July 17, 2025 In blog

Talk is Cheap. It’s Results that Count.

We give a lot of advice in this bi-weekly missive about how to conduct an effective job search and how to get out of your own way and find a high-paying career that you actually enjoy. But talk is cheap. Does what I teach, preach and impart to clients really work?

Yes, it does. (You expectedme to say that, didn’t you?)

The truth is I am researching how Artificial Intelligence is impacting job search and hiring. I had planned to write about that this week, but I am still neck deep in research. Since I am not ready to write about AI and needed a topic for today’s newsletter, I started looking on my PC for potential topics. Fortunately, I stumbled across these Career Strategies stories and comments from clients.

I am happy to share them with you now.

* Using what he learned from our program, at our insistence a client reached out to a former law firm colleague he didn’t like, didn’t get along with, and had said bad things about when they worked together. The former colleague was actually glad to hear from our fellow! Several weeks later, the colleague called and said he had a client who was looking for someone with our man’s experience. The hiring company did a series of interviews with our client, including flying him overseas to meet with their Board. Our client walked away with a post as US General Counsel at a compensation package nearly six times what he had been earning in a law firm practice!

* Our client was interested in transitioning from litigation to Professional Development. There was a major annual Professional Development conference in Washington, D.C. that we felt could have been a bonanza for our client, but the conference was very expensive. We looked at the numbers with our client, did our ROI estimate, and recommended they spend the bucks.

I then did some networking for my client and called a “graduate” of mine who had transitioned from law firm attorney to professional development executive years before. (BTW, “graduate is a term I use for my clients who successfully obtain new positions. Most of my clients become “graduates.”) Not only did my former client say he would be happy to help my current client, he said he was a featured speakerat the event and in fact, had obtained his first professional development job years prior by following our advice and going to the conference, when he met people that led him directly to a career change.

* This isn’t a success story per se, but attests to the power of what we teach. Our client said he learned that we were right: “If you are going to tell them you can solve their problems, you damn well better know what their problems are before you say you can solve them. What I learned from you is that you have to do your homework before interviewing with a company.”

This seems self-evident, but there’s more to it than meets the eye. When I am putting a marketing campaign together for a client, it is very detailed and thorough. It contains action items, talking points and much more. When clients use a line like “I can help solve your problems,” I make them prove it. I put them through what I call “the interview from hell,” and make them support their claims. I will do this with a client multiple times until they come up with answers that will impress a senior business leader. I will not accept slovenly intellectual thinking, nor will the decision-makers who hire my clients. Part of what we bring to the dance here is that I have run businesses or corporate business units for many years, and understand what it takes to be successful.

* This last client is not a graduate yet – as of today – but has two firm offers and one we feel will be coming in within the next few days. Getting three offers sounds great, but it can be very hard to pick the best one. We help with that very critical process by providing objective, non-emotional evaluation of the options. Here’s part of what my about-to-be graduate told me:

Fiest, I want to thank you. The “cold call” e-mail I sent to the GC/VP of (Company Name Deleted) didn’t initially yield anything until…he called me out of the blue.  He said he saw my communication (a pitch letter and resume we had written for my client) and wanted to know what I wanted. So I told him! We had a good dialogue, but there were no openings.  Then he called this month and said that is about to change. They have decided to go through a reorganization.

Second, you were right.  They don’t advertise these positions.  You have to get on the radar before that.  Your method works – even for lawyers!

Third, I just had my first-round interview with the GC/VP.  I think it went quite well.  He is reorganizing the legal department in 3 weeks, after which the interview process will continue.  He explained he is not the sole decision maker. I will interview with other VPs (marketing, sales, etc.).  He said I should be prepared to speak with non-lawyers from (Location Deleted), who are very smart businesspeople but have no patience for legalese. I told him – who does, other than other lawyers?

“Anyway, I wanted to express my gratitude. Whether or not I land this gig, I am grateful.”

[Editor’s Note: This is the offer that is pending, but the other two offers are in hand.]

Please note that these are actual cases of people who have worked with me. I am not creative enough to make up stuff like this. If I were, I’d be in Hollywood writing screenplays! Nah, not really. I have found my niche and love what I do. I can help you feel the same way.

If you are an attorney and you’ve been thinking about exploring your career options and/or discovering “what else is out there” for you, feel free to contact me. If you are not sure how to even start the job search process, then by all means get in touch with me today for a virtual cup of coffee. You will receive a confidential, no-cost consultation to discuss your situation and goals, and will also get some expert advice on launching your job campaign.

If you would like to continue receiving Beyond the Bar Newsletter every 2 weeks, make sure to hit subscribe to stay up to date. If you have any questions about your career, click here

July 17, 2025 In blog

What It Means to Enjoy Your Job: The Mid-Life Lawyers’ and Executives’ Guide to Job Satisfaction

While some people doubt it, it is possible to enjoy your job. I mean really enjoy your job. I am not here to sprinkle fairy dust and sing kumbaya about finding joy in the your job everyday. Lawyers and executives who have been around long enough to know that “living the dream” usually involves more complex problem-solving than it does sipping margaritas on a beach.

