Legal Career Development

It's the end of the year, and I know quite a few you lawyers out there are thinking about pivoting to a business role. Over the past decade, I’ve had a chance to work directly with 50+ lawyers in all kinds of business roles, including sales, customer success, recruiting, product, etc. and at all levels ranging from entry-level to CEO. It’s given me the chance to identify three common themes about those who have seamlessly made the transition: 1. They rely on their strengths, but don’t make “lawyer” their main thing. Lawyers bring a lot of professional assets the table: generally, we’re detail oriented, highly reliable, and have strong communication skills. All of that is super helpful in any job—but only to the extent it enables us achieve the objectives in our non-legal, business role. For example: It’s great to be someone who reviews documents carefully, not so great to be someone who raises all potential legal risks in every contract they read. 2. They are great at issue-spotting, but with an eye for opportunity, not risk. In your first post-law job, it’s common to be overwhelmed by everything "wrong" that your new colleagues are doing. But here’s why: You have been professionally trained to instinctively think about legal risks & negative outcomes. Instead, consider forcing yourself to issue-spot for hidden opportunities that can help you achieve your business objectives. This may require a dramatic mindset shift, but I promise you it’s worth it. 3. They make the people around them feel important. This is especially challenging for the most senior/successful lawyers who make the pivot, because they’re likely used to being the “most important person” in most rooms they're in (think law firm managing partners & GCs). In a business role, you are constantly engaging with people—internal and external—who you constantly have to win over, with zero "power" over them. Active listening and empathy is a superpower in this world. Just to be clear, these are all based off my anecdotal experience working in smaller high growth business environments. They also include a ton of generalizations. If you've successfully made the transition and have a different view, or if you'd just like to share your own experience, I would love to hear your thoughts in the comments! 

Changing careers isn’t one big move. It’s a series of risky ones. When I left law, I thought I was chasing purpose. But I was really unlearning identity. The title, the rules, the prestige. It all shaped how I saw myself. But careers aren’t ladders anymore. They’re maps you redraw as you go. Here are 8 mistakes I made (and learned from): 1. Avoiding visibility ↳ Building something new means being seen. Speak up. 2. Ignoring your finances ↳ Freedom needs a cushion. Plan before you jump. 3. Trying to do it all alone ↳ Mentors are multipliers. Ask for help. 4. Waiting for perfect clarity ↳ You won’t get it. Start messy, refine later. 5. Only chasing what you can do ↳ You’ll get stuck in the past. Think forward. 6. Underestimating your network ↳ People don’t help unless they know you need it. 7. Over-identifying with your title ↳ You’re not your job. You’re your skills. 8. Chasing passion without a plan ↳ Purpose is great, but strategy sustains it. You don’t need all the answers. But you do need a first step. Which of these mistakes have you seen or made? Let me know in the comments. ♻️ Repost to help someone avoid a painful pivot 👉 Follow Lauren Murrell for more like this

