Welcome to today's webinar. This session is arguably one of the most important you will ever attend regarding interviewing and securing a job. You will gain valuable insights today. This webinar is live, and after my presentation, we'll take a brief 1-2 minute break before returning to address any questions you might have about this topic or your career in general. I welcome all types of questions, and many may seem irrelevant but often relate to experiences others have faced or will face.
Today, we'll cover not just the "Tell me about yourself" question but also how to respond to various questions that firms might ask. Your answers to these questions are crucial; I handle these matters daily, preparing attorneys for interviews and ensuring they respond effectively. I conduct interview prep calls with any BCG candidate who secures an interview, and I have been doing this for decades.
Law firms often reject candidates based on how well they answer these questions. Candidates who fail to answer correctly often do not get hired or may face challenges in retaining their positions. This webinar is designed to help you navigate these questions effectively.
The "Tell me about yourself" question is common and frequently eliminates candidates. While interviewers already have your resume and know your background, they are looking for more than just your technical qualifications. They want to assess your ability to perform the job, your enthusiasm for the position, how well you'll fit in, and whether you can be managed and committed long-term. Additionally, they evaluate if they like you, which often influences hiring decisions.
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When you face questions like "Tell me about yourself," it is essential to address whether you can do the job, your motivation, and your fit within the firm. Candidates often mistakenly think that demonstrating technical skills is most critical. However, how you answer questions related to your commitment, fit, and management abilities often outweighs technical skills. Open-ended questions, including "Tell me about yourself," are opportunities but also traps. Answering them correctly can significantly impact your success.
Interviewers are interested in your professional accomplishments and your alignment with the job's requirements. Personal details, such as divorces or substance abuse issues, are not relevant and can detract from your qualifications. Focus on your ability to perform the job and avoid discussing personal issues that are not related to your work capability.
For instance, candidates who mention personal setbacks, such as recovering from surgery or having a family member who was sick, might unintentionally signal potential problems with job commitment. It is better to avoid such topics and instead emphasize your readiness and suitability for the role.
When discussing reasons for quitting previous jobs, avoid citing personal issues like illness or family emergencies. Law firms are concerned about your reliability and commitment, so focus on demonstrating your ability to handle job demands without suggesting potential for frequent absences or gaps.
Finally, always aim to advance to the next step in the interview process. Avoid answering questions that might disqualify you, such as those about working remotely or salary expectations. Your goal is to demonstrate that you are a good fit for the role and to secure a follow-up interview.
Understanding and effectively addressing the questions about your ability to do the job, your enthusiasm, fit, and commitment are crucial. Tailoring your responses to align with the firm's needs and avoiding topics that could raise concerns will significantly enhance your chances of success.
In job interviews, especially in law firms, showing genuine enthusiasm for the position is crucial. When asked about yourself, your response should reflect a strong desire for the job and demonstrate your enthusiasm. A memorable example is an attorney I once worked with who, despite moving from a prestigious New York firm to a much smaller firm in West Virginia, consistently impressed interviewers by showing a sincere interest in the job, even though the salary was significantly lower.
This attorney, despite having a high salary at her previous firm, managed to secure offers because she genuinely expressed her eagerness for the new role. The best interviewers I’ve observed throughout my career possess this quality. They are able to walk into any firm and secure a position by demonstrating their genuine interest and enthusiasm for the job.
An effective way to convey your passion is by thoroughly researching the firm and the role. Understand the firm’s history, its work, and the people involved. Then, during the interview, express your admiration for their work and why you are excited about the opportunity to contribute.
I recall an interview where a candidate, an older gentleman with significant experience, told me how much the position meant to him. While his sincerity was admirable, he was not hired. Instead, I chose a candidate with strong qualifications but who lacked enthusiasm. This candidate ended up being a poor fit and eventually left the firm, leading to numerous issues.
The lesson here is clear: passion and a desire for the job can significantly impact hiring decisions. Candidates who demonstrate a true commitment to the role are often more successful than those who merely possess impressive resumes but lack enthusiasm.
For instance, consider a candidate applying for an immigration attorney position. A resume that showcases a deep commitment to immigration law, with relevant experience, articles, and presentations, will stand out. Compare this to a candidate who shows less interest and only has a minimal amount of relevant experience. The passionate candidate is likely to be more appealing.
Additionally, the most successful attorneys take pride in their experiences and achievements. They present their resumes with clear, well-thought-out details and often include additional pages highlighting their accomplishments. This pride and enthusiasm make a strong impression during interviews.
