Trial Magazine

Mentoring is an important part of being a lawyer. It is practicing civility with colleagues while sharing knowledge and genuinely hoping to build a strong, capable field of lawyers who can strengthen the practice. We can all look back and remember someone who took the time to be or share an example, and we must do the same for others.

Mentoring can be done at a formal meeting or while walking to one. Either way, the input can be invaluable. But how do you do it well? Whether scheduled or spontaneous, here are three requirements for successful mentoring.

Reach out. Be open to mentoring, and be available. When someone calls for advice, take the call. If you’re busy, suggest an alternative time. If someone asks for feedback on a project, give it as substantively as possible. If you observe someone at a hearing or deposition whose style you like, and you want to learn more, reach out and say so—and ask for other opportunities to observe that person. Establish contacts. Say “hello” at a seminar. Just keep reaching out.

Listen. Have you noticed that an ability and willingness to listen is critical in almost every aspect of life? This is true in mentoring, too. Once you’ve secured the interaction, you won’t learn anything (as either mentor or mentee) if you don’t listen. You didn’t enter the relationship to talk about things you already know.

Listening to the other person is how you will grow.

Follow through. If you don’t want the relationship to end with the chance encounter, you must follow through. Set another meeting time. Tell the mentor how you used a concept you discussed. Ask about something new. If you want depth or longevity in your relationship—which is by no means the only way mentoring works—you must take action and make it happen. 

Ellen A. Presby is an attorney at The Nemeroff Law Firm in Dallas. She can be reached at ellenpresby@nemerofflaw.com.