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5 tips for nailing your virtual interview

Your ability to demonstrate that you have the skills and experience to succeed in a new role is the single most important aspect of performing well at interview, and it shouldn’t be affected by whether you attend the interview face-to-face or virtually.

But as we all know, succeeding at interview is about much more than just skills and experience. Building rapport with your interviewers is crucial, as is demonstrating that you have the right soft skills.

It would be a big mistake not to consider how the virtual environment affects these aspects of the interview process.

At NQ Solicitors we’ve been prepping candidates for virtual interviews for the last year and anybody that attends an interview through NQS can expect to hear the following:

1. Arrive Early

For traditional, face-to-face interviews I would advise that you aim to arrive 15 minutes early – just in case you encounter any delays in getting there. Although I wouldn’t want you to put the interviewers under any pressure by actually reporting to reception until five minutes prior to the interview slot (at the earliest).

The problem with the virtual interview is that it can lull you into a false sense of security in this regard. I know you only have to click on a link to be ‘in the room’ but you can still experience delays, so I still advise that you plan to arrive early.

Depending on what platform you’re using, you may or may not be able to check that the meeting link is working in advance. If you can, great! If you can’t, then why wait until the exact start time before seeing if it does?

I would strongly advise you to click on the link five minutes early. That way, if you do experience any technical issues (and they do happen) you’ll have a few minutes to try again, restart your PC/laptop or contact the interviewers.

Technical issues DO occur, and while interviewers are generally sympathetic when delaying the start of the meeting, it will put you on the back foot and your heart rate will be much higher than it needs to be during the crucial first few minutes.

2. Consider your backdrop

It’s a good job that most celebrities had nothing to do during the early stages of lockdown, as it’s clear they spent an inordinate amount of time rearranging their studies, polishing their awards and going through their bookshelves with a fine toothcomb.

While you certainly don’t need to aspire to perfection, it is worth spending a few minutes considering your backdrop and getting it right. It doesn’t need to be a plain wall, but it shouldn’t look cluttered or untidy, and you don’t want anything else to be taking the attention away from you.

During the interview, you’re going to be selling yourself as an organised and capable individual. Your backdrop should be on message!

3. Are you sitting comfortably?

This shouldn’t be an issue for those of you living by yourselves, but if you share your home with a few rowdy flatmates, you may be concerned about where’s best to conduct the interview.

A short time ago we arranged a virtual interview for a candidate who shared a house with three other young professionals. Concerned about the potential for disruption during the interview, he set himself up in the quietest room in the house, which also happened to be the coldest room. The candidate wore a smart shirt, but no jumper, and after a short while he found himself shivering.

The feedback we received from the client was that, while he came across as a credible candidate, he seemed to be overcome with nerves and they didn’t progress him to the next round.

While we definitely don’t want you to be lounging on a sofa, we’d advise that you’re comfortable in your surroundings and have taken a little time to consider heat, light and sound.

4. Dress for the occasion

I’d still advise that for most law firms, a suit (including a tie for men), is the right choice if you’re attending an interview in person, however, it’s certainly not needed for a virtual interview. In fact, I’d go as far as saying that it won’t look quite right if you’re wearing a suit jacket in your study, front room, kitchen (delete as appropriate).

Having said that, it’s still an interview and you want to look like you mean business, so I’d strongly advise that a formal shirt is the best way to go, and if you’re not warm enough, I’d rather you wore a smart sweater on than shiver your way through the interview – see tip 3.

By the way, there’s nothing wrong with asking your target firm how the interviewers will be dressed. I’d suggest something like ‘I am planning to wear a smart shirt for the interview but I’m more than happy to wear a tie/jacket if the interviewers are planning on doing so. Can you please advise?’

5. Look at the camera

Building rapport with your interviewers is almost as important as demonstrating that you have the skills and experience to take the job on, but it’s generally harder to accomplish during a virtual interview.

There are so many factors that come into play when looking to build rapport and, in a virtual setting, even more of these factors are out of your control. However, maintaining good eye contact – essential if you want to build rapport – is still very much within your command.

If you take just one piece of advice from this blog, let it be this: look at the camera, not at the monitor!

Candidates often say to me that they like to look at the monitor to gauge the interviewers’ reactions to their answers, but I think they often read too much into these reactions and in a virtual environment, where we might be dealing with slow connections, reading body language and reactions can be wildly inaccurate.