Another important aspect is the way you answer questions about yourself. For example, during an interview with Dewey Ballantine in Los Angeles, I shared a personal story about my family’s connection to the firm’s founder, Thomas Dewey. This personal touch demonstrated my long-standing interest in the firm and my dedication to working there, which positively influenced the interview.
To excel in interviews, be genuine, enthusiastic, and show that you truly want the job. Your body language, tone of voice, and effort in your answers should all convey your commitment. Successful attorneys are those who really want to be in the field and who demonstrate this passion consistently. If you don’t show this level of enthusiasm, you might struggle to secure the position you desire.
And there's another important point to consider. If you truly want the job, meaning if you're genuinely enthusiastic about it, you'll also be able to attract clients. Clients prefer working with individuals who are passionate and eager to take on their work. For example, when John Glenn, founder of Point of Manual, started out, his firm had just 40 attorneys. Now it has grown into a huge multinational law firm. Glenn used to tell clients that he would “eat, drink, and sleep” their cases, promising to do everything possible to win. This kind of commitment is exactly what clients want to hear. If someone merely says they’ll do the work without genuine enthusiasm, it won’t be as effective. Attorneys who convey their eagerness and dedication are more likely to secure clients.
The third factor clients consider when determining if you’re a good fit is whether you’ll fit into their team. When asked about yourself, understanding the attorneys you’re interviewing with can help you tailor your response to show that you will fit in well. Law firms look for candidates who match their existing culture. Your answer should demonstrate that you’re aligned with their values and environment.
For example, when I interviewed for a trading job on the Chicago Mercantile Exchange, the firm had a sports-centric culture. My interest in sports wasn’t as strong as theirs, which was clear when I spoke about my studies in the African diaspora. This didn’t resonate with them. Law firms, like other organizations, want to hire people who fit their cultural mold. They may have particular preferences based on religion, educational background, or other factors. If you share common interests with the attorneys, they are more likely to be comfortable with you.
Understanding the firm's culture is crucial. I once interviewed with a firm in Los Angeles where the associates had a distinct style, including wearing leather pants and displaying sports memorabilia. My formal attire and traditional approach didn’t align with their culture, and I was informed that I wouldn’t fit in. This experience underscored the importance of matching the firm’s culture.
The next consideration is whether you can be managed effectively. Law firms need employees who can follow instructions and adapt to their management style. In-house roles often require the ability to handle tasks without questioning the firm’s directives. Candidates who come in with their own ideas about how things should be done, especially if they challenge existing practices, may not be successful.
One common mistake is assuming that law firms are looking for leaders or “generals” who will question and critique rather than “soldiers” who will execute tasks as directed. Firms generally want employees who can carry out their assignments without pushing back or creating conflict. Demonstrating that you are willing to follow instructions and fit in with the firm’s expectations is crucial.
Another important factor is avoiding behaviors that suggest you may be unmanageable. For example, expressing negative opinions about previous employers or highlighting personal protest movements on your resume can signal potential issues with management. Law firms want employees who are aligned with their goals and can work within their established framework.
When interviewing for a position, be mindful of the firm's culture and management style. Tailor your responses to demonstrate that you fit in with their environment and can be effectively managed. Understanding these dynamics will help you navigate the interview process successfully.
What happens is people go into interviews and they look like they're not going to commit to the firm. Sometimes there's a lot of movement on their resume, but people often blow it at the interview stage. I've seen candidates show up to interviews and announce that they hope to relocate in the future.
I’ve interviewed candidates who came in to be writers for our company and talked about wanting to pursue other interests, like screenwriting. When working with attorneys, it’s important to address your commitment to the role. For instance, if you’re considering writing profiles for law firms but have no intention of staying long-term, it's clear that the likelihood of you sticking around is very low.
One of the critical reasons law firms want candidates who seem committed is that if you aren't going to commit, they will have to find someone else. This means they will lose client relationships, and the firm will have to train someone new, which is costly and time-consuming. Commitment is crucial for law firms, and you need to convey that you are dedicated for the long haul.
If you indicate you might leave for something better, it negatively impacts the morale of current attorneys, as they may feel the firm doesn’t pay enough, prompting them to seek other opportunities. Law firms want to avoid hiring someone who is likely to leave soon, so commitment is key.
