Mentoring Advice

Mentoring

Mentoring Advice

We asked our editorial board whether they had mentors in their careers and for advice on finding them. Here is what they said:

Sally Penni MBE

Sally Penni MBE, Barrister

I don’t think I have really had any formal mentors. There were some informal people, whom I used to run things by, and trust perhaps, other than my pupil master. Mentors are so important, and whilst I have mentored many others, the key moments have been around a return from maternity leave, or from caring responsibilities; it has not escaped my attention that most carers are women. Other moments, have been in relation to a return after some form of trauma or separation. Another key instance, is when women have experienced some kind of knock-back or rejection, especially after a long period in the profession, when they begin to reflect on their progression in the law, whether from Managing Partner to Judicial Appointment or to Silk.

What advice do you have for those at an early part of their career looking for mentors?

I would advise finding someone you truly admire! Once you’ve found them, ask them to mentor you because they are a real role model or because, in some small way, they encourage you. This may be, in the way they juggle their careers and their family life; the way they try to bring other women up; or the way they hold themselves professionally.

I would also advise not ‘cold calling’ them, or asking them to look at your CV, or discuss an essay for you. But rather, take a gentler approach. Perhaps, try one of the many the formal schemes available through the Law Society, the Bar Council, or Women in Criminal Law, and seek out one of the many mentoring schemes that are available. I would say, good luck! And, do not give up! None of us are ever too old to find a mentor…and it is never too late!

Christina Blacklaws

Christina Blacklaws, Past President of The Law Society of England and Wales

How did you find mentors and how did it help you?

Early in my career, mentorship wasn’t really a ‘thing’. It was not a common concept and was not something I was highly aware of. However, I most definitely sought out role models and ‘wise women’ to guide and inspire me, albeit more informally than what I would now regard as a mentorship relationship. For me, it was about admiration- who did I want to be like when I was ‘grown up’? And curiosity- how did she become this amazing woman? I have always found those women to be gracious, generous with their time and enthusiastic in their support. Can I name check a few please? The incredible Fiona Woolf, Helena Kennedy and Lucy Scott- Moncrieff. Super women- in every regard-each of them.

What advice do you have for those at an early part of their career looking for mentors?

Firstly, make sure you know of the support that is available within your firm or business. There are often opportunities that go under-promoted or schemes that have slightly fallen into abeyance that you could resurrect. If not, then be proactive, identify those people who have something they can teach you, ways they can support you or help your career. And then approach them. So many young women are reluctant to do this, but you mustn’t be! Both the young women I currently mentor approached me directly and I said yes, and I bet you will have equal success. If they really are too busy then ask for a quick chat and see if they can recommend others. Be persistent- finding the right mentor provides you with huge advantage- don’t give up. And also, be open, different people can offer your different types of support or wisdom.

Millicent Grant KC (Hon)

Millicent Grant KC (Hon), Past President of the CILEx

How did you find mentors and how did it help you?

I didn’t seek out mentors – I would say I was fortunate enough to be placed with them during the early years of my career. I was fortunate enough that the managers I worked for and with, both served as mentors. I was in my late teens/early 20’s. Both were men, significantly older than me (over 50) and were managing clerks in the firms they worked for. They were regarded as fonts of knowledge for advice on practice and procedure. Both were amongst the first to qualify as Legal Executives after the examination was introduced. They both encouraged me in my studies and wer good examples for me. One modelled the type of lawyer I wanted to be – multidisciplinary able to be knowledgeable and efficient in many areas of law. The other helped me to develop a robust attitude towards challenging circumstances with work and in the workplace. He would make a point of stretching me to find answers for myself, whilst at the same providing guidance and support and provide me with opportunities to develop self-confidence and openly be an ally to me in front of others, who would be inclined to overlook my abilities. At the time, I started work it was a requirement of the Institute of Legal Executives that their members worked in the legal profession whilst they studied to qualify. I worked initially in small firms as a junior legal secretary with the intention of becoming a legal executive. Both men gave me levels of responsibilities others (in larger firms) may not have given me. Both helped me by giving me the confidence to resist the pressure of being pigeon-holed into what others expected of me (on the basis of race, gender, education, social class age) and work through the limitations some sought to impose.

What advice do you have for those at an early part of their career looking for mentors?

Look for someone who as at least the stage in their career you aspire to achieve in yours, someone who is confident in themselves, patient and understanding and approachable.

Karen O’Leary

Karen O’Leary

How did you find mentors and how did it help you?

When I was embarking on the beginning of my legal career, I was not aware of any formalised mentoring schemes. I instead reached out to experienced professionals who I admired and sustained those relationships. I found that there were a lack of female role models and a lack of mentors when I was starting out.

What advice do you have for those at an early part of their career looking for mentors?

My advice is to engage in mentoring schemes, as there are now an abundance of resources available to young lawyers seeking a mentor. I am part of mentoring schemes for Women in the Law UK, The Law Society of Northern Ireland and with Trinity College Dublin. The importance of building relationships and sustaining those relationships cannot be underestimated. The relationships formed through mentoring are as valuable to the mentor as they are for the mentee. If you are engaging with a mentor, always remember that there is no such thing as a stupid question. Young lawyers, and especially young female lawyers, tend to struggle with imposter syndrome. They think that they should have all the answers, but of course they do not, as this knowledge comes from experience. You gain the most value from having a mentor if you ask the difficult, scary, or ‘stupid’ questions.

Alison Atack

Alison Atack, Past President of The Law Society of Scotland

I was not aware of being formally mentored when I started my legal career in what was then a large firm. I feel it is only in the last decade that this terminology has been used formally for the relationship with someone who supports us in our career. This role was provided seamlessly by the excellent personnel from the Senior Partner to the office manager (who imparted extensive knowledge with glee to the yearly intake of raw legal recruits straight from University).

Now there is so much more structure to the role and relationship with the Mentor. It is more likely to choose someone external rather than a line manager in your work team. The plus points in the external coach are you chat away from the office environment, where there may not be so many time restraints and interruptions.

When I was training there seemed to be limitless time to train and develop us. One strong memory is the Senior partner, quite daunting older man (there were no female partners then) who was very caring I came to realise, taught me how to write a concise legal letter, scoring out the “we should be obliged” s and other long-winded phrases beloved of the newly qualified lawyers! All partners invited us to sit in with them at client meetings to learn, by osmosis really, the niceties of how to look after clients from beginning to end - something now taught on the Diploma with varying success.

Hugely important for the future, I learned about networking and joining other organisations, meeting peers, building relationships, engaging in discussions with them and potential clients -all fostered by my seniors. With four Past Presidents of the Law Society of Scotland in their midst, I naturally turned to giving something back to the profession by volunteering for Committee work with The Law society of Scotland. I was very well-served by this “in-house” role model coaching (I have tried hard to replicate with young lawyers) but I am very much aware that not everyone has connections or is treated with the kindness, guidance and support I have had.

It is a luxury to have someone give time entirely to listening and helping you, other than a well-meaning friend. It’s easier to have someone well-trained, giving their time outside work entirely to you, helping and encouraging. You can open up freely admitting vulnerability or problems, making you better equipped to build a career path and feel emotionally supported.

The match must be right. The trained mentor must ask the right questions to know what the true position is to support the mentee, building rapport and trust and having regular meetings. You must feel you can open up to this person, a close confidante for probably the next year. Scottish lawyers through the Law Society of Scotland have an online Mentoring Platform, allowing mentees to find a mentor match.