Sleep + Exercise + Positivity = Energy

BusinessWeek had a terrific article recently that posed this question: Why do inspiring leaders have a seemingly endless supply of energy? What quality is it that they possess while the rest of us navigate bleary-eyed, coffee-starved, and distractedly through our days?

According to Carmine Gallo, who analyzed the behavior of successful leaders like Ronald Reagan, Arnold Schwarzenegger, and top executives from Google, Starbucks, and Cisco, these inspiring individuals routinely and without fail do these three things:

1. Get consistent quality rest. The amount will vary from person-to-person. Some individuals may need 4 hours others may need 9 hours. (If only my two-year-old could appreciate my requirement of 8 hours).

2. Exercise. Arnold Schwarzenegger exercises 90 minutes a day, six days a week. As Mr. Gallo so effectively put it, "If Schwarzenegger could work out for 90 minutes a day and still find time to run the world's fifth largest economy, what excuse do I have?" Enough said.

3. Maintain a relentlessly positive outlook. (See Oprah Winfrey, Eckhart Tolle, et al)

I'm signing off now to go running and get some good sleep (sorry, Tivo). And I will LOVE every minute of it! Or at least I'm going to give it a try.

Put Down That Hot Dog and ..... Get Creative!

Over the course of the last two weeks, a few people have raised the issue of "female driven" law firms to me --- which have been started in Manhattan, upstate New York, Atlanta and abroad. It seems odd -- with the summer (and economy) as slow as it is -- to see new firms sprouting up. However, I have found that a few people are taking advantage of the down market to "get creative" with new business models and new ideas for business generation.

A few weeks ago, Schroder, Joseph & Associates in Buffalo, New York, received a lot of press for their "unusual" add campaigns featuring slogans such as "Ever argue with a women?" and "Labor pains: Talk to us. (we're women...we get it.)" Shortly thereafter, Ottawa-based Galldin Liew received some press over calling itself a "feminist law practice" and their refusal to take on male criminal clients. Last week, we saw female-run IP firm, Bates & Tyde, in Atlanta ringing its diversity bell --- and big-time clients such as Coca-Cola and AT&T jumping on board for representation.

This is fascinating to say the least. When the economy gets rough, some folks get creative when it comes to generating business---and get a lot of press for it. Good for them! With Big Law topping out at billing rates, it's no surprise that lawyers from these firms are getting frustrated and looking for ways to differentiate themselves in the marketplace. In fact, there may be a lesson in here for all of us. Don't waste your summer sitting on a beach eating hotdogs and bemoaning what "was" or the "way things used to be" or wondering "how am I going to make my hours?" Instead, look for ways to differentiate yourself as a practitioner and make some rain! In this cash-strapped economy, clients want to see something new, different, ----and affordable. Leveraging gender to help your firm stand out is one real way to do it, but there are many other ways. What's your angle?

The Last Lecture

It seems that most people have learned about Professor Randy Pausch's "Last Lecture," delivered at Carnegie Mellon in September of 2007. Clips of his moving lecture have traveled from in-box to in-box, and a book by the same name was published earlier this year.

Randy Pausch lost his battle with pancreatic cancer last Friday.

My Mom gave me her copy of the book, which I've read and passed on to a friend. I'm a jaded New Yorker, so I typically don't go for too much sentiment, but the energy and courage Professor Pausch brought to the past year of his life is impossible to deny. He had a lot of life lessons to leave (principally intended for his children), and as word spread, to a much larger international audience.

For me, his passing deserves some contemplation. With all of the static that seems to be swirling around us lately, from growing unemployment and continued economic uncertainty to a divided political landscape, have we done all that we intended to do in our lives? Instead of becoming mired down in the negative, what is it can we accomplish today?