But the truth is that it is possible to enjoy your job and make very good money.

Let’s dive into what enjoying your job really means.

The Value of Liking What You Do.

Liking your job doesn’t mean you have to love every single minute of it. I love my job but there are some days I’d rather phone in sick. Liking your job is about finding those moments that make you feel good about what you are doing. It’s the sense that, at the end of the day, you did something worthwhile and meaningful. It’s a feeling that you are not wasting your intellect and talents on things that don’t matter to you.

The Mid-Life Crisis Cop-Out.

It’s no coincidence that many lawyers and executives start thinking about exploring their options when they hit their 40s. Ah, “ye olde mid-life crisis,” that tumultuous time when some decide the answer to their problems is to buy a Porsche or Bimmer. But here’s a radical thought: instead of blowing your money on a European sports sedan, why not invest in finding joy in your job? Mid-life should be less about superficial thrills and more about finding real, sustainable satisfaction in your work.

Finding Your Niche.

Enjoying your job starts with finding your niche. For lawyers, it might mean spotting issues, doing research, training younger associates, negotiating great deals. What are the parts of your job that you really like and at which you excel? For executives, it may be the sweet spot where your strategic vision clicks into place and you then lead your team toward producing great results. It’s these pockets of time where everything just flows, and you feel good about your day. Identify those elements in your work! What’s your niche?

There are good careers out there that are based on the things you like to do and do well, and which deliver a feeling of accomplishment and meaningfulness.

Work-Life Balance: Not Just a Myth.

Work-life balance is not a unicorn — it exists! But achieving a good balance requires effort and boundaries. Enjoying your job means making sure it doesn’t consume your life. It’s about having the courage to close the laptop and actually leave the office (physically or metaphorically) at a reasonable hour. It’s about making time for the things that matter outside of work – family, hobbies, wives, husbands, golf – you know, the things in life that are important to you. The only ones who will remember how many hours you worked each week are your loved ones … the very people that you didn’t spend enough time with.

The Satisfaction of Mastery – a Two-Edge Sword.

There’s a joy in being good at what you do. For mid-life lawyers and executives, this often means leveraging your years of experience to navigate complex challenges with relative ease. It’s the satisfaction of seeing a project through from inception to completion, knowing that you have nailed it. Mastery is something that can make you feel good, but if the mastery you have doesn’t bring career satisfaction – if the results of your mastery aren’t fulfilling to you — then you need to apply it in a way that does. Identify the areas where you feel you have mastery, then look at other career areas where that skill set is valued.

The Importance of Mentorship.

One often overlooked source of job satisfaction is mentoring others. There’s something incredibly rewarding about sharing your hard-earned wisdom with those just starting out, or who are having problems grasping a legal concept. Watching them grow and succeed because of your guidance can give you a whole new perspective on your career. If helping the professional development of others is important to you, then that skill can be the foundation for a new career.

Conclusion: Joy in the Journey.

So, what does it mean to enjoy your job? It’s about finding those elements that make you feel that what you are doing really matters. It’s about applying your talents toward results that you feel are worthwhile. Most of all, it’s about having time to enjoy your family and your loved ones, and to have a life that is more than your job. For experienced lawyers and executives, it’s not about chasing a fantasy; it’s about embracing the reality of a career well-lived and finding joy in the journey.

If you are an attorney and you’ve been thinking about exploring your career options and or discovering “what else is out there” for you, but are not sure how to even start the process, get in touch with our team today for a virtual cup of coffee. You will receive a confidential, no-cost consultation to discuss your situation and goals, and will also get expert advice on how to launch your job campaign.

If you would like to continue receiving Beyond the Bar Newsletter every 2 weeks, make sure to hit subscribe to stay up to date. If you have any questions about your career, click here

July 17, 2025 In blog

How to Prepare for an Uncertain Job Future

Fear of job loss today is running rampant in the legal profession. The impact of the Trump economic program, the draconian cuts in the civil service and of course, the potential impact of the tariffs, are  causing businesses (including law firms) to take stock of where their businesses are heading and make adjustment accordingly.

Believe it or not, we are also seeing job cuts, especially for younger lawyers, because of Artificial Intelligence – yes, good old technology has advanced enough already that law firms in the US and overseas are turning to AI instead of 1st and 2nd year associates. We’ll have more on this in upcoming editions. Now back to the issue at hand.

I have been writing quite a bit lately on dealing with a real or potential job loss in terms of techniques to employ. This time I want to look at how to prepare yourself emotionally.

Before you allow your mind to race out of control trying to take in all the various options, this simple list of 6 reminders will help keep you on the right path.  Implementing all, or even some, of these pointers, is sure to be helpful.

1) FIND A MENTOR OR COACH.

This sounds self-serving (because it is!), but in fact this is good advice. Don’t be afraid to ask for help. There is no shame in consulting with a coach to overcome the hurdles standing in the way of your job search success.

