Finding Mentors & Building Relationships

Janet Hutchinson is the Associate Dean for Career Development at Richmond Law.  We asked her to share her thoughts regarding how law students can find mentors and build strong mentoring relationships.  

Q: What is the benefit of having mentors when you are starting your career?

A: Mentors can help you successfully navigate a rewarding but challenging career path by providing support and guidance on a variety of professional topics. The right mentor can help you better understand the culture and informal hierarchy of your employer. He/she may be able to provide suggestions about making the right connections at your employer and within the larger legal community. Some mentors can provide substantive feedback on your work product and legal skills, as well as concrete suggestions for improvement.

Q: Some employers have formal mentoring programs for their summer or junior associates. How can students make the most of these programs?

A: The best way to take advantage of a formal mentoring program is by participating. As a mentee, be proactive about ensuring the initial meeting between you and your mentor occurs. Set clear goals for the relationship, and share them with your mentor. Check in with your mentor regularly, not just when you need something. Show interest in your mentor’s professional life. Ask her/him thoughtful questions. Follow through on at least some of your mentor’s suggestions and show her/him that you have done so. Be appreciative of your mentor’s time. Though your mentor is glad to work with you, remember that mentoring usually is your mentor’s volunteer role on top of their other work. While formal programs are fantastic, the relationships do not always gel, so don’t rely on the formal program as your sole source of professional support. Seek other professional connections also.

Q: How can summer associates find mentors inside their firm if their employers don’t have formal programs or if their assigned mentors isn’t a good fit for them?

A: If your employer does not provide a formal mentor, you may identify potential mentors from among the attorneys there who demonstrate the following characteristics:

• are particularly strong in areas where you would like to grow your own skills (technical skills, client development ability, management, etc.);
• are well-respected by peers and clients;
• are well-rounded (involved in employer activities and community ones also).

If you have choices among that group, you might start with an attorney with whom you share something in common—law school, undergraduate school, practice interests, home town, etc.—as a relationship is the foundation of a strong mentorship.

Q: Do you have tips for finding mentors who don’t work at the same place of employment? 

A: Local and specialty bar associations often are a gateway to finding mentors. Many of these associations host their own formal mentor programs for young attorneys. In the absence of a formal program, attorneys who are active bar members demonstrate some characteristics suggesting they might be good mentors or at least able to point you in the right direction. They are knowledgeable about the local market or a specific practice, and they are willing to engage with others.

Q: How can law students make the most of mentoring relationships?  

A: These tips are incorporated in question 2.

Q: Are there any pitfalls in mentoring relationships that students should try to avoid?

A: The relationship between mentor and mentee still is a professional one. It is important to develop a clear understanding with your mentor about what is confidential and to adhere to that strictly. 

Maintain realistic expectations. A mentor is not a fixer or a headhunter. While the right mentor can provide valuable guidance, you still are the master of your career.

Finally, remember that in the most effective mentoring relationships, you may receive constructive feedback. Try not to be defensive. Accept feedback in the spirit in which it is given—to help you advance your career.