Also, if the interviewers react negatively when you’re answering a technical question, it’s probably best that you don’t see it as you’ll still be dwelling on it while answering the next question.

You don’t need to stare at the camera throughout the interview, but you should spend the vast majority of time (especially when you’re talking) delivering your message directly to the camera.

Maintaining good eye contact with multiple interviewers is actually far easier during a virtual interview. Instead of having to switch eye contact on a regular basis, the camera allows you to maintain eye contact with multiple parties at the same time.  

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10 interview secrets every junior solicitor should know when applying for a new role

NQ Solicitors’ Ian Roberts has advised thousands of applicants within the legal sector over the years and is in no doubt what factors make the difference between success and failure. In this blog, we set out Ian’s top 10 interview secrets for solicitors moving firms upon qualification.

You’re about to qualify as a solicitor after years of hard slog but all that effort could be in vain unless you can secure the right role at the right firm. The good news is you’ve got an interview at a firm you’d love to work for. Here are 10 tips that will help you dazzle your interviewers and get that all important offer.

1. First impressions count

According to various studies, you have c. 17 seconds to make a good first impression, so don’t waste them. The following are basics but shouldn’t be overlooked. Start with a good firm handshake, (but don’t do a Donald Trump). Make steady eye contact (but don’t stare), smile and say “pleased to meet you” in a confident and sincere tone and you’re off and running. The goal is to make a connection and start building a rapport with your interviewer(s).

2. Commit yourself

As Wayne Gretzky said: “You miss 100% of the shots you don’t take.” Or, if you’d rather not take your inspiration from an ice hockey player, think of it this way. If you’re not totally committed to getting an offer, you may as well not show up for the interview. Firms want people who they can see are excited to work for them. If you’re dialing it in, they’ll see through you.

3. “So, why do you want to work here?”

This question is asked at almost every interview and the answer is so important, yet amazingly, this is the question that catches candidates out more than any other. Do your homework on the firm. Answer the question by reference to what you have learned and give specific examples. What it is about the work the firm does, its culture, its reputation and its story that appeal to you. Show why you would be a good fit and why you’re precisely what they’re looking for.

4. “Have you applied to stay with your current firm post qualification?”

The interviewers know how the NQ system works. They are more than likely to ask questions like the above and others along the same lines. “Where you are in the process?” “How many and what seats have you applied for?” “What would you do if they offered you a role?”

These can be tricky to answer. You may be waiting to hear from your training firm and would prefer to stay there if they make you an offer. If so, you won’t want to make it evident to the interviewer that they are a back up.

Alternatively, you may be pretty sure that your training firm doesn’t want to keep you on or may have decided that your future lies elsewhere. But you won’t want to say this if you feel it will shed you in a bad light.

Rule number one, don’t lie. First of all, it’s inappropriate for a solicitor and secondly, there’s a good chance you’ll get caught out. Remember, the legal world is a small one.

What you can say is that you’re aware that it’s a highly competitive process at your training firm and you would be foolish not to see what other opportunities are out there.

You may also give candid reasons why the firm you are interviewing with appeals to you in ways that your training firm doesn’t (without slagging them off). This may perhaps be because of its size, the work it does, its work/life balance, etc. Be subtle and frame all your answers positively.

5. Your CV got you here, but it won’t get you the job

Interviewers are interested in the person behind the CV, not the CV itself. The interview is about you as a person and, to a certain extent your technical knowledge, not your qualifications. What matters now is how you express yourself, how well you will fit in at the firm, what you’ve learned during your training contract and what your ambitions are.

6. Be prepared to talk about anything on your CV

We mean anything. If you say you like the theatre, then be prepared to tell your interviewers what the last three plays you saw were and when you saw them. Or, if you say you speak basic German, be prepared to answer “Warum möchtest du hier arbeiten?”. I’ve known candidates get grilled for 20 minutes or more on seemingly throwaway bits of information on their CVs leaving them wishing they hadn’t put them on there in the first place. It’s your CV, you have to own all of it.

7. Show you are at the right end of the NQ spectrum

We all know that some trainees ‘get it’ from day one. They understand how to run a file, deal with clients, get their work done without drama and are in tune with the firm’s ethos and commercial objectives. They may not be the trainees with the most impressive CVs, but they will make the best lawyers. Your interviewer knows this too and is digging to find out if you are one of these or one of the others. The lame ducks. A good CV but no grasp of what the job is all about. It’s a spectrum and you need to show you are at the right end.