An experienced coach can fill in many of the knowledge gaps that their clients have about “what’s out there” and how to make a transition. Reading self-help books and blogs are fine as supplements, but reading alone is not a substitute for getting mentored by people who know the ropes.

2. GET PREPARED.

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Lawyers conduct research and fact-finding every day. Use that skill when getting ready for a job search or career change. Knowing you are prepared is the best way to fend off  feelings of futility and doubt. Start by taking an inventory of your skills — not just your practice area skills, but the ones that make you good at what you do.

Also, start getting smart about the world of work. Research job functions. Talk to people about their jobs. Contact trade and professional associations involved in fields in which you may be interested. You may find you are qualified for many more positions than you think!

3. DON’T YIELD TO YOUR FEARS.

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Lawyers are not risk-takers by nature, and they like to be on solid ground before they put forth opinions. They tend to come up with reasons why they cannot do something that, in fact, they can do. In this job market, a defeatist or overly cautious attitude can doom a job search and career.

If, while contemplating your next career, you get excited about a certain job category, go for it! Don’t yield to a lawyers’ knee-jerk fear of the unknown. We have helped lawyers transition into entertainment, broadcasting, the arts, public affairs, motivational speaking, sports marketing, entrepreneurship, and many other areas that seemed crazy or impossible.

4. BE A GOOD LISTENER.

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Ask people to share their stories. If you meet someone who has a job in which you may be interested, ask them how they got there. You can learn a great deal from the experiences of others. Connect with people! The more you can relate to and learn from others, the more confident you will become in your ability to make a transition.

5. GET RID OF BACK-UP PLANS.

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Beware of the “doom and gloom” mindset. Focusing on a worst-case scenario will undermine your career development aspirations. One of my favorite quotations, from Henry Ford, is: “If you think you can do something, you are right. If you think you cannot do something, you are also right.”

I am not a pie-in-the-sky type, but I definitely believe that if you think you are going to fail at a task, you will fail, but if you think you will succeed, you will succeed. Focus on making a plan for your success. Avoid back-up plans because they divert your energy. Don’t be sending our resumes for jobs you don’t really want “just in case.” Try to push worry to the side and replace it with positive thinking! You can do this!

6. LOSE YOUR ANGER.

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You only get one shot at this life. If you are filled with anger that you have lost your job for no valid reason, you are looking backwards, and that makes it difficult to move ahead. Give yourself a few days to be bitter and to grieve, but then switch gears, start looking forward, and take action. Any action in your job search, no matter how small, is better than no action at all.

If you are an attorney and you’ve been thinking about exploring your career options and or discovering “what else is out there” for you, but are not sure how to even start the process, get in touch with our team today for a virtual cup of coffee. You will receive a confidential, no-cost consultation to discuss your situation and goals, and will also get expert advice on how to launch your job campaign.

If you would like to continue receiving Beyond the Bar Newsletter every 2 weeks, make sure to hit subscribe to stay up to date. If you have any questions about your career, click here

July 17, 2025 In blog

Determining Your Next Career Move: A Guide for Attorneys and Executives Over 40

Yesterday I spoke with my elder daughter, Lindsay, about her career. She just turned 41 and is having a career re-evaluation. She is right on time: Consistently over the years, the most common age for people to first reach out to Career Strategies for help is, you guessed it, 41.

My daughter has been a UX designer (something to do with websites) and an account executive for a tech company for the last 7 or so years. Before that, she did marketing communications and brochure production for a financial services firm. In college, she made money as an event photographer and as a waitress. She is also an orchestral-quality string bass player and a fine pianist.  She is a talented young woman with very diverse skills.

The tech company recently laid off my daughter and most of its staff. She’s not sure what she wants to do with her career. She could easily get another UX job, but she’d gotten bored and become generally unfulfilled by the work. She is ready for a change, but not sure to what!

Sound familiar?

Like my daughter, you have solved complex problems for your clients. But roteness and boredom may have set in, especially because you have mastered your practice area and for the rest of your life, you know it will be the same thing over and over and over.  Making this realization brings about a period of reflection and the question: “What’s next?”

Lindsay asked me if I could help her figure out her possible career options. I understand the transferrable skills of lawyers and executives, and can help them identify the realistic new career possibilities, but I’m not real swift when it comes to viable career alternatives for techies or musicians.  The best I can do for her is to offer general advice.

You may find this advice helpful, too.

1. Reflect on Your Achievements

Start by listing your career accomplishments. Consider the cases you’ve won, the deals you’ve closed, the projects you’ve led, and the results you have produced for your clients or companies. Don’t take these things for granted. You are solving problems every day at work. Start by listing them.

2. Identify Your Core Skills then Divide Them into Likes and Dislikes

What makes you good at what you do? It’s not your experience – it is the skills you have developed while gaining that experience! Make a list of your skills. Include both hard skills (such as specific legal expertise, negotiation, strategic planning) and soft skills (such as leadership, communication, problem-solving). Next, divide the skills into two columns – skills you enjoy using more and skills you enjoy using less. What skills are you most passionate about? Write them down.