A Resume Must Tell the Whole Story

I think it's instinct--we all know how important it is for a resume to tell all there is to know about our qualifications. When it comes to attorney resumes, it goes one step further. Not only must we adequately summarize our qualifications; we must also include certain pieces of information that law firms will undoubtedly want to know. The following are just a few examples of special information that is appropriate to include on attorney resumes:

• Practice Description: In addition to a description of your day-to-day responsibilities and maybe some highlights from specific cases/deals; it is crucial for the person reviewing your resume to immediately spot the substantive areas in which you have experience. Thus, the first line under each position you have held should include this information. Example: "Primary areas of focus include real estate, land use, and environmental." Keeping in mind the number of resumes law firms receive for a single opening and the fact that the person doing the initial screen is not always an attorney, including such basic information in an easy-to-spot manner can make a dramatic difference.
• Firm Description: When moving from one geographic region to another, it is often helpful to include a short description of your current firm. This especially applies when you work at a firm that is well-regarded or highly ranked in your particular region but may not be as well known in the region of your job search. Examples: "XYZ's litigation practice is routinely ranked as a top practice by ______." or "ABC Firm is one of the largest firms in Small City and is known for its corporate and finance practices."
• Reason for a Move: When a candidate leaves Firm A to join Firm B with a partner or group, it is common practice to list the two firms as separate and distinct entries on the resume. Now consider the fact that one of the most common reasons firms have for passing on a candidate is "too many moves." Having said this, moving because a partner recruited you or because your entire practice group moved is quite distinct from making a move for any number of other reasons. Thus, in such situations, it is proper (and helpful) to note that the move occurred under special circumstances. Examples: "Moved to Firm B with partner from Firm A" or "Practice group left Firm A to start the Big City office of Firm B."
• Bar Admissions: Most attorneys know to include their bar admissions on their resume. However, if you are moving to a different region and have definite plans to sit for that state's bar exam or, you are eligible to waive into the bar, you must let the firm know. Example: "Admitted in Massachusetts and New York; Sitting for February 2008 California Bar Exam."
• Summer Associate Offers: If you summered at a firm and received an offer but did not elect to accept the offer, it must be clear that you did receive the offer. Many times, attorneys will include the summer position in their work history but will not indicate whether or not an offer was extended. This likely leads the firm to believe that an offer was NOT extended. If that is the case, fine. You can't go back and change that. However, it is absolutely crucial to indicate if that was NOT the case. Example: ABC Firm, Summer Associate (offer extended).

Applying for a lateral position at a law firm is a unique experience because law firms place a huge emphasis on very specific aspects of your career history and qualifications. These are just a few examples of information that can make a difference in the consideration you receive from a law firm. A good legal recruiter should always go over your resume with you and be ready to advise on whether these and other modifications are appropriate given your particular circumstances.

Creating Your Own Opportunities

There's a simple principal in saving for retirement: start early. If you begin making small and regular investments when you are in your 20's, you will be well off by the time you reach 65.

It turns out that the same principle can be applied to building a law practice. Get started when you are a law student and by the time you are a senior associate, you can begin to reap the rewards. That is the basic premise behind a new book published by Thomas/West, The Opportunity Maker: Strategies for Inspiring Your Legal Career.

The Opportunity Maker is an easy read and contains a lot of practical information. While a newcomer to the profession (and marketing) may find the book a little overwhelming (another point made in the book is that there are many different ways to build your reputation and referral network,) the author does make an effort to point out that just getting started is what counts (i.e. not to do everything mentioned in the book.)

This volume is best used as a cookbook that can help you to understand how to implement strategies that feel most comfortable to you. No one could possibly try every suggestion (nor does it make sense to try.) But if you want to make a good investment in your career by laying the groundwork for building a practice, The Opportunity Maker is a good place to start.

Put down that PDA!

For those of you addicted to checking emails on your phones or PDAs, this post is for you. When going to an interview, avoid temptation and leave your PDA in the car. During an interview, your attention should be 100% on the person or persons in front of you, whether they be partners, associates, or firm administrators. Incessantly checking your PDA while speaking to someone is not only rude, but comes off as extremely arrogant and unprofessional. You are basically telling the person on the other end of the conversation, that they are only worth a small portion of your attention.

While speaking with a recruiting coordinator of one of our Southern California firm clients, I received some interesting anecdotes regarding this subject. She related two stories regarding improper PDA usage that really boiled her blood. The first involved an interviewer who while riding in an elevator with her, did not take his eyes off of his PDA. This lack of eye contact and respect, left a horrible impression on her- which definitely factored into his interview feedback. She also recounted a story of two summer associates who constantly texted each other during an event dinner, where the firm had purchased a table. This type of immature behavior enraged the other present members of the firm, as they were extremely embarrassed by the behavior of these two summer interns.