8. Give specific examples of what you have done

Don’t speak in generalities, be specific. Paint a picture, tell a story, put some meat on the bone (pick your own cliché if you like). The interviewer needs to be sitting there imagining you doing the things you’re talking about and picturing you doing the same for their firm. (Remember, while being highly specific is essential, be careful not to give away client confidentiality).

9. Always ask questions

Pick up on points they have mentioned during the interview to show you’ve been listening. Ask questions that demonstrate your interest in the firm, your understanding of the work they do, their culture and the types of clients they have. Check out the LinkedIn profiles of the people interviewing you (beforehand, not on your phone in the interview) and ask about their career path and anything especially interesting or relevant. Ask about future training to show your desire to become a well-rounded lawyer and what your prospects of rising through the firm would be if you do well.

10. Don’t play hard to get

At the risk of sounding like a Facebook meme, “Don’t play hard to get, play hard to forget”. Leave the interviewer in no doubt that you want the job. Be enthusiastic though not gushing. Be keen but don’t grovel. They hold most of the cards and want to employ someone who is genuinely motivated to work for them and do well. Show them you are.

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Should junior lawyers learn to code?

Skeleton coding

To code or not to code, that is the question? Many lawyers believe learning to code is a waste of time and will do nothing to help them succeed as a lawyer. Others argue that coding is an essential skill in an industry finally embracing technology. Some even predict that before long, all lawyers will be coders. Who’s right?

Let’s start by agreeing that law tech is not a fad. Admittedly, the legal profession is not renowned for being forward thinking, but I think we can safely say the penny has finally dropped. Technology is altering the way lawyers work by simplifying the way documents are produced, speeding up research, transforming due diligence and disclosure exercises, and reducing administration costs. While nothing is certain, it’s a reasonable bet that law tech is going to continue evolving and will do so rapidly. 

That’s all well and good some lawyers say, but why does this mean lawyers need to code? Arguments against it range from “Lawyers would be better off learning to use Word and Excel properly” to “Lawyers should learn to work with coders, not become coders” to “Lawyers should spend their time learning specialised legal skills that can help them deliver a better service to clients”.

What is coding?

Before giving the flip side to these arguments, we should take a step back and look at what coding is. In brief, coding is a language used to get a computer to behave the way you want it to. The skills needed for coding share a lot of those required for being a lawyer such as being able to express yourself logically and without ambiguity. The important thing though is that coding is a language.

Lawyers who are expert coders

US lawyer Jason Morris argues in an article in Medium that some lawyers need to be expert coders and that they are needed now. “There are legal services which we clearly need, which cannot be effectively provided by a lawyer who cannot read and write, at an expert level, the language in which the relevant rules have been expressed,” he says. “We cannot get by in a world that operates in one language and lawyers who only speak another.”

What about the rest?

What about the other lawyers who are not required as expert coders? What do they need to know?

Slaughter & May’s Knowledge & Innovation Manager Emma Watson believes “lawyers may not need to be coders, but they will need to be digitally literate”.

“By having an understanding of the link between computers/coding and the legal sector,” she says, “lawyers will be able to make the most of advances in legal tech, but more importantly they will be able to understand the art of the possible. Lawyers with a greater digital literacy will be better placed to advise their clients on the impact of disruptive tech.”

It’s the crossover between soft skills (human and legal) and technology that’s important. Steve Jobs was, as usual, ahead of his time when he said tech alone is not enough: “It’s technology married with liberal arts, married with the humanities, that yields us the results that make our heart sing.” I doubt law, even combined with tech, will ever make anyone’s heart sing, but you get the point.

Lessons from Deep Blue

Former world chess champion Garry Kasparov explains this concept brilliantly in his book about Deep Blue, the first computer chess programme to beat a world champion (Kasparov himself). Kasparov subsequently started a new form of chess involving humans and computers. What he found was that a human and a computer would always beat a computer on its own.

More interestingly, he found that a computer plus a mediocre chess player with a good understanding of how to make the most of the computer’s capabilities would beat a much better chess player who was not as adept at using the computer’s capabilities.

The analogy with lawyers is obvious.

Many of the larger law firms have bought into this and several are offering training contracts and graduate schemes with a focus on technology. Among these are Clifford Chance, which has launched a training contract specifically focus on law tech called Ignite. Ignite that will take on five trainees in autumn 2021.

