1-Hour Program

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Overview

This program does not offer CLE credit in any jurisdiction.

In this One-Hour Briefing, the panel will explore the evolution of mentoring in the legal profession, mentoring in uncertain times and the role mentoring plays with inclusion. The legal profession has changed significantly in the last five years, more than in the prior 100 years.  There was a time when a law firm career was considered a long-term endeavor when attorneys stayed at the same firm for most or all of their careers.  Under those conditions, mentoring was a stable long-term exercise that focused on enhancing legal skills and a career path within the law firm.  Typically, the mentoring relationship consisted of a senior attorney mentoring a junior attorney.  However, over the last 15 years, the pace of attrition and lateral career moves to other law firms and in-house opportunities has disrupted the notion of a long-term career at one firm.  With the advent of artificial intelligence, smart machines, e-discovery, commodification of legal services, social justice and a global pandemic, the exercise of mentoring has been going through dramatic changes.  In many cases, attorneys may now have more than one mentor at any one time.  These relationships may include mentors who work at other firms or companies and are not necessarily long-term relationships.  Mentoring has also changed to include non-legal skills such as executive presence, emotional intelligence, embracing change and cultivating relationships.  Inclusion and allyship are important factors in mentoring relationships involving attorneys of color and other underrepresented groups.

Mentoring is a highly valuable tool to develop not only the critical legal skills needed to practice at a high caliber, but also to enhance soft skills, leadership skills and self-awareness.  It provides a forum where the giving and receiving of feedback can be practiced and elevated.  Selecting the right mentor(s) can take time and once a mentor is selected, it is important to establish the expectations and accountability of the mentor/mentee relationship.  This panel will address some of the obstacles in mentoring, strategies for success and how to create an inclusive mentoring environment.

Expert faculty will:

  • Define mentoring and distinguish it from sponsorship (10 minutes)
  • Discuss the disruption of COVID-19 on mentoring in the legal profession (12 Minutes)
  • Discuss the qualities and attributes possessed by an effective mentor (12 minutes)
  • Discuss how mentoring has evolved in the legal profession, the impact of attrition and multiple generations in the workplace (12 minutes)
  • Review specific practices on how to become an effective inclusive mentor (14 minutes)

 

 

Faculty:

Shavar D. Jeffries, Esq. – Partner, Lowenstein Sandler LLP

Karine Wenger, Esq. – Partner, Fragomen, Del Rey, Bernsen & Loewy, LLP

Natalie Loeb – Founder & CEO of Loeb Leadership

David B. Sarnoff, Esq., ACC. – Certified Executive Coach and Director of Strategic Partnerships for Loeb Leadership

 

 

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Credit Details