Thought For The Week: “I try to treat whoever I meet as an old friend. This gives me a genuine feeling of happiness. It is the practice of compassion.” Dalai Lama

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Dealing with the Guilt

I thought that lawyer/mothers today were over Mommy Guilt.  Nearly forty years ago, when I was in my first years as a practicing lawyer and simultaneously welcomed my first child to the world, I made a critical decision not to deal with the guilt that I knew could come my way.  I loved my work, and I also loved my husband, my child and the second child who followed two years later.  I may have been mad about some of the circumstances that required me to choose between office and home, but I did not feel guilty about having to choose.  I essentially had two jobs, and I was confident that I could do both.  When, at one point it became clear that billable hours and toddlers did not mix well, I did not experience guilt.  I left private practice and went into the public sector for a number of years.  And when it became doable again, I returned to private practice.  I had the power to work it out without giving in to guilt.

So when I read this article about the pressures on mommy/lawyers to feel guilty, it was disappointing. I thought we were over it.  Although I understand the feelings of the author and respect those feelings, I also see so much guilt on and between the lines of that article.  And that is exactly why I encourage you to read it.  You will identify with the conflicting emotions expressed there and you will understand how common those emotions are when you experience them.  But, hopefully, you also will see the danger of giving guilt the power that seems to be looming and ready to strike for this author.

Here is my message to you:  Guilt from your dual roles as lawyer and mother has no place in your life.  Anger, frustration, fatigue —- those things are to be expected when you are burning the candle at both ends and trying to be all things to all people.  All of those emotions are justified.  Who wants to miss her 6 year-old’s birthday party to be in the office doing trial prep with the team?  Certainly not me, but it happened.  Who wants to be in the hospital with a very sick toddler and taking calls from the office about getting bills out?  Most certainly not me.  But it happened.  And the list goes on.  Those same kinds of things will happen to you also even though workplaces today have progressed measurably in terms of humanity.  (Not to the point of perfection, but surely there has been measurable progress.)

So, expect conflicting emotions.  Just don’t feel guilty about them and don’t let others make you feel guilty.  I am grateful that neither of my children nor my husband ever tried to make me feel guilty about the missed opportunities.  But I also was very careful not to give them the power to make me feel guilty.  All they needed to know was that mommy had two jobs.  At the preschool, when my daughter was asked why her mommy was always “dressed up” when she collected the kids at the end of the day, my daughter’s response was that her mommy was a “worker person.”  She knew I was OK with it.  So she was OK with it.

Recently I had a discussion with one of my lawyer/mentees about her experiences as the mother of a pre-schooler.  In her situation, like mine as a working mother so many years ago, she is in the minority, and it can be challenging.  She cannot volunteer at the school to the same degree as other moms, and she is sure it is sometimes a topic of discussion.  But she deals with it well because she loves to work.  She loves her job, and she is clear that her two jobs define her in a way that gives her satisfaction and pride.  I felt her strength and knew that she was moving in the right direction.

As a lawyer/mother you deserve job satisfaction just as much as family satisfaction.  And you are capable of handling both —- without the guilt.

 

 

 

 

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Thought For The Week: “In life, you have only one reputation.” Charles Komar

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More on A Possible BigLaw Associate Exodus

Last week I blogged on women in BigLaw and the option of in-house practice.  This week I am continuing on that theme.  My updated information, however, is not limited to women attorneys but also predicts an exodus of BigLaw associates within the next year.  This prediction, from the legal recruiter Major, Lindsey & Africa (MLA), as reported on Above The Law, is based on a survey of 300 BigLaw associates.  The results showed that 1 in 4 are planning to leave in that time frame and that 3 out of 5 are disappointed that that their firms aren’t working hard enough to retain them.  The explanation from MLA is as follows:

Firms have been, on a numerical basis, able to retain more associates than they bargained for because the market has been down.  But since [the second quarter of 2023], things have been better in the markets where [we] recruit.