Another is Addleshaw Goddard, which offers a seat to trainees in the firm’s in-house innovation and legal technology team as part of their training contract rotation.

Addleshaw Goddard’s Kerry Westland, head of innovation and legal technology, expresses what no doubt a lot of junior lawyers think when she says: “People who are growing up with tech are future clients. And we, as lawyers, need to train our new joiners to understand that.”

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10 pieces of career advice every ambitious NQ should follow

How often do you hear successful people say they wish they’d known at the start of their career what they know now? How they would love to be able to sit down with their younger self and teach them what they learned over the years. If only they could perform that time-travel trick, how much smoother their career path would have been.

We speak every day to careers advisers and partners at the top of the legal profession. Here are 10 of the best tips they have for newly qualifieds and junior lawyers at the start of their career:

1. Go to your boss with a solution, not a problem

At its most basic level, a lawyer’s job is to solve their clients’ problems. The higher you rise in the profession, the tougher the problems become. Most partners have additional, non-client problems to deal with too, usually in relation to the running of the firm. The last thing a partner wants to do is solve your problems as well as their own. They want to see that you have the ability, tenacity and initiative to work things out for yourself. At the very least, they expect you to attempt to find the solution to the issue at hand.

2. Keep on learning

After years of school, university and law college, it is easy to lapse into the mindset that your days of studying are behind you. This would be a mistake. The best lawyers are the ones who never stop learning, whether from their own experience, their colleagues or anyone else they come into contact with. This requires an enquiring mind and a dose of humility. As the saying goes: “True humility is staying teachable, regardless of how much you already know.”

3. Admit your mistakes and learn from them

Every lawyer has had that heart-stopping moment when they realise they’ve made a terrible error. It may be more than a little tempting to pretend it hasn’t happened and hope it will go away, but whatever you do, resist. It’s how you deal with life’s challenges that reveals your true character. Own up, face the music and take responsibility. And whatever you do, learn your lesson and don’t make the same mistake again.

4. Understand your strengths and weaknesses

No one is good at everything, and you are no different. The chances are that you are excellent at some things, average at a few and less competent at others. The best organisations employ people with complementary skill sets. Start by recognising and cultivating your particular talents as this is where you can shine. You can always get help from other people on things you are weak at, so be honest with yourself about what these are.

5. Learn to delegate

Delegation is one of the hardest skills for a junior lawyer to master. People resist delegating for several reasons. One is the embarrassment that you are asking someone else, possibly someone older than you, to do something for you. You may fear you are going to be perceived as too high and mighty for the task at hand.

Or, you may think it is easier to do the job yourself as you know it will get done properly and more quickly than if you have to explain it to someone else and wait for them to do it.

The truth is that as you rise higher in the profession, your time becomes more valuable. You should aim to spend it doing work that makes the most of your skills and experience and delegating the rest.

6. Professional reputation

“It takes 20 years to build a reputation and five minutes to ruin it. If you think about that, you’ll do things differently.” – Warren Buffet. That says it all.

7. Find a mentor… and be a mentor

If your firm offers a structured mentoring programme, by all means, use it. But many mentoring relationships are informal and evolve naturally. Find someone you admire and whose advice you value, and ask them if they would be willing to share their knowledge and experience to help your career. Clarify what you expect from the mentoring and make sure you keep them updated about your progress, especially if they give you specific advice.

Also, be willing to mentor someone more junior than you. Not only will it improve your leadership skills, you are likely to be energised by their energy and enthusiasm.

8. Stay in the loop, but avoid the gossip

If you want to be trusted and respected at all levels of the firm, avoid being a gossip. That doesn’t mean you shouldn’t have your ear to the ground so that you know what is going on around you. But gossiping about other people will almost inevitably backfire on you, however much you think you can trust the people you are sharing it with.

9. Cultivate contacts outside work

As you rise through the firm, you will be expected to contribute much more than chargeable hours. The ability to bring in clients will set you apart from your peers, so get out there and network and start building your contacts list now.

10. Strive for work/life balance

There’s a lot of talk about how firms need to ensure their staff have the right work/life balance, but this responsibility starts with you. Get enough exercise, go for a walk and some fresh air during the working day, keep up your hobbies and make sure you take all your holidays. Work hard, but set your own boundaries and stick to them.

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How and when should you tell your training firm you are joining another firm on qualification?

How should you tell your training firm you are leaving? Who should you notify and when? We’re frequently asked these questions by NQs who have secured a new role on qualification and decided to leave.