𝗧𝗵𝗲𝘆 𝗵𝗶𝗿𝗲𝗱 𝗮 𝗯𝗿𝗶𝗹𝗹𝗶𝗮𝗻𝘁 𝗔𝗺𝗟𝗮𝘄 𝟭𝟬 𝗹𝗮𝘄𝘆𝗲𝗿 𝗮𝘀 𝗗𝗲𝗽𝘂𝘁𝘆 𝗚𝗖. Harvard law grad. Technically sharp. Fifteen months later, that lawyer was gone. Not because they weren’t smart. Not because they lacked legal skill. They just didn’t fit. I watched it happen. Slow sidelining. Lost influence. Quiet exit. The issue wasn’t competence. It was cultural misalignment. I’ve seen it play out dozens of times—silent breakdowns no résumé could have predicted. It shows up in small but telling ways: • A lawyer who overanalyzes inside a business that makes decisions fast • A cautious advisor in a company that’s comfortable in legal gray zones • A blunt communicator in an environment where nuanced messaging matters Even great in-house lawyers miss the mark when their instincts don’t match how the business really works. After two decades recruiting GCs and senior legal leaders, I’ve noticed what separates strong hiring teams from struggling ones. The best dig deeper than legal skills. They look for alignment. Here are four areas they focus on: 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘁𝗶𝗺𝗶𝗻𝗴 Do you reward speed or depth? 𝗥𝗶𝘀𝗸 𝘁𝗼𝗹𝗲𝗿𝗮𝗻𝗰𝗲 Do you want edge-pushers or play-it-safe advisors? 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝘀𝘁𝘆𝗹𝗲 Do your execs value directness or diplomacy? 𝗨𝗻𝘄𝗿𝗶𝘁𝘁𝗲𝗻 𝗿𝘂𝗹𝗲𝘀 What behaviors actually earn trust, influence, and advancement? You won’t find those answers on a résumé. Try asking: "𝘠𝘰𝘶’𝘳𝘦 𝘢𝘴𝘬𝘦𝘥 𝘧𝘰𝘳 𝘢 𝘭𝘦𝘨𝘢𝘭 𝘰𝘱𝘪𝘯𝘪𝘰𝘯 𝘸𝘪𝘵𝘩 𝘭𝘪𝘮𝘪𝘵𝘦𝘥 𝘤𝘰𝘯𝘵𝘦𝘹𝘵 𝘢𝘯𝘥 𝘫𝘶𝘴𝘵 𝘴𝘪𝘹 𝘩𝘰𝘶𝘳𝘴 𝘵𝘰 𝘳𝘦𝘴𝘱𝘰𝘯𝘥. 𝘞𝘩𝘢𝘵 𝘥𝘰 𝘺𝘰𝘶 𝘥𝘰?" The answer shows how a candidate thinks, communicates, and operates under pressure. Also, get your business leaders involved early. When there’s a shared understanding of what success looks like, hiring becomes a lot less risky. 𝗘𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲𝘀 𝗮𝗻𝗱 𝗚𝗖𝘀: What’s one cultural cue you wish you had picked up before making or accepting a key legal hire for your organization? — 𝘔𝘺 𝘵𝘦𝘢𝘮 𝘢𝘯𝘥 𝘐 𝘩𝘢𝘷𝘦 𝘩𝘦𝘭𝘱𝘦𝘥 𝘥𝘰𝘻𝘦𝘯𝘴 𝘰𝘧 𝘤𝘰𝘮𝘱𝘢𝘯𝘪𝘦𝘴 𝘣𝘶𝘪𝘭𝘥 𝘭𝘦𝘨𝘢𝘭 𝘵𝘦𝘢𝘮𝘴 𝘵𝘩𝘢𝘵 𝘴𝘶𝘤𝘤𝘦𝘦𝘥 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘵𝘩𝘦𝘺 𝘧𝘪𝘵. 𝘕𝘰𝘵 𝘫𝘶𝘴𝘵 𝘰𝘯 𝘱𝘢𝘱𝘦𝘳, 𝘣𝘶𝘵 𝘪𝘯 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘦. 𝘐𝘧 𝘺𝘰𝘶’𝘳𝘦 𝘩𝘪𝘳𝘪𝘯𝘨 𝘢𝘯𝘥 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘢𝘷𝘰𝘪𝘥 𝘵𝘩𝘦 𝘤𝘰𝘴𝘵 𝘰𝘧 𝘢 𝘤𝘶𝘭𝘵𝘶𝘳𝘢𝘭 𝘮𝘪𝘴𝘴, 𝘭𝘦𝘵’𝘴 𝘤𝘰𝘯𝘯𝘦𝘤𝘵.

Young lawyers: you will probably think you committed malpractice several times during your career. You probably have not. As a veteran of many sleepless nights thinking I screwed up, let me offer a few tips when these feelings come your way. First, take deep breaths and a short walk. You have likely allowed your brain to spin out some fantastical scenarios based on the most minor of errors, or no error at all. Second, immediately go see your supervisor and/or the attorney in your office who handles these issues. I said go see them, not write a comprehensive memo while you are not thinking straight. You will probably find that their reaction to the situation is a lot less dire than you have awfulized. Third, follow the instructions you are given by the attorney mentioned above. The advice could be anywhere from relax (the most likely advice) to help me gather some additional facts. Under no circumstances should you attempt to handle the issue yourself. Fourth, realize that nearly all lawyer mistakes can be fixed, with no harm to your client. For those few situations where a disclosure has to be made to your client and/or the firm's professional liability insurer, that does not mean you committed malpractice. It just means your firm is doing what it is obligated to do under ethics rules or the terms of the firm's insurance policy. Finally, I know this experience can be hard, but it happens to almost everyone. The fact that you even think there may be an issue (where probably no one else would) shows what a careful lawyer you are. Be proud of that.

What is the biggest mistake I’ve made since starting my law firm? I got asked this question yesterday. It is difficult to point to one specific decision. Instead, I would point to an overall mistaken belief that resulted in a lot of bad decisions. What’s that belief? That experience and skills mattered more than fit and culture when hiring. For many years, I frequently made individual hiring decisions that were based solely off the person’s resume and whether I thought the person knew what they were doing. I viewed my law firm as a collection of individuals, rather than as an organization with its own culture and identity. I made these big mistakes because I was incredibly short sighted. I had work that needed to be done and I just needed a person to get it done. Fit—for your law firm and the specific position you need filled—is critical. You need to define your firm’s values and culture and hire people that fit your firm and the specific job you need done. An inexperienced culture fit is many times better than an experienced high performer who doesn’t fit. People can be trained and skills can be taught. The other stuff can’t be.

