” each summer and fall, with podcasts and scheduled phone calls. This has been an enjoyable and productive experience for all involved.
Whether you’re fresh off the bar exam or hitting your stride after hanging a shingle a few years ago, one thing’s for certain: independent attorneys who start a solo or small-law practice live with a certain amount of stress.
Non-attorneys would think the stress comes from preparing for a big trial, deposing a hostile witness, or crafting the perfect contract for a picky client.
But that’s nothing compared to the constant, nagging, real-life kind, the kind you get from the day-to-day grind of being a law-abiding attorney.
Connecticut plaintiffs-side boutique litigation firm (12 lawyers) seeks full-time associate with 2-4 years litigation experience, top tier undergraduate and law school education. Journal or clerkship experience a plus; highest ethical standards and strong work ethic required. Familiarity with Connecticut state court legal practice is preferred, but not required.
The firm handles sophisticated, high-end cases for plaintiffs, including individuals and businesses with significant claims in a wide array of matters. Our cases often have important public policy implications, and are litigated in state and federal courts throughout Connecticut. Representative areas of practice include medical malpractice, catastrophic personal injury, business torts, deceptive trade practices and other complex commercial litigation, and products liability.
Additional information can be located on our website, at www.sgtlaw.com.