Here’s a typical NQ scenario.

You’re about to qualify and have been offered a position as an associate at a firm other than your training firm. You want to accept.

Your training firm hasn’t yet notified you if they want to keep you on even though your qualification date is rapidly approaching. This has been a source of frustration for some months and has been a topic of endless discussion with your fellow trainees.

Part of you wants to tell your firm as soon as possible that you are leaving. But you feel guilty in a way, as if you are letting them down. You feel especially bad for one or two partners who have mentored you during your training contract.

Another part of you is annoyed that you are being taken for granted. If your existing firm has no qualms about waiting until the last minute to let you know, why should you not do the same to them?

Who should you tell, what should you say and when?

Before you do anything…

First of all, don’t say anything until you have a signed contract from your new firm. An offer is not enough, even if you have confirmed your acceptance. Sign on the dotted line before you do anything.

Also, if your training firm has paid your LPC fees or helped in another way towards your qualification, check that they are not entitled to claw money back if you leave upon qualification.

Now take a step back

You can do a lot worse at this stage than heed words of the famous Roman emperor and Stoic philosopher, Marcus Aurelius: “If it is not right do not do it; if it is not true do not say it.”

In brief, do and say the right thing. Remember, you are at the start of a career that you hope will be long and rewarding. Your reputation counts for a lot in law and once lost can be difficult to regain.

In practical terms, this means acting with responsibility and dignity.

So, tell your training partner and HR face-to-face as soon as possible. Be honest about your reasons. If it’s because you were fed up waiting to hear if you were being kept on, tell them. If it is to go to a more prestigious firm or do different work, explain this.

Don’t be under the illusion you are letting anyone down. Law firms are hard-nosed and commercial. People come and go for all sorts of reasons. They may be sorry to lose you (or at least say they are) but in all honesty they probably have far bigger concerns to worry about.

Whatever you do, don’t fall into the trap of thinking you are somehow getting your own back by waiting until they tell you if you are being kept on before informing them that you are leaving. This does you no favours and isn’t fair on other trainees. It will come across as petty.

There’s a comment in a post on one of the legal news websites where the person commenting (named ‘Anon’, not surprisingly) recounts a tale of revenge from when they qualified. Anon explains how their training firm had a practice of not telling trainees if they were being kept on until after they qualified. Anon secured an NQ role before qualification and to give them a taste of their own medicine, didn’t notify the firm they were leaving.  Anon simply failed to turn up for work the day they qualified on the basis that their contract had expired. Here’s the kicker though. Anon had arranged a mediation with a client in another city for the day they qualified. No one from the firm attended the mediation (which the client went ahead with anyway) and the client later sued the firm for negligence. 

This may have made Anon feel good and is an excellent story, but at what cost? No doubt the firm was arrogant and unprofessional, but it reflects equally poorly on Anon. If it didn’t, they would not have been reticent to put their name to the comment rather than remain anonymous. 

You should aim to keep on good terms with the firm and the people who work there as you never know what is around the corner. You may end up working with some of the same people again either because you later join the same firm or as a result of a merger. You might deal with them on the other side of a transaction, or they may become in house counsel for one of your clients. You could even end up going back to the firm later in your career.

In a nutshell, be diplomatic. And in being diplomatic, take heed of the wise words of Winston Churchill: “Diplomacy is the art of telling people to go to hell in such a way that they ask for directions.”

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Keeping your career options open is key to flexing your career

In a sector where it’s easy to be pigeonholed at a very early stage in one’s career, what can junior lawyers do to keep their options open? We asked legal careers coach Paula McMullan to offer some pearls of wisdom.

With 25 years’ experience as both a lawyer and a coach, (most recently as Head of Recruitment at Slaughter and May and as the internal careers coach at Allen & Overy LLP), Paula now helps dissatisfied lawyers find balance and fulfilment in their career.

Congratulations! You’ve survived your training contract, successfully navigated qualification and your legal career is laid out ahead of you like the Yellow Brick Road. So far, so good.

Now what?

I speak to a lot of mid-level and senior associates who get to 5 or 6 PQE and suddenly realise that their work/life balance isn’t great, and that they’ve fallen out of love with the law, or with the type of law they’re now practising. Maybe they’ve become too specialised, or they’re not getting involved in the type of work they’re really interested in. Or perhaps they’ve already decided that partnership is akin to being the little man in the booth pretending to be the Wizard of Oz.