3. Analyze Your Work Preferences

What aspects of your work do you find most fulfilling. Do you enjoy client interactions, courtroom appearances, strategic decision-making, or mentoring junior staff? Conversely, consider the tasks that you find less interesting. Perhaps it’s research or hunting for clients or dealing with personnel issues. Looking at your work function preferences will help you determine the type of work you want to focus on next.

4. Assess Your Values and Motivations

What drives you in your career. Is it the pursuit of justice, financial success, intellectual challenge, or making a positive impact? What makes you feel good about what you do? Understanding your core values and motivations will guide you towards career options that align with your personal principles. What would provide a sense of fulfillment and meaningfulness in your next job? Start making a list.

5. Evaluate Your Work/Life Balance

What do you want for work-life balance? At this stage in your life, you will have different priorities than you did when you first got out of law school or college. Back then, putting in 70 hours per week at the firm wasn’t such a big deal, but when you are 40+ you may want to spend more time with your family and be able to get to your kids’ soccer games and school plays. You may want to have more time to pursue your personal interests. This is an opportunity to ensure your next career aligns with your priorities. I have worked with numerous 40+ attorneys who want to exchange their 2,400 billable hours so they can spend time with their families … or start one!

6. Dare to Explore New Opportunities

Don’t be afraid to explore new opportunities within and outside your current field. Attend industry conferences, trade shows, networking events, and seminars to learn about emerging trends and potential career paths. My lawyer clients have transitioned into legal and non-legal positions in broadcasting, sports, auto racing, Wall Street, academia, motion pictures, fashion and more. They didn’t have experience in these fields, but they brought intellectual agility, issue-spotting, problem-solving, negotiation and many other skills that made them valuable … and employable.

7. Don’t believe in the Myths

There are many myths about career change for professionals. A big one is that you have to go back to the bottom career rung again. Another is that you will make less money. A third is that you can’t compete against people who have experience in the industry or job function that you don’t have. Bull. I say again: Bull. I have been navigating major career transitions for lawyers and senior executives for several decades, and I know these are just myths. You can go in at a high level, make as much money or more than you have been making, and can triumph over candidates with more experience on point than you. Those are facts.

8. Be Prepared. Study and Learn What you Need to Know. Fake the Rest.

At one point in my career, the TV and home video production company that I was with (and to this day still love) was sold to a VC and dismantled. I was out of a job. But, using a create-a-job technique that I now teach my clients, I coaxed an interview with a computer technology company.  I did not know a file server from a process server, but before the interview I learned everything I could about the company, its products, its competitors and its people. When I went in for the interview, I knew almost as much about the company as they did. I got the job, and later became an inside member of its Board. I have a friend, in his early 60s, whose company failed during Covid. He’s a liberal arts – analytical kind of guy, not a techie, but he saw an opportunity in a nearby company in another industry that was looking for an analytical type. The job required knowledge of Sequel, a very complex data integration program that does SQL inquiries. (I have no idea what that means). So in his 60s, he took on the challenge of learning Sequel and he got the job over people who knew the program cold. Why? Because he brought other skills to the table that the techies didn’t.

9. Embrace Change and Stay Positive

Finally, embrace the change with a positive mindset. I work with clients who are looking to make positive changes in their lives. They are nervous, skeptical and scared, but they want more out of their lives. Career transitions can be daunting, but they also present opportunities for growth, reinvention and reinvigoration. Stay open to new experiences and be willing to step out of your comfort zone. Remember, it’s never too late to find where you belong.

If you are an attorneyor senior executive and you’ve been thinking about exploring your career options or discovering “what else is out there” for you, or if you are not sure how to even start that process, get in touch with me today for a virtual cup of coffee. You will receive a confidential, no-cost consultation to discuss your situation and goals, and will also get expert advice on how to launch your job campaign.

If you would like to continue receiving Beyond the Bar Newsletter every 2 weeks, make sure to hit subscribe to stay up to date. If you have any questions about your career, click here

June 6, 2025 In blog

Are You Taking a Career Risk by Not Taking a Risk?

Fear is the biggest obstacle in career satisfaction

Lawyers are trained to look at every angle, to find all of the potential problems, to identify the risks. They will spend hours, even days, conducting research. They want to know everything there is to know about an issue. Then the lawyers pass on their findings and explain all the options to their clients. They may even make recommendations. But the clients decide … the lawyers just recommend.

Lawyers know if they make a decision and it turns out to be a mistake, they can be censured, suspended, even disbarred. They certainly can be fired or lose a client. So risk avoidance is ingrained in them from their first day in law school. They are taught that lawyers do research, spot issues, present options, and advocate their clients’ positions. But that’s it. I have had a number of clients for career counseling who literally lost sleep or suffered from anxiety out of fear of making a mistake.

Let’s face it — when you make a decision, you might be right or you might be wrong. Being wrong means potentially losing your client or ending your career. It saddens me that too many lawyers who dread going to work each day, who hate their quality of life, billable hours and constant battling, will nonetheless choose to remain miserable because they lack the courage to make — and implement — a decision to find something better.