Consider the analogy of hiring a nanny. If you were looking for a nanny, you would prefer someone who has shown a long-term commitment in their previous roles, rather than someone with a history of frequent job changes. This same principle applies to law firms—they prefer candidates who are likely to stay with the firm for an extended period.
I often share examples from my experience. For instance, one of the first people I hired stayed at their job for eight years. Another stayed at their previous job for 14 years and lasted 16 years at our company. Committed employees tend to be more successful and valued.
Law firms also appreciate candidates who show personal commitment, such as buying a house, getting married, or having children, as these signify stability and a lower likelihood of moving around. This personal stability often correlates with a greater commitment to the firm.
If you discuss plans to pursue different career paths or show signs of lack of commitment, it becomes a concern for law firms. They value candidates who are dedicated and fit well with their long-term plans.
In interviews, you should present yourself as someone who is committed, capable, and aligned with the firm’s needs. You need to focus on how you can fit into the firm’s environment, follow directions, and work well with others.
A final important aspect is the “likability” factor. In a polarized world, avoid discussing political affiliations or controversial organizations on your resume. Instead, focus on connecting personally with interviewers. Showing genuine interest and enthusiasm can make a big difference.
I recall a personal anecdote from when I was young. I picked a dog from a litter based on how much the dog liked me, rather than the dog's appearance. Similarly, in job applications, showing genuine interest and making a personal connection can significantly impact your success.
Additionally, it’s crucial to present yourself as likable and approachable. For example, I once had a candidate who was very rude and dismissive during an interview. This behavior hurt her chances despite her qualifications. In contrast, candidates who are personable and connect well with others are often more successful.
When applying for jobs, be mindful of how you present yourself and ensure you come across as genuine and likable. Positive personal information that reflects well on you can be beneficial, but avoid sharing negative details that might be used against you.
Being committed, likable, and able to connect with interviewers are essential factors in securing a job. I appreciate all the questions you have and encourage you to ask anything related to your job search or career. I will take a short break and then address any questions you may have.
There's always a lot of inquiries. I'm going to address some questions, starting with what employers look for in assessing candidates' potential for long-term employment, particularly for those with a history of frequent job changes.
Career pivots can raise doubts about stability. Frequent job changes can be challenging to explain, and these are common concerns law firms have. Many people leave employers due to issues with commitment. Commitment is crucial, especially for law firms that value long-term dedication and make partners out of committed individuals.
Job changes can occur for various reasons: difficulty with management, personal issues, or being fired. If a person struggles with commitment, they may frequently change jobs, never finding satisfaction in their roles. For attorneys, moving from one firm to another in hopes of finding a better fit often leads to further dissatisfaction. Law firms might view frequent moves as a sign of instability, leading to a reluctance to hire someone with a pattern of changing firms.
The morale of remaining employees can be affected when a team member leaves, causing others to question the firm's stability. Additionally, clients face disruptions as new attorneys need time to get up to speed, and the firm incurs costs for recruiting and training new staff. These factors can impact a firm’s decision to hire someone with a history of frequent moves.
Another concern is how candidates handle criticism and management. Some people struggle with feedback or managing expectations, which can be exacerbated by remote work or demanding hours. Personal issues and instability can further complicate matters.
Career pivots, such as moving from law practice to teaching or in-house positions, can be challenging. Law firms might view these transitions as a sign that the candidate prefers non-firm environments, making it difficult to return to a law firm. Similarly, shifting practice areas may raise doubts about a candidate’s commitment and interest in their work.
To mitigate these concerns, candidates should demonstrate stability and show that their moves were strategically planned for career advancement. Moving to better firms or transitioning to roles that enhance one's skills and experience can be viewed positively if explained clearly.
If you are considering a move, it's essential to have valid reasons that align with career growth and stability. Law firms want to hire candidates who show a commitment to their practice area and a stable career trajectory. Frequent moves without clear, positive reasons may lead to difficulties in securing new positions.
For those facing challenges in getting back into a law firm, applying to smaller firms that are willing to take risks or finding firms that overlook certain issues can be effective strategies. Understanding how to present your career history and addressing any red flags is crucial in securing a new position.
While it can be difficult to transition back into a law firm after career changes, following targeted strategies and applying to firms that are open to diverse backgrounds can improve your chances of success.
Let me show you exactly what I would do in this situation. The accounts I’m using are fake; they don’t represent anyone specific. This person, for example, is a Juris Doctor from West Los Angeles Law School in 2010, but note that this law school is not accredited.