Thus, whether you are a seasoned lateral attorney meeting with a firm for a first round interview or are a summer associate trying to get his/her first real job offer- don't blow it by using bad manners. In short, put down that PDA and start engaging people the old fashioned way- by using eye contact and your excellent communication skills. This will work wonders for you and your poor carpal tunnel suffering wrist.

Striding Forward With (or accidentally stumbling into) Confidence and Boldness

I am still receiving daily reverberations from my last major inadvertent act that could be labeled a major blunder. Certainly, when I realized what I did I was a bit mortified and embarrassed. But, like many things in life, this latest goof has been a blessing in disguise.

With limited time and a strong mandate to get up to speed on "Linked In," I was trying to get my profile more than 90% completed. So I was using some of their tools for fishing through my Contacts list, etc. My only excuse is a confusing interface and fatigue at the end of a long day. Flimsy at best. While looking at the list of contacts, I thought I was highlighting the ones who might want to be "linked" with me in a polite, kind and genteel way. I am not one to fill up some one's inbox with un-invited missives.

But, after hitting the "send invitation button" I realized I had done the exact opposite and sent 400 invitations to people who I thought would not really appreciate hearing from me or who I didn't know fairly well. Horrors. For women growing up in my generation, this falls under the category of "not polite." Successful business women my age have had to undergo years of therapy to learn how to "not be polite." I still haven't had the nerve to read the list of outstanding invitations.

But, amazingly, soon scores of replies began to show up stating "so and so" had accepted my invitation! Initially, the stream of accepted invitations were hilarious. I was now "linked" to my housekeeper, my former surgeon, my car mechanic, my newspaper delivery person, and my pet sitter. My favorite response was from the 80+ year old friends of my mother who told me how proud they were that I had decided to learn how to use the Internet. Each time the "you have mail" noise sounded, I was afraid to look. If nothing else, this little chapter had certainly supplied a huge load of amusement for a small price of embarrassment.

But the real lesson came a couple of days later, when I started to receive accepted invitations from some of the most high profile attorneys on the West Coast. Now, I know many of the movers and shakers in law firms, because in my business that's what you do. But, I don't know the general managing partner of every Am Law 100 law firm, and suddenly, somewhat to my amazement, many of these individuals accepted my invitation and I am now linked to their personal network. Another accepted invitation arrived today. You would know the name.

So, the whole chapter has been a good kick in the you know what. It is OK to shift your position a bit on the spectrum away from "timid" towards "bold." From "hesitant" to "confident." It doesn't mean you are venturing into the realms of "cocky" or "annoying." Life is short. People are people. Don't be afraid to approach them.

Now, with this amazing network, the possibilities seem endless!

Hitting Law Firms in the Pocketbook

Microsoft has decided to use financial incentives to get law firms to increase their diversity. Nothing like using the pocketbook to change behavior! Ultimately, initiatives like this will help law firms become more diverse. But as we all know, change is slow in the legal profession so don't hold your breath.

New Insight into Retaining Female Attorneys

In case you missed it, the National Association of Women Lawyers (NAWL) recently released a report which recommends policies and procedures to help law firms retain female attorneys (http://www.law.com/jsp/law/sfb/lawArticleSFB.jsp?id=1202422998543). The ability of law firms to retain female attorneys has long been an issue, and hopefully this report will provide law firms with some new policies and procedures to help them increase the number of female attorneys within their ranks.

I believe one of the best methods to retain female attorneys is to create an effective flex-time program that does not leave either the firm or the attorney feeling short-changed. Specifically, the part-time attorney often ends up working a full-time schedule and ends up resenting the fact that s/he is being paid less than his or her full-time counterparts. One method to address this common gripe is to base a part-time associate's compensation on the associate's actual billable hours compared with the firm's billing requirement. For example, if the part-time associate's billable hours equal 75% of the firm's billing requirement, then it seems only fair that the part-time associate should receive 75% of the compensation of a full-time associate. This is just one effective technique that I have seen a very well-regarded New York law firm use with great results. It is worth noting that this law firm is a long-standing member of the American Lawyer's A-List, so it appears that it must be doing something right. Hopefully NAWL's report will help law firms achieve the long-time goal of increasing their ability to retain female attorneys.