Lawyers are trained to not take risks about their careers. Business executives who play it safe are thrown out of their jobs. Companies that play it safe are doomed to die. Taking risks is the lifeblood of a business. Investing in change is essential if a business is to survive, let alone to prosper.

A good executive must make critical decisions based on the best information available – even when the i’s are not dotted, the t’s are not all crossed, and not all of the evidence is in. Delay or equivocation can mean missing an opportunity or being too late to the market. It can mean losing to a competitor. It can mean failure.

For lawyers, making decisions can lead to a career failure. For executives, NOT making decisions can lead to a career failure.In my 25+ years of counseling lawyers about careers, I have interviewed more than 23,000 attorneys. I often ask, “Would you rather be a ‘decider’ or a ‘recommender’ – the King or an adviser to the King?” The answer is almost always to be an adviser. “They shoot at the king,” one respondent told me … but the underlying message is that there’s less risk to being the adviser.

Risk aversion is one of the key reasons so many lawyers are unhappy but don’t do anything about it.They see all the problems, all of the risks, all of the things that can go wrong if they try to change careers to find happiness and fulfillment. They think they might have to start back at the bottom of the ladder. They think they can’t make as much money as they are making now. They think their skills as litigators or compliance specialists or defense attorneys aren’t transferrable to another discipline. They think they might not be as good at something else as they are at practicing law.

All of these thoughts are wrong. All of them. I have more than 25 years of proof.

Lawyers may not talk openly about how miserable they are … but their actions prove it. According to a Johns Hopkins study, lawyers are Number 1 on the list of professions whose practitioners have major depressive disorders. According to an American Bar Association study, 28% of lawyers suffer from depression, 19% from anxiety and 23% from stress. Another study shows that 52% of lawyers have some form of alcohol problem. And yet these well educated professionals refuse to do anything about it.

They are cowards. They see so many risks in trying to make a change that they can’t motivate themselves or generate enough self-confidence to try to improve their situations. Out of fear, they can’t decide to move forward, so they abrogate the responsibility for their own lives. They don’t realize that not making a decision is, in fact, making a decision.I applaud the several thousand attorneys who have faced their fears, worked with me, didn’t chicken out during the middle of their programs, and ended up re-igniting their careers and loving their jobs.

I have only recently started to appreciate the guts these men and women have had.

For some three decades, I have preached my belief that a law school education is never wasted. Law school, I have often said, gives you analytical skills and a perspective that you don’t get in business school. However, I missed an important point: Business school teaches you that you have to have faith in your judgment, and have the courage to make decisions. Law school teaches you to recognize problems and leave the decision-making to someone else.

No wonder so many lawyers are unhappy in their careers; they simply lack the courage to decide to change.

If you want to debate and discuss this sentiment in real time, or if you want to talk about your own career goals, please get in touch!

If you are an attorney and you’ve been thinking about exploring your career options and discovering “what else is out there” for you, but you are not sure how to even start the process, get in touch with me today for a virtual cup of coffee. You will receive a confidential, no-cost consultation to discuss your situation and goals, and will also get expert advice on how to launch your job campaign.

If you would like to continue receiving Beyond the Bar Newsletter every 2 weeks, make sure to hit subscribe to stay up to date. If you have any questions about your career, click here.

January 22, 2025 In blog

I wish I did, but I didn’t: Living a Life with No Regrets

When I was a sophomore in college, I sat down one evening and I made a list of all the things I wanted to do in my life and my career. I literally made a list. And I’ve done most of them.
For the last few decades, I’ve made a living showing other people how they can have lives and careers that have meaning and fulfillment, and how they can check off the things on their bucket lists that they never thought possible. I’ve checked off many of mine. But I keep getting new ones.

As the Frank Sinatra song goes, “I’m in the autumn of my years.” That’s bull and I’m kidding myself. I’m in the winter of my years. That’s not a bad thing. The problem is that I have become painfully aware of time. I don’t know how much more I have. Neither do you. Neither do any of us.
My biggest fear when I was a young man was that I would end up an old man walking along the beach and saying, “I wish I had done this, and I wish I had done that.” Thank God, I can’t say that. There’s not much I haven’t done that I set out to do.

To call upon Sinatra again, “regrets, I’ve had a few. But then again, too few to mention.” For the most part, it’s all been pretty good. But there is so much left I want to do. I’m discovering new things about myself that are opening up new possibilities. All of the sudden I have become funny. All of the sudden, I can write poetry. All of the sudden, after taking really, really bad snapshots all my life, I have developed a photographer’s eye. I am good enough to get my pictures published.

I have plans to set up a new non-profit company whose goal is to bring folk music of the ‘60s and ‘70s to a new audience of young people. I have reached out to some big-name folkies from days past, and they are interested. One of them is 83 and is still playing at small venues. I am nowhere near that age, but I do see obits for guys in their 60s when I pick up the Sunday paper. If I am going to be a folk impresario, I need to start soon before it’s too late … for the singers, or for me.
For those of you in the autumn of your years, your 40s and 50s, you can have a great future if you want it. I have found the “winter of my years” to be an amazing time of growth. During this period of my life, I have taken the reins and revitalized a bar association as its Executive Director. I have moved into public service and run the consumer advocacy program for a non-profit contract agency working for the Attorney General.