Let's examine the profile. This individual is listed as a criminal attorney with experience in civil litigation and as a full-time prosecutor. They lack law firm experience and are currently seeking employment.
First, I would search for jobs in criminal law defense, and potentially white-collar crime to demonstrate different areas of opportunity. It's essential to leverage strong resources to find suitable positions. I would begin by looking at job matches in various geographic locations.
The preferred location for this person is Alameda, California. However, it’s wise to expand the search across the entire state of California. Also, consider searching in less competitive areas. For instance, Nevada, Oregon, and other less sought-after locations might offer fewer applicants and better chances of landing a job.
To illustrate, you could explore the U.S. map and consider regions with less competition. Nevada, Arizona, Idaho, Wyoming, and Montana might be viable options. Even if these locations aren’t the desired ones, searching in less competitive areas can be highly effective for finding a job.
I would recommend searching through job databases to find positions. While applying to major firms may not be realistic for someone without law firm experience, focusing on smaller or less prominent firms could be beneficial.
One strategy is to target firms with archived job positions, which often indicate stable hiring needs. Additionally, job boards and resources that aggregate unadvertised positions, such as BCG, can be valuable.
Consider exploring recommended firms and listings that are not widely known. For example, you might find over 250 potential places to apply.
When addressing job search strategies, remember to be persistent and apply broadly. Effective job searching involves targeting a wide array of firms and geographic areas. During the webinar, the importance of adaptability in management styles was discussed. Adapting to demanding or micromanaging supervisors is crucial. If avoiding such individuals isn’t possible, learning their preferred management style and meeting their expectations can significantly improve your work environment.
It's vital to understand and adapt to the management style required by the firm. If the environment remains intolerable, exploring new opportunities might be necessary. For recent graduates, presenting a strong narrative can compensate for a lack of extensive legal experience. Emphasize your enthusiasm for the position, eagerness to learn, and genuine interest in the practice area. Share personal stories or motivations that highlight your commitment to the field.
For example, if you have a personal connection to a practice area, such as a family experience with trademark issues, use that to demonstrate your passion and drive. Highlighting personal experiences and genuine reasons for pursuing a legal career can make a significant impact during interviews.
Resumes are also crucial. Ensure your resume reflects a strong interest and commitment to your practice area. This can include participation in relevant associations, writing articles, or other related activities. Your resume should convey a focused and sincere interest in the legal field.
By addressing these elements, you can better position yourself as a compelling candidate and improve your chances of securing a legal position. Thank you for the great questions today. For a former in-house counsel transitioning back to a law firm setting, how should one frame their experience to highlight both adaptability and in-depth legal expertise? Let’s delve into this topic.
Transitioning from an in-house role back to a law firm is indeed challenging. Typically, the best approach is to apply to smaller firms that may not have previously used your services. I've encountered numerous instances where former in-house counsel, despite their significant experience with major companies, faced difficulties in securing positions at firms they had previously worked with.
For example, consider a former legal executive from General Motors who left under contentious circumstances. Despite having provided substantial business to a major Detroit firm, his transition was met with indifference. This difficulty often arises because once you choose a different practice setting, returning to a law firm can be complicated. In-house work is generally distinct from law firm work, often involving tasks that are not always directly comparable.
Law firms often view in-house experience differently due to varying standards and expectations. In-house counsel typically handle some tasks but refer complex matters to law firms, and as a result, their experience might not align perfectly with what law firms expect. Moreover, if you have been out of a law firm for a significant period, it’s tough to re-enter without the right type of experience or portable business.
Law firms usually prefer candidates with stable experience within one practice area and typically look for individuals with one to seven years of experience as a law firm associate. If you have less than one year or more than seven years, it becomes essential to demonstrate portable business or specialization in high-demand practices.
To overcome these challenges, consider the following strategies:
- Highlight Diverse Experiences: Emphasize your adaptability and varied practice areas to show that you can bring a unique perspective to the law firm environment.
- Apply Widely: Apply to many firms, including those without current openings. Often, firms hire in response to unsolicited applications if they have existing work that needs handling.
- Focus on Large Firms: Although many firms might not have immediate openings, applying to them increases your chances of being hired if they have a need that aligns with your skills.
- Showcase High-Profile Work: Mentioning high-profile cases or significant matters can demonstrate your expertise and enthusiasm. It also helps in making a strong impression on potential employers.