Chicken scratch your signature

A few minutes ago, I just got off the phone with a candidate who shared an interesting story that I believe is worth passing on.

He had an interview yesterday. When he arrived at an interview, he went to the "sign-in" sheet at the building security desk. Like most curious people, he quickly glanced at the names on the list. And ... surprise! One of his colleagues was listed on the sign-in sheet a few hours earlier. Odds are, his colleague was interviewing at that same firm for the same position.

Lesson: When signing in at the building's security desk, do not make your name readable. Just a few loops and squiggles will be fine. You never know who will be looking.

Hurry Up--We're Playing Whack-A-Mole Out Here!

One of my fellow recruiters asked me last week how my market was faring in these economic times. An immediate vision of that ever popular arcade game of Whack-a-Mole came to mind. In the associate market, it's all about speed at the moment. See the opportunity, jump on it, and address it "square on" with exactly who the firm wants. Many law firms treat us (BCG Attorney Search) as preferred recruiters and thus we hear of new job listings in advance of the general market. Given the plethora of strong resumes on the market, law firms move ahead quickly and can be very picky. This translates into major competition and major distraction in recruiting departments as another strong resume lands on top of your candidate's resume. Attention can shift from one person to another in the blink of an eye.

Currently, I have critical e-mail messages out to six candidates who are not responding in a timely fashion. I need dates for interviews, or permission to submit at a new strong job listing, or deal lists, or transcripts, or other things that make up the normal flow of info during a job search. The summer is typically a time when the pace slows. But, this summer, I believe the mantra for associate job seekers should be, "slow down at your own risk."

I am becoming the nagging recruiter, not because it suits me, but because I am on the front lines and I see decisions being made quickly. I am prodding people to inconvenience themselves a little bit more than in the past to get that interview slot scheduled sooner rather than later. This doesn't mean you accept an offer without a lot of thought and consideration. But it does mean, if you want the offer, you had best be poised to move forward without a lot of hesitation.

For partners on a lateral search, the firms remain careful and plodding. Those decisions take time.

But if you are in the 2-7 year range, don't linger when your recruiter says the firm needs this or that, or that a new opportunity has surfaced and perhaps we should apply. That mole is going to go back into its hole in a blink of an eye and during that brief moment of opportunity, there are scores of other associates poised to whop him. This summer presents new challenges. We all have to evolve a bit.

Why I Love The Chambers and Partners Website

I am consistently surprised by the number of attorneys that have not heard of the Chambers and Partners website (www.chambersandpartners.com), since it is a website that I frequent multiple times each day. Since 1990, Chambers and Partners ("C&P") has been providing independent rankings and commentary for the worlds' top law firms. While I am in no way affiliated with C&P, nor am I am expert on navigating the website, I find the law firm information and rankings to be extremely useful, especially when trying to determine whether a particular law firm or practice within a firm would be a good fit for a specific candidate.
As anyone in the legal field knows, there are countless law firms in this country (and in the world), and trying to distinguish them from one another can be difficult, to say the least. Moreover, while many firms have terrific websites filled with detailed practice descriptions and biographies of the practicing attorneys, other websites leave a lot to be desired. This is where C&P comes in handy. In addition to providing contact information for the firm, the number of attorneys who practice in the firm, a summary of the major areas practiced by the law firm and the location of the various firm offices, for each major practice area in a particular state, C&P ranks the top law firms into various Bands (Band 1 being the top firms, Band 2 being the next best and so on). Moreover, it provides detailed summaries of the specific practice, the clients serviced by the department and the star attorneys in the group. All of the information provided by C&P is gathered by independent third parties, none of whom are affiliated with a particular law firm. As a result, unlike a law firm website, which is put together by the firm itself, C&P provides unbiased, objective information about the firm practice. It is for this reason that I recommend that all candidates review the law firm summaries as well as the practice area rankings for the firms the candidate is evaluating.
By no means does C&P provide all of the information an attorney needs to assess whether a firm may be a good fit. That is because C&P does not provide information on the personalities of the individual attorneys in the group, the way projects are distributed to attorneys, the culture of the firm, how attorneys are evaluated, or other anecdotal information, all of which is extremely important when determining whether a particular firm would be a good place to work. Even so, it provides a good starting point from which attorneys looking to make a lateral move can assess the major firms in a particular geographic area.
Take a look.

