How to Mentor Younger Attorneys

There is a lot of talk about how younger employees differ from older generations—how millennials are distinct from Generation X members and from Baby Boomers. One of the key distinctions is this: More than any previous generation, younger workers desperately want to be coached and mentored. In surveys and polls, virtually all millennial workforce members say they believe in the value of professional mentorship.

Such is certainly true in the legal setting. Many young attorneys are eager to connect with seasoned mentors—benefiting from their career advice, professional guidance, and numerous connections.

Likewise, more experienced attorneys often find the mentorship process rewarding—but of course, this hinges on effective and proficient mentoring. And for lawyers who have never served as mentors before, this may be easier said than done.

Tips for Effectively Mentoring Young Lawyers

How can you prove successful in your role as a legal mentor? Consider a few quick tips:

• Clarify your intentions as a mentor. Explain that it’s your first time serving in this capacity, and solicit input. Ask the younger attorney what he or she expects to get out of the process, and share some of your own goals and expectations. Make sure everyone’s on the same page.
• Establish a rhythm of regular meetings. Work together to ensure these meetings come at an interval that is convenient for you and for your mentee. Try to be generous in answering questions that arise between meetings, but also encourage your mentee to write down questions and save them for scheduled meetings, if at all possible.
• Follow through on your commitments, and show up at scheduled meetings. Make sure you’re modeling consistency and integrity to your mentee.
• Remember that your focus as a mentor is on your mentee’s success—and that your mentee’s definition of success may look different than your own. Spend some time getting to know the vision and goals of your mentee.
• Let your mentee know that your conversations are confidential—and then stick to that promise.
• Be Socratic, when you can. Ask probing questions and challenge your mentee’s assumptions before simply giving up answers. Engage in a real learning process.
• Always ask your mentee what you could be doing better—and use that feedback as a springboard for improving your own professionalism.

Invest in the mentorship process, and discover how rewarding it can be for both parties.