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Legal professionals are often told to find a mentor, but not why or how. These relationships can become especially important at the beginning of your career and during periods of professional transition, such as changing practice areas or opening a firm. Strong mentoring relationships remain valuable throughout every stage of practice. Yet often little attention is given to what makes these relationships successful for both the mentor and the mentee. Like any relationship, it is a two-way street. Mentorship requires effort, communication, mutual respect, and clear expectations from both parties. The most effective relationships are the ones built on a strong foundation. Below are some suggestions for how to make the most out of these relationships.
Mentoring Relationships Do Not Have to Begin Formally
Many mentoring relationships develop organically rather than through formal programs. Mentorship can happen through networking events, listserv discussions, or a trusted colleague. People sometimes overlook these informal relationships because they do not fit the traditional image of mentorship. But those smaller interactions can have a significant impact over time. The important part is not whether the relationship is formal. The important part is whether it creates opportunities for honest questions, practical guidance, and professional growth. If you are looking for formal programs, whether you are a mentor or mentee, below are some options:
- Oregon State Bar Lawyer to Lawyer - This program connects Oregon attorneys working in unfamiliar practice areas with more experienced attorneys.
- Oregon State Bar New Lawyer Mentoring Program - All attorneys admitted to practice in Oregon after January 1, 2011, who have not practiced in another jurisdiction for at least 24 months are required to participate in this program. The goal is to provide new attorneys formal access to experienced attorneys who can assist them in developing practical skills and judgment when practicing law.
Establish Expectations Early
As a mentee, establishing expectations early may seem like an obvious requirement. Yet many mentees jump headfirst into a mentee/mentor relationship without knowing what they want out of it, such as substantive advice about a particular practice area or suggestions about navigating workplace culture. While it may be difficult without knowing the person, a mentee should at least have an idea of why they’re considering someone as a possible mentor before meeting with them. This will increase your chances of finding mentors that are a good fit and valuable for both parties in the long term.
You Can Have More Than One Mentor
A common misconception about mentorship is that legal professionals need only one mentor who can guide them through every aspect of their career. The most helpful mentoring relationships are often more specific. Different mentors can serve different purposes. For example, one mentor may be the person you call with substantive legal questions. Another may help you navigate firm culture or difficult workplace dynamics, while yet another may provide guidance if you are considering a career move. Having multiple mentors also allows you to hear different perspectives on the same issues—which can be especially valuable in the legal profession, where there is often more than one “right” answer to a question.
Do Not Be Afraid to Ask Questions
One of the greatest obstacles to effective mentorship in the legal profession is fear of appearing incompetent. Legal professionals often feel pressure to appear confident and capable, especially as they become more experienced. That pressure can make it harder to admit uncertainty or ask for help. Waiting too long to seek guidance is often what causes manageable problems to turn into bar complaints and malpractice claims. Humility is the key. Seek guidance before a situation becomes a crisis. Remember that asking for help is not a sign of incompetence, but a sign that you are working to fulfill your duties to competently and diligently represent your clients.
Good Mentees are Proactive
Some legal professionals assume that once a mentoring relationship is established, the mentor will simply volunteer guidance whenever necessary. Successful mentees must be proactive and intentional about the relationship. That means making the mentor’s involvement as easy and productive as possible. Below are intentional steps mentees can take to be proactive:
- Respect your mentor’s time. Come prepared with thoughtful and specific questions. Legal professionals are often balancing demanding schedules. A mentee who comes prepared makes the relationship more rewarding and fruitful for everyone involved.
- Consider substantive and non-substantive questions. Remember that the meeting does not need to focus only on substantive legal issues. Valuable mentoring discussions often involve topics like improving client communication, dealing with difficult opposing counsel, improving time management, or how to address negative office dynamics.
- Use independent judgment. Mentees need to remember that mentorship does not eliminate the obligation for independent judgment and due diligence. Even highly experienced legal professionals may be mistaken. Mentors should help guide a mentee’s analysis and decision making but not replace it entirely.
The Best Mentoring Relationships Benefit Both the Mentor and the Mentee
While mentors provide experience and a different perspective, strong mentoring relationships are not one-sided. Mentees can bring value through fresh perspectives, new approaches to technology, or different ways of thinking about legal practice. Many mentors find that advising others sharpens their own communication, leadership, and analytical skills. Mentorship works best when both people approach the relationship with curiosity and respect.
Show Appreciation and Pay it Forward
Mentors can provide an extremely valuable service to their mentees. As a mentee, sending a simple thank you email, handwritten note, or an update later can go a long way toward showing appreciation. An update also helps mentors see the positive, long-term impact of their guidance. Hearing that a mentee successfully handled a difficult matter, made partner, or gained more confidence can be deeply gratifying for a mentor.
In summary, the legal profession depends heavily on shared knowledge, professional guidance, and institutional wisdom. Legal professionals who invest in mentoring relationships not only strengthen their own careers, but also strengthen the profession as a whole.
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