Often more experienced lawyers find they have painted themselves into a corner and that it’s not as easy to transfer to an in-house role or another firm as they had imagined.

One thing is for sure…the future is uncertain. Whatever plans we may make now, it’s wise to build options for ourselves so that we’re well equipped to deal with change when it comes.

Before you get too far down the line with your legal career, here are three ways to give yourself more professional flexibility.

1. Develop your skills and knowledge with future roles in mind

When I ask lawyers what makes them unique and what they have to offer an employer, many find it difficult to talk about themselves. They give me underwhelming, generic answers, and they clearly have no idea of their value to a business or their ‘unique selling point’. If they can’t articulate this, what hope do they have of persuading a new employer?

It is therefore vital to develop your business skillset with one eye on future roles. For example, if you want to work in-house, what skills will you need to persuade a corporate to hire you out of private practice? How can you develop these while you are still working for a firm?

There are also a lot of flexible working opportunities for lawyers nowadays with outfits offering work on a contract basis. Does your specialism lend itself to working in this way? What skills and attributes do you have/want to develop that will enable you to flourish in that professional environment?

Lawyers tend to be quite detail-focused and they talk about their assets in isolation. Think, for example, about how your ability to analyse complex legal problems will benefit a corporate employer and put your skill into their context. How about saying you are used to assessing risks and advising on appropriate strategies to further your client’s business interests?

And be aware of the opportunities that may or may not be available to you once you are a few years into your legal career. What roles will a 4 PQE pensions lawyer or debt capital market specialist be suitable for?

A top tip from a recruitment consultant: if you’re thinking of a change in career direction, employers will want to see a commitment to that career change. So, if you want to move into learning and development, start designing and delivering seminars, read about learning strategies, find a mentor in L&D.

First steps? Find out what skills and experience will set you apart from the competition when you decide to go for another role. Work out who can help with finding out and then ask them!

2. Develop a sustainable approach to money

It can come as quite a shock to learn just how much of a drop in salary you may need to take to land your dream job outside private practice, or at least a stepping-stone role. The golden handcuffs that restrict many lawyers can seem unbreakable, so you need to change your approach to managing your financial resources.

It’s vital to work out your priorities – what’s most important to you right now? Maybe you are saving to buy your first property and you feel you need to keep going in your private practice role until that’s taken care of. Fair enough. But it’s also important to consider the downside of that strategy. What will the impact be on your mental health? Are you becoming even more specialised? If you get a large mortgage, will this compel you to keep your earnings at their current level?

Consider now the impact of different financial scenarios and develop a plan for tackling them. I knew when I was posted to Singapore, my ex-pat package would only last for a couple of years, so I lived on the same amount as I had in London and put the rest into my pension. When it came to leave, the resulting drop in salary wasn’t a shock. I didn’t need to recalibrate my lifestyle in line with my lower income.

First steps? Devise a sustainable financial plan. Talk to an independent financial adviser who can advise you on different ways to safeguard your assets and how to plan for a secure financial future while keeping your professional options open.

3. Separate your identity from your job

Have you noticed how, when asked what they do for a living, people often simply say “I’m a lawyer/doctor/architect/designer”? Our belief that “I am” a lawyer can get in the way if we become dissatisfied with our legal career because we can internalise that feeling as dissatisfaction with ourselves and our choices. This, in turn, can make it difficult to imagine ourselves as being able to do anything else, or being worthy of someone taking a chance on us.

Limiting beliefs like this can be quite deeply ingrained. You may have wanted to be a lawyer from an early age, maybe you have relatives who are successful lawyers and therefore feel that you should be too, or perhaps simply being surrounded by other lawyers day-in and day-out reinforces this belief. It served you well once because it got you to where you are today, but if you are no longer wedded to your career in its current form, then believing “I am a lawyer” can hold you back from realising your potential.

Think more in terms of what you do and the benefits you bring to your employer and your clients. Turn “I am a finance lawyer” into: “I help tech start-ups open up opportunities to develop by guiding them through successful negotiations with investors”.

First steps? Start noticing how you think about yourself professionally. How do you introduce yourself and talk about what you do? How can you reframe who you are into what you do?

As you’re reading this, you may think that none of this applies to you because you’re enjoying having reached qualification after so much study and hard work, and you’re looking forward to the challenge of growing into a great technical lawyer. But this brings us back to the start – the future is uncertain so why not make sure you are ready for it?

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