Laughter is the Best Medicine

Happy Friday. It has been another interesting week in lateral placement here at BCG Attorney Search. But the weekend has arrived and it's time to unwind.

There are some good movies in the theater right now, but if you find yourself at home with a beer (or another beverage of your choice) and a little time on your hands, check out the Dana Carvey special that is airing on HBO.

It's called "Squatting Monkeys Tell No Lies". I caught it recently and it is one of the funnier stand up routines I've seen in a long time. Carvey's impersonations are hysterical and he takes shots at Republican and Democratic presidential candidates alike, Andy Rooney, teenagers, and Presidents from the past twenty years.

You can see it at your convenience on HBO through the on demand option. It is under the "specials" category but only until July 13th. If you don't have HBO or miss it this weekend, there are some excerpts from the performance on You Tube(www.youtube.com ). Just enter "Squatting Monkeys Tell No Lies" and a bunch of clips will pop up- but it is way better if you can watch the whole thing on HBO in order to appreciate the way Carvey weaves each vignette together and moves from one topic to the next.

It could be just what the doctor ordered after another busy week. Laugh it up! (Note- the preceding blog was sponsored by friends of HBO, Dana Carvey for President, and Pat Robertson and Al Sharpton United Against Leather Couches Being Left on the Beach.)

Flattery or Harassment? Sexual Attention in the Workplace and How to Deal With It

A recent posting by Above the Law discussing the "Hot Attorney" website caught my attention. Here's the link: http://abovethelaw.com/2008/07/hotatty_hot_attorney_website.php. The "Hot Attorney" website has since been taken down but the reactions to it continue. While many of the female attorneys whose pictures were posted without their knowledge were understandably angry, one associate was not upset and seemed to be flattered by the attention.

This raises some interesting issues: when it comes to sexual attention in the workplace, what is flattery, what is harassment and how should the recipient of this type of attention respond?

Flattery or Harassment?

First, when gauging one's reaction, context is key. Was a questionable comment made one-on- one or in front of a new client at an intake meeting?

Second, what is the power differential? Partner to associate or associate to associate?

Third, does the individual who made the comment have a reputation for that sort of behavior? If so, you may be doing the office a favor by letting them know in order to prevent it from happening again.

Fourth, and most importantly, how did it make you feel? Did it make you feel happy or demeaned?

What To Do?

After you've had a chance to think it through and gauge for yourself whether you were complimented or harassed, and you believe that you were harassed, then here are some possible ways to address the situation.

First, discreetly take the individual aside and talk about it. You may begin with a soft opening such as, "Look, you probably meant it is a compliment but...." and then express how the comment made you feel. If it happened in front of others, explain to the person that you don't want your colleagues thinking about you in a sexual manner. When they think about you at all, you want it to be about your work and your value as a professional.

Second, if you're too intimidated to talk to the person directly, seek out a trusted senior attorney to confide in and perhaps use as a go-between.

Third, if you feel that the situation has gotten out of hand, then talk to a trusted Labor & Employment attorney within your firm. Perhaps the individual in question has a history of this type of behavior.

Fourth, if you work with the individual on a daily basis, and you feel that the damage can not be repaired, then ask to be re-assigned to other matters.

Fifth, remember that you did nothing wrong and that you are entitled to work in an environment where you feel safe and at ease with your colleagues.

Conclusion

As a lawyer, it's important to keep in mind that you will oftentimes work under extreme stress and time pressures. Some people handle it better than others. That said, be sure to carefully evaluate the question: flattery or harassment? Is someone simply using their out-loud voice when they shouldn't? Or, is this a pattern of unwelcome, and inappropriate, attention? If it is the latter, then do something about it. But, if it is the former, then perhaps use a bit of humor to re-direct the attention and drive on.

Finally, a bit of anecdotal advice. I used to be an Army JAG attorney and spent a considerable amount of my time at Ft. Bragg, N.C. In Army parlance, Bragg is known as "the center of the universe." It's home to the Airborne and Special Operations Forces. Hence, Bragg is a very macho place and to succeed there, it behooves one to be "one of the guys." In this way, it was very much like a law firm where the senior partners are often men and you've got to play along to get along.