This prediction is also based on information about practice areas that appear to be in revival mode.  According to MLA, examples are M&A, general corporate, litigation, white collar, and labor and employment.  In other words, major practices are doing very well, which is very good news, and it opens up opportunities for relocation.

So it appears that the ball is in the BigLaw management and leadership court.  It will take some TLC and effort to keep associates from bolting in mass in this reinvigorated market, but that should not be too difficult for top lawyers to figure out.  If they need any help in discovering what associate lawyers want, they always can read my books!

For more background, see this article from Above The Law.

 

 

 

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Thought For The Week: “War is a place where young people who don’t know each other and don’t hate each other, kill each other, based on decisions made by old people who know each other and hate each other, but don’t kill each other.” Paul Valéry

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What Are Women Lawyers Thinking Today about Professional Opportunity?

There may be some good news for women lawyers.  According to a survey reported in a recent article on Above The Law, women general counsels are making an average of 8% more in salary than their male counterparts.  That is something significant for women lawyers to consider when contemplating employment options.  And, yes, this past summer has been referred to as the “Summer of Female Empowerment” at the box office with the likes of the Barbie movie meeting with more popularity and acceptance by female audiences than I ever would have predicted.

But, female empowerment in BigLaw is still moving at snail’s pace, and only 23 percent of equity partners in law firms today are women.  So, the comparison becomes 77 points for men at law firms versus 108 per cent for women in the offices of general counsel in the business world.  Or so it seems.  And that alone might make a woman lawyer look seriously at the options outside of law firms.

However, we all know that salary is not a stagnant number.  Once equity partnership is achieved in BigLaw, or even salary partnership for that matter, the roles are reversed and the general counsels become the proverbial salary snails.  However, the road to equity partnership can be a rocky one for women attorneys, and comparisons are hard to make.

Even today, women lawyers face persistent issues of inequity, discrimination and baby penalties that should have been eliminated years ago.  Experiences reported by recruiters in articles like this one  include the “old saws” like the indignities of assuming that women lawyers will take the meeting notes and get the coffee to treating the genders unequally and presuming that males are  more qualified to be relied upon as lawyers.  As if this is not enough to make the case for immediate reforms, those articles also include examples of harsh and derogatory language used about and to women lawyers after they announce that they are pregnant and when they come back to resume their schedules after maternity leave.  I started writing books and giving speeches to advocate for women lawyers in 2007, and I would not have predicted that this kind of behavior still would persist in 2023.

My hope is that leaders in law firms will wake up one of these days, give up this childish behavior, and start doing more of the right thing on behalf of women in the profession.  For their sake, I hope it happens before there is a mass exodus to general counsels offices where the money currently comes with the message that women lawyers are valued.

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Thought For The Week: “I can be someone’s and still be my own.” Shel Silverstein

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How Will AI Affect Law Firms’ Reliance on the Billable Hour?

 

Artificial Intelligence (AI) is getting a lot of coverage these days in all businesses.  In all walks of life, really.  It seems to have the potential to change everything.  Machines taking the place of people.  What once was science fiction now seems very possible.

In the legal world, the changes are likely to be dramatic.  Already AI is being used to do legal research and write motions, briefs and discovery documents.  Where will it end? 

I have to admit that the thought of anything replacing the billable hour has rarely crossed my mind in the past.  Billable hours just seem so baked into law firm practice that the only time I give its demise any thought is when I ponder alternative methods of billing like contingent fees and blended rates.  The rest has seemed too unlikely and futuristic.

But this article, has planted the seed of possibility with me.  What if firms can bill out machines at a higher rate than lawyers?  That just might be the sayonara song. 

Take a look.  See what you think.  As you will see, in a recent LegalTech News survey at least three times as many respondents opined that generative AI would lessen reliance on the billable hour. And a leading legal consulting firm voice states, “In my mind, it’s not a question of whether generative AI will have an impact on law firm reliance on the billable hour, it’s a question of when and where.”

Lots to think about here.

 

 

 

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