I am working on a book. I go out and do speeches on consumer rights and take pride in my new-found ability to educate, inform and entertain an audience, something I never thought I could do. This is all “second chapter” stuff, things I have been doing when I am supposed to be past my prime.

I am really nothing special. I’m not like some of my clients who were cum laude Harvard undergrads and Harvard Law School Law Review Editors. Like most of you, I am just a guy. But I can’t say about my life, “I wish I did, but I didn’t.” Can you?

If you are an attorney and you’ve been thinking about exploring your career options and or discovering “what else is out there” for you, but are not sure how to even start the process, get in touch with our team today for a virtual cup of coffee. You will receive a confidential, no-cost consultation to discuss your situation and goals, and will also get expert advice on how to launch your job campaign.

If you would like to continue receiving Beyond the Bar Newsletter every 2 weeks, make sure to hit subscribe to stay up to date. If you have any questions about your career, click here.

April 26, 2024 In blog

Washinton State Says: Bye Bye Barbri

Court Says Bar Exam Not Needed to get Admitted to Practice Law

By Bruce Blackwell


I like standardized tests. Maybe because I am good at them. One of my sons, who is just as smart as I am
(he’ll say smarter) isn’t so good at them. Some of my brightest clients failed multiple times before they
passed the bar. I appreciate that there are very intelligent people who simply don’t test well, but…here’s
the fact: standardized tests are a reasonable way to measure competence. OK, maybe not always – maybe
they are a reasonable way to measure incompetence. But they do provide an even playing field.
In its magisterial wisdom, the Supreme Court of Washington State has ruled that one need not
take, let alone pass, a bar exam to be admitted to practice law there. Oregon made this change at
the start of this year. Other states are considering similar moves.
In Washington State, DEI was cited as one of the reasons for no longer requiring an exam to
practice law. California is considering DEI as a reason to offer alternatives to the exam to “avoid
the heavy expense of preparing for the traditional bar exam, a burden that falls disproportionately
on historically disadvantaged groups, including first-generation graduates, women and
candidates of color.”
I am as big a believer in DEI as anyone walking. I have battled for civil rights, voting rights, and
human rights, and still have the scars to prove it. But a bar review course runs anywhere from
$2200 to $3500 – that’s far from pocket change, but certainly not an exorbitant price of entry for
a professional career.
Passing the bar exam means a person has achieved an acceptable level of competence about the
law, just as medical boards establish a base line of expertise for doctors and the CPA exam does
for accountants. These exams tell clients that the professional they are engaging has a proven
threshold of knowledge.
Cost should not be a reason to waive the need to pass a qualifying exam. Rather than waiving the
exam, why not create a financing method to reduce the financial strain of taking the darn test?
That’s an answer, but it’s not the best or only answer, as I will explain in a minute.
This ruling has nothing to do with fairness. Are they saying that people of color and women can’t
pass a test? My wife would go bat sh*t crazy if I told her she’d get a break on a qualifying exam
simply because she was a woman. My immigrant grandfather, a first-generation graduate school
attendee, would never have accepted an opportunity to skip the exam that other, more well-
established people had to pass to get licensed.
This new ruling is precisely the opposite of fair to the very people it is intended to help. It gives
them a pass, and is disrespectful to their skills and hard work.

The bar exam waiver is most certainly not fair to the poor schnook from Spokane who hires a
lawyer who became an attorney because of the kindness of strangers –the attorneys who, under
this new ruling, agree to oversee budding lawyers for the required six months or 500 hours. Are
these overseers really paying attention and mentoring? Are they spending any time at all
supervising and teaching? All they really have to do is sign off on the hours the applicant
worked, with or without being mentored.
Under this ruling, in Washington State prospective lawyers need to have attended law school to
qualify for the non-bar-exam admission program. The exception is for law clerks, who can get
admitted without going to law school; they just need to complete some standardized courses and
roughly 10-12 weeks of work as a legal intern. That’s it.
I have 30 years of counseling lawyers on business management and career issues. Most of them
said they were fearful about taking the bar exam, and put in hours of serious study to pass the
test. But almost universally, they have told me they didn’t learn anything about practicing law
while in law school.
Washington State got it wrong. It’s not the bar exam requirement that should be removed. It’s
law school!
I have long been a believer in “reading for the law.” That’s how Abraham Lincoln did it. And
John Marshall. And John Jay. Lincoln even served as a bar examiner and determined who would
be admitted. Prospective lawyers back then needed to prove to experienced lawyers that they
were competent.
I have met many a law clerk and paralegal who knew more about law than the person for whom
they worked. I would rather hire them to represent me than the boss in the larger office. But first,
let them study and pass a test – if they do, they should be able to skip having to pay $100,000+
for law school.
The current attorney admission process is dysfunctional. It creates economic and practical
barriers to those who are not from privilege, or who don’t have the money or the three years
away from life to attend law school.
Those who feel passionate about law should be allowed to “read for the law,” study, then pass a
test to prove they remembered what they read and to demonstrate their competence.
How do you feel about this subject? If you agree with me, let me know. If you think I have my
head in a place where the sun doesn’t shine, also let me know. Are there better ways of handling
the bar admissions process? What are your ideas? All feedback is welcome. Send your thoughts
to bblackwell@careerstrategiesgroup.com I will post selected comments on my website.