Now, the men that I worked with at Bragg were mostly professionals, but there were a few exceptions. For the exceptions, I learned that the most effective way to handle them was to pull them away from the group, look them straight in the eye, and tell them I thought that they could do better. It worked and I didn't come off as shrill or overly sensitive. In fact, one of these clowns eventually became a friend of mine and turned out to be not such a bad guy.

So, keep your sense of humor, try not to overreact and remember that a direct approach is most often the most successful one.

It's About That Time...

It is once again that time of the year when I bow my head down and take a short moment of silence for the downtrodden, the weary, the desperate, the July Bar examinee. Although I have tried to suppress the memory of the dreadful three days when I too suffered through that little test, every time I step into Starbucks some poor schmo hunched over his BarBri books forces me to remember.

What's funny is, it really wasn't that bad. Before you scoff, hear me out. Yes, the test is miserable, but, then again, so is law school. We all suffered through three years of that, so surely we can bear three months. What makes BarBri sightings painful for me is how awfully I reacted to the entire experience. I went absolutely ape. Since I was basically in the bottom 10 percent of my law school class in terms of stress, my sudden madness was quite a shock to all my law school friends. I'm sure they wondered what demon possessed me. Recently I've even tried to underplay how badly I handled the experience with my friends. They are all nice people, but none of my friends will let me pass my off behavior off as "just a little stressed." They even wince a little when forced to recall my monster self.

Why on earth did I react that way? Sure, everyone was more than a little stressed, but I took it to a new level. I don't know anyone else who engaged in extemporaneous bawlings every day or became a full-fledged insomniac. Truth is, I don't know why I overreacted. What I do know is this: no test on the planet is worth that amount of grief. At base, it's a TEST. We've all had them before. It is longer and there is more on the line, but no one should forget that they have been doing this test-taking thing for a long time. Don't make it more than it is. Attaching too much significance to the Bar exam will only serve to trip you up.

What's the worst thing that can happen? Remember, I said no scoffing. Yeah, yeah, you might have to take the darn thing again. Yeah, that stinks. However, I know several people who had to re-take the Bar exam, and they all have "Esquire" following their names now. Some of them even enjoy being attorneys. Above all, remember this. There are a lot of attorneys out there. They can't all be brilliant (I assure you they are not. As a practicing attorney, I remember frequently feeling compelled to ask to see someone's Bar card). If they can do it, so can you.

Location, Relocation, Location

I was reviewing the cover letter a candidate had sent to a number of firms, prior to coming to BCG for assistance. In it, she makes her ties to the city clear, as well as her strong desire to relocate to the area specifically. As you probably know, when applying for a job, a connection to the area is typically going to be very helpful, if not necessary. However, you should be careful relaying this information to potential employers.

In the letter, the candidate was passionate about her desire to relocate to their city and her list of reasons long. Therefore, when she asked if she could go back to the firm and express an interest in another office, I told her it would probably lead them to question her credibility. Expressing an interest in a specific office is by no means an automatic deal breaker for other opportunities, but you should put some serious thought into how you present your desires to the firms.

Keep in mind that this is where the value of a seasoned recruiter comes into play. We know where the firms stand on these things and and guide you on your approach.

Dependents' Day

It is ironic to me that just days after we celebrated our nation's independence, I got a call from the parent of a young lawyer. Sadly, this isn't unusual, it happens more often than you might imagine. I'm really terribly ambivalent about telephone calls that start "my son/daughter just graduated from law school and...." I'm ambivalent because who can criticize a well-meaning parent who is genuinely hoping to help their kid by gathering career advice? On the other hand, for those of us on the receiving end of the phone call, it can really undermine your child's credibility. Er, I mean, your adult son or daughter's credibility.

Also, it's unprofessional.

