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In a Pew Research study earlier this year, more than 50% of full-time working mothers wanted a more flexible work schedule to meet the demands of parenting and their job. Fortunately, more law firms are becoming open to flexible work schedules that allow their attorneys to parent and continue their career.
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Having team players at your law firm delivers value far into the future. A strong team can help propel your firm to higher heights and reach even the loftiest of goals. There is almost no lack of good attorney candidates out there, but how do you find the true team players? Do you know the best people at the firm; the ones who motivate the team to work harder and smarter?
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Dealing with toxic people in the workplace is draining. It is especially challenging when that person has a lot of power at the firm. The knowledge that you will have to cross paths with these powerful but toxic people can fill you with dread (enough to call your local recruiter). Powerful but toxic people are found everywhere, at every firm, at every corporation, even at every level so there is no escaping them.
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At any job, you can feel pulled in many directions. At other jobs, you have to be prepared to drop everything and be 100% available. Managers like to accuse employees that they have no sense of urgency. Perhaps that this the case, perhaps it is not. Those same managers oftentimes think that urgency and emergency are synonymous. More lawyers today feel the pressure both from clients and partners to remain available at all times. It is difficult to prioritize work duties especially when everything feels "important." Prioritizing what to do next, or more importantly, what to do first can prove tough when there is more than one person to serve. Fortunately, there are proven strategies for prioritizing work.
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Many things have changed over the years. How we communicate, the way we work, how we work, and the way we succeed is high among the changes made in the last couple of decades. When it comes to career success, there are a lot of tired career myths that simply will not go away. It seems a bit strange that many still think this way, but if you truly want to have a chance to thrive in your legal career, there are a few myths you should actively defy.
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Thriving at a new job requires you to get the most out of your time. Top law firms are very fast-paced. In many cases, tasks change almost at the speed of light. Many new hires, unfortunately, fall into productivity traps that are major time sucks. Productivity is key and unless you have a due date far into the future, assume that the moment you are tasked with research or another project it is already due or late.
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At a certain point in most peoples' career, they feel like an impostor. It is the feeling that you don’t belong at the law firm or that you don’t deserve the success that you worked hard to achieve. "Impostor syndrome" is a lot more common than expected, even among successful lawyers. The feeling of being an imposter is most common in people who are from communities that are underrepresented in law firms but anyone can have those feelings.
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It is easy to become discouraged. Even the most qualified attorneys sometimes experience feelings of disappointment and hopelessness during a tough job search. It feelings are more pronounced when at a firm out of desperation, or you have been looking for a while.
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Research has shown that the average person only retains 50% of what they hear because they are not actively listening. Failure to actively listen during a job interview can be costly, leaving a bad impression and even costing you the job opportunity.
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There are not many organizations that discuss money during the first couple of interviews. If you're entering the legal industry in an entry-level support position, you must be prepared to discuss compensation. Many hiring managers are looking to fill both support and attorney positions with varying degrees of complexity so if you’re asked about compensation during an interview, it is important that you are prepared to confidently discuss your thoughts.
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