June 25, 2014 In blog

The 21 Questions You Need to Ask in a Job Interview

It’s Not About Me, It’s About You!

[Editor’s Note: Job interviewing is a two-way process; it is not just about answering questions, it is about asking questions, too! The right questions! We are pleased to present this insightful article by Marc Cenedella, Chairman of TheLadders.]

By Marc Cenedella

Ask these questions in your next job interview and watch the hiring manager’s face light up.
It’s time for my twice-a-year update of the best questions for you to ask in an interview.

I’ve put this list together because so often we can forget what an interview’s all about. It sure feels like it’s about you, but it’s really not.

An interview is actually about how you can help your future boss and future employer succeed. It’s about finding out what their requirements and hopes are and matching up your background and experience with what they need.

Overlooking these basic facts about the interview is easy. There’s so much else going on in your work, your life, and in your job search, that you can forget to look at the interview from the interviewer’s point of view. And that’s a shame, because you need the interviewer to walk away from the interview thoroughly impressed.

When I ran these questions previously, commenter “spiderji” wrote in and said:
Marc, I used some of your questions in a job interview today. When I asked how to get a “gold star” on the evaluation, the interviewers faces lit up!” I contrast today’s interview with others I’ve been on where I didn’t have any meaningful questions at the end. This one was electric! I won’t know the results for a couple of days, but if they hire me I’ll owe you a drink! Thank you!

And reader LBRZ shared:
I have to thank you! I had an interview yesterday and it went great. When I asked about his leadership style and reward system his face lit up like a Christmas tree.

After he answered the question “how can I help you receive your next promotion?”, he began to give me advice on how I should negotiate for a higher starting salary.

And that’s exactly the point, Readers. By asking these questions, which focus on the needs, traits, and preferences of your future boss and future employer, you’re demonstrating that you are somebody who is genuinely interested in their well-being. And the more interest we show in others, the more commitment they show to aiding our cause.

With that in mind, here’s the twice-a-year update to my collection of “best interview questions” below. My aim here is to arm you with easy-to-ask, revealing-to-answer questions for you to take with you to an interview:

1. What’s the biggest change your group has gone through in the last year? Does your group feel like the tough times are over and things are getting better, or are things still pretty bleak? What’s the plan to handle to either scenario?

2. If I get the job, how do I earn a “gold star” on my performance review? What are the key accomplishments you’d like to see in this role over the next year?

3. What’s your (or my future boss’) leadership style?

4. About which competitor are you most worried?

5. How does sales / operations / technology / marketing / finance work around here? (I.e., groups other than the one you’re interviewing for.)

6. What type of people are successful here? What type of people are not?

7. What’s one thing that’s key to this company’s success that somebody from outside the company wouldn’t know about?

8. How did you get your start in this industry? Why do you stay?

9. What are your group’s best and worst working relationships with other groups in the company? What are the pain points you have to deal with day-to-day?

10. What keeps you up at night? What’s your biggest worry these days?

11. What’s the timeline for making a decision on this position? When should I get back in touch with you?

12. These are tough economic times, and every position is precious when it comes to the budget. Why did you decide to hire somebody for this position instead of the many other roles / jobs you could have hired for? What about this position made you prioritize it over others?

13. What is your reward system? Is it a star system / team-oriented / equity-based / bonus-based / “attaboy!”-based? Why is that your reward system? What do you guys hope to get out of it, and what actually happens when you put it into practice? What are the positives and the negatives of your reward system? If you could change any one thing, what would it be?

14. What information is shared with the employees (revenues, costs, operating metrics)? Is this an “open book” shop, or do you play it closer to the vest? How is information shared? How do I get access to the information I need to be successful in this job?

15. If we are going to have a very successful year in 2015, what will that look like? What will we have done over the next 6 months to make it successful? How does this position help achieve those goals? (This question helps show your ability to look beyond today’s duties to the future more than a year away.)

16. How does the company / my future boss do performance reviews? How do I make the most of the performance review process to ensure that I’m doing the best I can for the company?

17. What is the rhythm to the work around here? Is there a time of year that it’s “all hands on deck” and we’re pulling all-nighters, or is it pretty consistent throughout the year? How about during the week / month? Is it pretty evenly spread throughout the week / month, or are there crunch days?

18. What type of industry / functional / skills-based experience and background are you looking for in the person who will fill this position? What would the “perfect” candidate look like? How do you assess my experience in comparison? What gaps do you see?

19. What is your (or my future boss’) hiring philosophy? Is it “hire the attitude / teach the skills” or are you primarily looking to add people with domain expertise first and foremost?