On a cranky day, my instinct is just to say "tell them to call me directly" and hang up the phone. I've never been cranky enough to do it. I just try as best I can to answer their (the parents') questions and send them in the right direction. I usually point out that it would *really* be better if their son or daughter was doing this work on their own behalf. I hear two responses. First I hear "oh well he or she is sooo busy." Second, I hear that the parent is just trying to give them a kick in the pants to push them forward in their career. Neither of these excuses dull the absurdity, in my opinion. It certainly highlights the possibility that if your parents are doing the work of managing your legal career, you have more significant issues to overcome than time management.

Happy 4th of July!

I love all holidays and 4th of July is no exception. I don't have any major plans for the day--in fact, I have no plans at all. Still, I can't help but get a bit sappy when I think about what it means to celebrate the 4th of July. While not a perfect nation, we are all lucky to be Americans.

And, on this day, I find myself thinking about all the lawyers in this great country. We should all be honored to be part of the legal profession in America. Lawyer jokes aside, lawyering is an honored profession. We are experts--depended upon when the stakes are high and the issues are complex.

Throughout my time as a lawyer and now as a recruiter, I have encountered countless individuals with outstanding accomplishments and amazing intellectual ability. On the whole, lawyers are an amazing group of people and some of the most respected individuals in history.

Thus, on this 4th of July holiday, I'd like to encourage all lawyers out there to reflect on the years of hard work and commitment that it took to get you where you are today. Go ahead, pat yourself on the back (just don't let anyone see you doing it!). Your job may not be perfect; billable hours may have your stress levels at an all time high; and your client may be driving you nuts! But don't lose sight of the fact that the work you do is always important to someone and no matter what type of practice you are in, someone has placed their trust in you and is depending on you to solve a problem that is probably keeping them awake at night. Be proud of your profession.

Happy 4th of July!

How to answer the "what do you want to make?" question

A number of my partner-level and counsel-level candidates loathe the "What do you want to make?" question. Associates at large firms typically don't have to worry about this issue because of the lockstep compensation.

Like many types of negotiation, I believe the best advice is to never throw out the first number.

So how do you handle that uncomfortable moment when the firm asks, "So, what are you hoping to make?" You can simply respond along the lines of, "Well, I'm actually hoping to take your lead here. I'm looking for fair compensation based on my market value, which I'm still in the process of figuring out [if relevant, add 'with a number of firms']. But with regard to your firm, I imagine you're in the best position to determine how I would best fit into your compensation structure."

And if you want to end with a joke to lighten the mood, say something like, "How's that for a gentle deflection?"

Have a great 4th of July weekend!

Getting Out of Your Comfort Zone

Feeling bored at work? Is the thrill gone? Maybe it is time to get out of your comfort zone and try something new. Maybe what you need are some new challenges. That's the advice in Career Journal.

As a practicing lawyer, the new challenge may simply be working on a new type of transaction or litigation. Perhaps the new challenge for you is writing some articles, speaking before industry groups, developing a new area of expertise or building relationships with potential referral sources (all steps in building a practice, something my colleague Suzanne Howe wrote about yesterday.)

But the new challenge can also be something larger like pursuing a lateral move to a firm that has a different kind of work. Maybe getting out of your comfort zone means taking on a combined business and legal role for a corporation.

So what are you doing to get "out of the zone"?

But do you have any portable business?

The Texas Lawyer had an interesting article recently called How Associates Can Blow the Business-Development Bell Curve. It has long puzzled me how little training is given to associates in fostering and encouraging their business development skills.

After only eight months as an associate, I remember a partner I worked for told me that I should begin thinking about how to bring in new business. The conversation left me with large saucer eyes as I scuttled back to my office to keep my head down and write a memo. I remember thinking, "Is he crazy? My knees still shake very time I enter a courtroom!" A more helpful tactic would have been to actually take me along when pitching new business, so I could see how it was done.

Business acumen and legal skills often do not go hand in hand. Why don't more law schools offer a course on business development so that associates aren't kept in the dark, only to realize as partnership nears, that things look grim, very grim.

Here are a few suggestions from the article to get you started:

Tap into your personal network (yes, you have one. I promise). Take a contact to lunch, keep it low-pressure, and mention that you'd love an opportunity to earn their business if the opportunity presents itself.

Ask partners for help and guidance. And do it early! Ask partners how they were able to develop business. And if you have a contact that you want to develop and feel a little out of your league, ask a partner to accompany you on the lunch.

You don't have to move mountains, just start the climb!