For example, if you had a heavy workload, you could discuss the number of hours you billed and the high level of responsibility you handled. Explain how personal circumstances, such as a family emergency, required you to make a difficult choice, but emphasize your commitment and performance during your tenure.
It’s important to understand that job losses and criticism are common in the legal field. Many attorneys, including partners, experience setbacks and changes in employment due to firm politics or financial constraints. It’s essential to maintain perspective and not let these experiences impact your self-worth.
Ultimately, job stability in law firms can be precarious. Even partners can face unexpected changes in their employment status. It’s crucial to keep in mind that such occurrences are often beyond your control and not necessarily a reflection of your abilities.
You may be an attorney who landed a position at a prestigious firm where everyone attended top 20 law schools, while you attended a top 50 law school. For example, if you're in California or New York and working at a firm with colleagues from Columbia, Harvard, and NYU, and you graduated from New York Law School but excelled and secured a job there, it's important to be aware of the potential challenges. Despite the quality of your work, if such firms decide to downsize, you might be among the first to be let go, even if you’ve put in significant effort.
This reality is disheartening but important to recognize. Management often avoids giving negative feedback when things are going well. Criticisms usually come during less favorable times. As a junior associate, you might face frequent and harsh critiques, which, although difficult, can be beneficial for growth. I recall my experience at Dewey Ballantine where, as a third-year associate, I had worked under demanding judges who insisted on near-perfect work. This rigorous training made me proficient, but the cycle of reviews in large firms can be confusing.
Typically, after a period of harsh reviews, firms begin providing more positive feedback if you're productive and performing well. This positive phase usually spans from your third to sixth or seventh year, as you become a valuable asset due to your refined skills and experience. However, this period of positive reviews can end abruptly, with firms starting to issue negative feedback as they might prefer senior associates to leave due to higher billing rates and other strategic reasons.
This situation is not uncommon but varies by firm. For instance, in Boston, senior associates might receive negative reviews as firms look to manage costs. An anecdote from Dewey Ballantine illustrates this unpredictability: a mix-up led to a partner from New York providing a poor review that wasn’t meant for me. This incident underscores the instability within law firms and how arbitrary decisions can impact your career.
In another example, an email erroneously sent to the entire firm revealed internal decisions about which senior associates would be asked to leave. This caused significant distress among staff, including a senior associate who, after being bypassed for promotion, received a substantial severance offer to exit the firm. Such incidents highlight the unpredictable and often harsh realities of law firm dynamics.
Despite these challenges, there are opportunities for success. For instance, a friend of mine who started at a firm and built relationships with influential figures ended up retiring early due to financial success. Networking and forming strong connections can significantly impact your career trajectory.
Now, addressing specific questions: If you're a non-traditional law student in an online program working full-time in another field, it's crucial to apply broadly to firms within your desired practice area. Your background and age are less relevant than your enthusiasm and persistence. Apply to as many firms as possible, especially those that might not attract as many applicants.
Regarding multiple rounds of interviews, each stage serves a different purpose. The initial interview typically assesses fit and enthusiasm. Subsequent rounds often involve deeper evaluation of your compatibility with the team and your ability to handle specific tasks. The final round may involve casual interactions, like lunch, to gauge if you would enjoy working there.
If transitioning from representing plaintiffs in special education cases to defending school districts, it can be challenging due to differing skills and expectations. However, because there are numerous school districts across the country, your experience should be considered relevant, though it might require some adjustment.
Lastly, when addressing the "Tell me about yourself" question, tailor your response based on the job type. For defense versus transactional or litigation roles, emphasize relevant skills and experiences.
Do not list reasons for leaving previous positions on your resume unless directly relevant to your application. Instead, focus on your skills and experiences.
Thank you for participating in this webinar. I hope the insights shared will aid you in your career development and improve your performance in future interviews. See you next week!
About Harrison Barnes
Harrison Barnes is a prominent figure in the legal placement industry, known for his expertise in attorney placements and his extensive knowledge of the legal profession.
With over 25 years of experience, he has established himself as a leading voice in the field and has helped thousands of lawyers and law students find their ideal career paths.
Barnes is a former federal law clerk and associate at Quinn Emanuel and a graduate of the University of Chicago College and the University of Virginia Law School. He was a Rhodes Scholar Finalist at the University of Chicago and a member of the University of Virginia Law Review. Early in his legal career, he enrolled in Stanford Business School but dropped out because he missed legal recruiting too much.