20. In my career, I’ve primarily enjoyed working with big / small / growing / independent / private / public / family-run companies. If that’s the case, how successful will I be at your firm?

21. Who are the heroes at your company? What characteristics do the people who are most celebrated have in common with each other? Conversely, what are the characteristics that are common to the promising people you hired, but who then flamed out and failed or left? As I’m considering whether or not I’d be successful here, how should I think about the experiences of the heroes and of the flame-outs?

I hope you find these questions useful in your interviews, Readers! Have a great week in the job search!

Marc Cenedella is the Chairman of TheLadders, an on-line job-matching service. Follow Marc on Twitter at @Cenedella

 

May 21, 2014 In Uncategorized

Thoughts on Barbara Walters’ Retirement

When I was going to have dinner with Barbara Walters, my plan was to rip her a new one, to excoriate her, and show her to be a light-weight pretender. This was back more than a few years ago. I was a columnist with millions of readers in 82 newspapers around the U.S. I was going to expose this heartless fluff bag. The $3 million woman, my rear end! I was out to get that shark, the person who belittled, embarrassed and trod all over a real journalist, the widely respected Harry Reasoner.

OMG, as they say today. Was I ever wrong. I mean seriously wrong. Barbara Walters was a fascinating dinner companion. She was intelligent. She had a tremendous grasp of all sorts of issues. She was kind. Most surprisingly to me, she was gracious and genteel; very far from shark-like. She was entertaining and engaging.

I was fortunate, because of my position, to have been able to dine with some very well known entertainers, business leaders and politicians. Barbara Walters would have to be right at the head of my list of truly memorable people. She won’t remember me at all (I was, after all, a print journalist, not a broadcast one!) but I think I became a better professional through what I learned that night.

Back in those days, there was still such a thing as journalism. People who reported the news as accurately, and objectively as they could. People who actually strove to separate fact from opinion. People who tried to find and report the truth. Barbara Walters was one of those. And one of the best of them.

We wish her well on her retirement. She will be missed.

October 15, 2013 In blog

10 things to REALLY IRK a recruiter PART 2

As a career counselor for the last 22 years, I use my experience to help executives and attorneys find alternative careers or conduct their job searches more efficiently. This is oftentimes high end consulting dealing with complex career issues and job search strategies for those in mid-career or aged 50+.

 

Sometimes, though, my job is to stop people from shooting themselves in the foot and sabotaging their job search campaigns.

 

I am primarily a career transition advisor, but on rare occasion I function as a recruiter. I am told by experienced recruiters that finding candidates is easy, but finding GOOD candidates is hard. Now I understand why. Here is Part Two of our story on 10 Really Stupid Things job seekers do to peeve the people who can help them get work.

6. Ask us to call you at 8 p.m. —

Recruiters don’t have lives. We work 24/7 for the love of it. We understand that one cannot always talk at the office. But instead of offering to call us back during your lunch hour or on your way back from a meeting or court appearance later in the day, endear yourself to us by telling us to stay at our office so we can call you at night. That way you are sure to become one of our recommended candidates and we will be most eager to help you in your job search.

 

7. Ask us to call you back later –

We call you and get you at a bad time. You can’t talk. You can make it easier on us by saying you will be available after 3 or whenever and will call us back then – or you can make it harder for us by asking us to call you some other time. Well, let’s see. I have a stack of 146 resumes from job seekers  I need to call TODAY. (Yes, recruiters can be expected to dial 100 or more candidates PER DAY.) Of course, I am going to put your resume ahead of all the others I need to call. You are special!

 

8. Keep pestering us about your status –

We like your background. You were one of a handful of candidates we sent to the hiring partner to evaluate. Probably others recruiters are sending candidates, too. We want you to win the job so we can get paid. When we hear from the hiring authority about your candidacy – yes, no or maybe – we will tell you. It does not bother us at all if we have to reply to frequent emails or phone calls from you inquiring about your status, when we have nothing to report. Heck, no.

 

9. Apply for jobs in states where you don’t live and aren’t admitted

We love to use our imagination and try to ascertain why you reside in MO but are applying for a job in NY where you are not admitted, have never practiced law and have never even lived in – especially when the posting says you must have deep familiarity with NY courts. Of course our client will be more than happy to relocate you to our state, indoctrinate you in NY civil procedure, and have a 2nd year drive you around the 5 boroughs, show you the courts, and introduce you to the courtroom staff. There’s no one already in our State just like you!

 

10. Don’t get back to us after we have tried to reach you –

We have spent hours, days even, researching candidates and matching credentials with the job specs. On paper, you are a good candidate, which is why we are calling you and sending you emails to find out if you’d be interested in talking about the position. Play hard to get and holier than thou by not letting us know about your interest one way or the other, so we can spend more time chasing you. It makes us really want to help you!

 +++

If you are looking for a new job, or an alternative career, do yourself a favor and make it easy for hiring managers to find you and speak with you. Just avoid making these 10 silly errors and you can start moving your career forward.