This quarter, we’re discussing the intangible qualities and traits that organizations are looking for and some ideas for how to develop those traits during your summer experiences. This week, we will look at the importance of humility and manners.
After significant research, I think it’s fair to say that no one knows how to define humility. It may be the most intangible of the intangibles. The Oxford English Dictionary defines humility, or the state of being humble, by what it is not – it is not haughty and not arrogant. Merriam-Webster agrees, but eventually defines humility in its subsequent definition as “reflecting, expressing, or offered in a spirit of deference or submission.”
My favorite definition, however, comes from a friend and fellow lawyer: “Humility is knowing that you are only as good a lawyer as your secretary, receptionist and paralegal allow you to be.” Every person in the workplace deserves respect – from the mail room staff to the office mangers, receptionists to administrative assistants – and each of them is a critical component to every lawyer’s success.
This is similar to manners. There is no excuse for rudeness, no matter the situation. The legal community is small – no matter where you practice or what your practice area. Opposing counsel today could be your coworker (or supervisor) tomorrow. The way you treat people today, tomorrow and the day after will determine whether you become the kind of person who treats people badly.
When I arrived to interview for the clerkship position, Judge Wynne was in a meeting with an attorney. While I waited, I chatted with his court clerk and court reporter, trying to calm my own nerves. He soon finished his meeting and we started our interview. It was mediocre, at best. We found a few things to talk about, but I left feeling like we didn’t really connect. He called me, however, about an hour after the interview to offer me the job. Why? Because his court clerk and court reporter really liked me, they saw my potential through my nerves, and they knew I would be a good fit for his chambers.
I soon discovered that if there was a judge or an attorney I wanted to meet – especially one with a busy schedule – having a good relationship with his or her staff was critical to making that connection. During fall quarter, we discussed tips about networking. One tip was to make a list of people you would love to meet – mine includes Nathan Myhrvold, Nils Christie, Dambisa Moyo and Mark Umbreit, among others. If you want to get 15 minutes on someone’s calendar, one of the most effective methods is to get to know their receptionist or administrative assistant. Respect and appreciate the gatekeepers, and doors will open.
But what happens if you ignore this advice? Several years ago, while I was working for the public defenders, we had a summer intern who was bright and articulate. She was a great legal researcher and fought tirelessly for our clients. But she was rude – to opposing counsel, to the court (a huge red flag), to the support staff in our office. There is a difference between zealously advocating for your client and personally or professionally attacking the court and opposing counsel for disagreeing with you, and the firm wasn’t willing to gamble our clients’ interests on her inability to be professional. She was not offered a post-graduation position. Similarly, I worked opposite a prosecutor known for being ruthless, arrogant, and for always winning at trial. Because of the complaints from opposing counsel and from the bench, he was laid off during the down turn in the economy, despite never having lost a trial.
In short, taking the high road will always benefit you professionally. Treat others with respect, and remember that no one can (or does) do this on their own.
