The legal profession is drowning in psychological and emotional distress. One change, right now, could help save the next generation of lawyers from the flood.
Jordan, your timing is impeccable. I was just discussing this very thing with a colleague facing burnout. Comments like, "How long can we keep this up?" surfaced and made me think about all the times I missed a kid's recital or game so that I could get that summary judgment motion filed or have a phone conference with a client who couldn't speak to me any other time. Thanks for not only pointing out the wrong-headedness of that list of traits, but for sharing some guidance on improving our habits and more importantly, our perspective. The tug of war that takes place between earning and self-care can be exhausting, and finding the right balance can be elusive. But articles like this help re-direct us. Keep it up.
Apr 13, 2023·edited Apr 13, 2023Liked by Jordan Furlong
Jordan, great and necessary wisdom you’re providing. One thing that needs urgent attention is the major factor of race discrimination, intensified by gender discrimination, which drives even the best women lawyers of color out of their law careers. It’s been horrifying learning how so many are being exploited and discarded, refused equal pay, mentoring, opportunities, basic respect, to an exceptional extent that is leading to tremendous despair, failed health, and even suicide. Contrary to diversity words, the statistics seem like it’s more difficult for them to be accepted in law more than any other industry. Why is it like this for women of color more than any other segment of lawyers?
I’m only now becoming aware of what it’s really like for them while I actively research to try to help a friend who has become lost in life after being cruelly bullied out of her legal career. What can you advise for them? Thank you.
Great read -- thought provoking, just as the slide itself. My take on the “instantly famous PH slide” is that while I normally agree with you, here I can only say that I don’t disagree. While your analysis is, as always, flawless, and prescription sound, it’s a recognition of the deep flaws in the profession that addresses symptoms and not the causes. Perhaps embedded in the prescription I is that addressing the cause is a bridge too far -- that structural reform is not possible. As such, you are correct in that at best what we can do is “warn” and provide “tools” to cope. But I don’t accept that result -- and have spent a long career trying to address that cause in those environments where I can drive change -- the teams I built & managed -- recognizing that it’s a very small corner of LawLand. The fundamental cause IS the selling of time. And time is a substitute for neither results nor quality. The profession’s business model is deeply and fundamentally flawed — but it can be fixed.
As to content of the PH slide, I agree with #6 & #10. But look at both — they are statements of accountability, yes, but also declarations of independence from the team — proclamations that there is no team, no “we”, no “enterprise” but really simply a hotel for individuals to ply their trade in ever shifting practice groups and project alliances. I only sort of agree with #5 — but find it’s a bit off — 1st because it presumes the selling of time is right and second, the value set is absurd. Similarly with #2 — it’s conceptually sound in focus on customer service, and grasps the concept of operator as a supplier providing an output to a “customer” in the process. But it’s misfocused on unquestioned customer needs as high end work (Wash client’s car?). As to #4 — it’s not about perfection, it’s about agreed upon requirements. Numbers 1, 3, 7, 8 7 & 9 are silly but speak more to firm culture & behaviors than anything else.
This slide is truly about non-negotiables. This IS the PH culture and required behaviors in that culture — it’s not our place to judge or argue with these values and behaviors. The only relevant question is whether one accepts them as they are, will conform to them and wishes to be part of that culture. Like become Borg, “Resistance is Futile — You Will Be Assimilated”
So this is where I deeply disagree with you Jordan. It’s not industrial disease — it simply is what it is and that’s culture. It’s neither immutable, impenetrable, nor invincible (yes, another 3 letter alliterative I3 acronym). But change from within, brownfield reclamation if you will, is the bridge that’s too far. Greenfield, based on different values/principles and therefore rules/behavior is The Way.
Jordan, your timing is impeccable. I was just discussing this very thing with a colleague facing burnout. Comments like, "How long can we keep this up?" surfaced and made me think about all the times I missed a kid's recital or game so that I could get that summary judgment motion filed or have a phone conference with a client who couldn't speak to me any other time. Thanks for not only pointing out the wrong-headedness of that list of traits, but for sharing some guidance on improving our habits and more importantly, our perspective. The tug of war that takes place between earning and self-care can be exhausting, and finding the right balance can be elusive. But articles like this help re-direct us. Keep it up.
Jordan, great and necessary wisdom you’re providing. One thing that needs urgent attention is the major factor of race discrimination, intensified by gender discrimination, which drives even the best women lawyers of color out of their law careers. It’s been horrifying learning how so many are being exploited and discarded, refused equal pay, mentoring, opportunities, basic respect, to an exceptional extent that is leading to tremendous despair, failed health, and even suicide. Contrary to diversity words, the statistics seem like it’s more difficult for them to be accepted in law more than any other industry. Why is it like this for women of color more than any other segment of lawyers?
I’m only now becoming aware of what it’s really like for them while I actively research to try to help a friend who has become lost in life after being cruelly bullied out of her legal career. What can you advise for them? Thank you.
Great read -- thought provoking, just as the slide itself. My take on the “instantly famous PH slide” is that while I normally agree with you, here I can only say that I don’t disagree. While your analysis is, as always, flawless, and prescription sound, it’s a recognition of the deep flaws in the profession that addresses symptoms and not the causes. Perhaps embedded in the prescription I is that addressing the cause is a bridge too far -- that structural reform is not possible. As such, you are correct in that at best what we can do is “warn” and provide “tools” to cope. But I don’t accept that result -- and have spent a long career trying to address that cause in those environments where I can drive change -- the teams I built & managed -- recognizing that it’s a very small corner of LawLand. The fundamental cause IS the selling of time. And time is a substitute for neither results nor quality. The profession’s business model is deeply and fundamentally flawed — but it can be fixed.
As to content of the PH slide, I agree with #6 & #10. But look at both — they are statements of accountability, yes, but also declarations of independence from the team — proclamations that there is no team, no “we”, no “enterprise” but really simply a hotel for individuals to ply their trade in ever shifting practice groups and project alliances. I only sort of agree with #5 — but find it’s a bit off — 1st because it presumes the selling of time is right and second, the value set is absurd. Similarly with #2 — it’s conceptually sound in focus on customer service, and grasps the concept of operator as a supplier providing an output to a “customer” in the process. But it’s misfocused on unquestioned customer needs as high end work (Wash client’s car?). As to #4 — it’s not about perfection, it’s about agreed upon requirements. Numbers 1, 3, 7, 8 7 & 9 are silly but speak more to firm culture & behaviors than anything else.
This slide is truly about non-negotiables. This IS the PH culture and required behaviors in that culture — it’s not our place to judge or argue with these values and behaviors. The only relevant question is whether one accepts them as they are, will conform to them and wishes to be part of that culture. Like become Borg, “Resistance is Futile — You Will Be Assimilated”
So this is where I deeply disagree with you Jordan. It’s not industrial disease — it simply is what it is and that’s culture. It’s neither immutable, impenetrable, nor invincible (yes, another 3 letter alliterative I3 acronym). But change from within, brownfield reclamation if you will, is the bridge that’s too far. Greenfield, based on different values/principles and therefore rules/behavior is The Way.
Great read.