A brilliant young litigator confessed he was stuffing his own mail just to keep up. One paralegal. Zero support. An entire litigation department resting on his shoulders. I recognized that look in his eyes immediately. Here's what I wish someone had told me when I was in his position: The legal profession glorifies martyrdom. We celebrate those who: • Work the longest hours • Take on impossible caseloads  • Sacrifice everything for clients But this mindset is destroying talented attorneys. This young lawyer—sole litigator at his firm—was drowning. Every new case landed on his desk. No control over volume. A paralegal who created more work than they solved. Sound familiar? I shared four shifts that saved me: 1. Your "no" is a professional obligation You have an ethical duty to assess whether you can competently handle more cases. Sometimes "not right now" is the most professional answer. 2. Advocate for yourself like you would a client When I presented my burnout as a business problem—not a personal complaint—my firm finally listened. 3. Own your energy, not just your time Being present for one important task beats frantically juggling ten. Stop doing low-value work better handled by support staff. 4. Remember your ultimate power Sometimes walking away creates the leverage needed for change. The right to build your own practice is always available. The legal profession tries to convince you that suffering is required. It's not. What I've learned: Your greatest asset isn't your legal mind—it's your wellbeing. Protect it accordingly. #LegalCareer #LawyerLife #Boundaries #TheFreeLawyer

3 harsh truths about shifting from Big Law to in-house: When I meet lawyers who transitioned from big law to in-house, I see one of three motivations: - a need for a better work life balance, - the desire to channel their energies in a particular sector, or - an aspiration to see tangible business impact of their work. While these are all great motivations for making the pivot, in-house roles also need a mindset shift. Here are 3 challenges every professional making the jump should be ready for: #1 Most people around you won’t ‘get’ legal: the shift could mean fewer resources at your disposal, colleagues who don’t ‘get’ legal and very possibly an unstructured approach to functioning. The faster you get comfortable with uncertainty, the better. #2 You need to balance being the "master of one" and "jack of all trades": while being a generalist is great, in-house needs you to know anything and everything within the realms of the industry. So deep dive into your industry’s regulations, trends, and challenges. The focus enables you to provide strategic and tailored legal advice, making you an invaluable asset to your company. #3 You won't get points for identifying problems: you are now a key partner in the company’s success so your role goes beyond just identifying risks—you need to understand and align with the business’s strategic goals. You need to be a part of the solution that supports and drives business results, not the one pointing out problems. What other challenges have you faced as someone who’s made the jump?

When I was a new lawyer I wrote "council" to refer to the attorney for the other side. I know, cringe. The partner I was working with just told it to me, straight up, no caveats. "It's coun-s-e-l, not coun-c-i-l.” And you know what? That was exactly what I needed. I was going to be embarrassed either way. Any attempt at trying to make me feel better would honestly have just belabored the time we had to spend talking about it and would have made it worse. The quick correction treated me like a competent adult professional who could handle direct feedback and learn from it. No long explanation about how "everyone makes that mistake" or "don't worry, you'll get it." Just the information I needed to fix it and move on. Sometimes the kindest thing a mentor can do is respect your ability to handle the truth without awkward emotional cushioning. Direct doesn't mean cruel. It can actually be more respectful. If you're a new lawyer, know that you can handle direct feedback better than you think. You don't need your mistakes wrapped in reassurance to learn from them. If you're a senior lawyer, trust that junior colleagues are resilient enough for straightforward corrections. Sometimes the most respectful thing you can do is give them the information they need and move on.

Not all career setbacks come from bad choices. Some come from the comfortable ones. Saying yes to stability over growth. Staying quiet to avoid conflict. Waiting to feel “ready” before taking the next step. These traps don’t show up as failure. They show up as comfort, routine, and slow disconnection from your potential. Here are a few career traps that look harmless, but quietly hold you back: 🔶 Trapped by the Paycheck • A high salary keeps you in a role that no longer grows you • Lifestyle creep makes risk feel impossible Career check: Don’t confuse income with progress. Growth is the real raise 🔶 Boxed in by Expertise • Deep knowledge becomes a cage when your niche shrinks • The market changes, but your skillset doesn’t Career check: Stay sharp by learning outside your specialty 🔶 Stuck Chasing Empty Promises • You’re told “next quarter,” while others pass you by • Future potential is used to extract current loyalty Career check: If they won’t put it in writing, it isn’t real 🔶 Comfort That Kills Momentum • You’ve mastered your tasks, but outgrown your role • No challenge means slow decay, not sustainability Career check: If it feels easy every day, you’re not evolving 🔶 Normalizing Toxic Culture • You get used to dysfunction and lower your standards • What once felt unacceptable now feels routine Career check: Ask yourself, would the best version of you tolerate this? 🔶 Neglecting Your External Network • Internal focus blinds you to outside opportunity • When change hits, you have no bridges to cross Career check: Relationships are like insurance, build them before you need them 🔶 Working in the Shadows • Your results are strong but invisible • Others with louder voices move ahead Career check: Excellence is not enough. Visibility multiplies value Careers don’t crash. They quietly stall when you stop paying attention. Which trap are you working to escape or avoid? Let’s talk in the comments ⬇️ ⸻ ♻️ REPOST if this resonated with you! ➡️ FOLLOW Rheanne Razo for more B2B growth strategies, client success, and real-world business insights.