Barnes' approach to the legal industry is rooted in his commitment to helping lawyers achieve their full potential. He believes that the key to success in the legal profession is to be proactive, persistent, and disciplined in one's approach to work and life. He encourages lawyers to take ownership of their careers and to focus on developing their skills and expertise in a way that aligns with their passions and interests.
One of how Barnes provides support to lawyers is through his writing. On his blog, HarrisonBarnes.com, and BCGSearch.com, he regularly shares his insights and advice on a range of topics related to the legal profession. Through his writing, he aims to empower lawyers to control their careers and make informed decisions about their professional development.
One of Barnes's fundamental philosophies in his writing is the importance of networking. He believes that networking is a critical component of career success and that it is essential for lawyers to establish relationships with others in their field. He encourages lawyers to attend events, join organizations, and connect with others in the legal community to build their professional networks.
Another central theme in Barnes' writing is the importance of personal and professional development. He believes that lawyers should continuously strive to improve themselves and develop their skills to succeed in their careers. He encourages lawyers to pursue ongoing education and training actively, read widely, and seek new opportunities for growth and development.
In addition to his work in the legal industry, Barnes is also a fitness and lifestyle enthusiast. He sees fitness and wellness as integral to his personal and professional development and encourages others to adopt a similar mindset. He starts his day at 4:00 am and dedicates several daily hours to running, weightlifting, and pursuing spiritual disciplines.
Finally, Barnes is a strong advocate for community service and giving back. He volunteers for the University of Chicago, where he is the former area chair of Los Angeles for the University of Chicago Admissions Office. He also serves as the President of the Young Presidents Organization's Century City Los Angeles Chapter, where he works to support and connect young business leaders.
In conclusion, Harrison Barnes is a visionary legal industry leader committed to helping lawyers achieve their full potential. Through his work at BCG Attorney Search, writing, and community involvement, he empowers lawyers to take control of their careers, develop their skills continuously, and lead fulfilling and successful lives. His philosophy of being proactive, persistent, and disciplined, combined with his focus on personal and professional development, makes him a valuable resource for anyone looking to succeed in the legal profession.
About BCG Attorney Search
BCG Attorney Search matches attorneys and law firms with unparalleled expertise and drive, while achieving results. Known globally for its success in locating and placing attorneys in law firms of all sizes, BCG Attorney Search has placed thousands of attorneys in law firms in thousands of different law firms around the country. Unlike other legal placement firms, BCG Attorney Search brings massive resources of over 150 employees to its placement efforts locating positions and opportunities its competitors simply cannot. Every legal recruiter at BCG Attorney Search is a former successful attorney who attended a top law school, worked in top law firms and brought massive drive and commitment to their work. BCG Attorney Search legal recruiters take your legal career seriously and understand attorneys. For more information, please visit www.BCGSearch.com.
Harrison Barnes does a weekly free webinar with live Q&A for attorneys and law students each Wednesday at 10:00 am PST. You can attend anonymously and ask questions about your career, this article, or any other legal career-related topics. You can sign up for the weekly webinar here: Register on Zoom
Harrison also does a weekly free webinar with live Q&A for law firms, companies, and others who hire attorneys each Wednesday at 10:00 am PST. You can sign up for the weekly webinar here: Register on Zoom
You can browse a list of past webinars here: Webinar Replays
You can also listen to Harrison Barnes Podcasts here: Attorney Career Advice Podcasts
You can also read Harrison Barnes' articles and books here: Harrison's Perspectives
Harrison Barnes is the legal profession's mentor and may be the only person in your legal career who will tell you why you are not reaching your full potential and what you really need to do to grow as an attorney--regardless of how much it hurts. If you prefer truth to stagnation, growth to comfort, and actionable ideas instead of fluffy concepts, you and Harrison will get along just fine. If, however, you want to stay where you are, talk about your past successes, and feel comfortable, Harrison is not for you.
Truly great mentors are like parents, doctors, therapists, spiritual figures, and others because in order to help you they need to expose you to pain and expose your weaknesses. But suppose you act on the advice and pain created by a mentor. In that case, you will become better: a better attorney, better employees, a better boss, know where you are going, and appreciate where you have been--you will hopefully also become a happier and better person. As you learn from Harrison, he hopes he will become your mentor.
To read more career and life advice articles visit Harrison's personal blog.
