blog: behind the scenes.
30-Minutes of Reset
Breathe In. Breathe Out.
Long hours of analysis. Constant decision-making.
Little space to recalibrate, reset, and breathe.
30 minutes. Cameras off. No preparation needed.
Over time, the nervous system stays in quiet overdrive.
Breathwork is one of the simplest ways to reset it.
Join Jennifer Ramsey, stage co-founder and certified yoga teacher, for Off the Mat on (4/16/26) — a 30-minute guided virtual breathing session designed for lawyers and legal marketing professionals to reset their nervous system and refocus their energy.
No yoga experience required. No preparation. No cameras. Join quietly from your desk.
The Conversation Big Law Needs: Success, Silence, and Postpartum Depression in the Law
Listen Now:
“The motivation that got me going was thinking about the moms behind me, and not wanting them to have that same experience if we could do something to avoid it.” - Lindsay Aggarwal
What happens when a successful Big Law partner does everything “right” and still finds herself struggling?
In this episode of So Much To Say: A Legal Podcast for People, Megan Senese and Jennifer Ramsey speak with financial services litigator and partner Lindsay Aggarwal about the realities of returning to practice after parental leave, the risks of mental health invisibility in high-performance environments, and how one person’s experience became a catalyst for institutional change.
After returning from her second parental leave, Lindsay found herself facing a reality she hadn’t experienced the first time around. What began as anxiety and overwhelm eventually led to a diagnosis of postpartum depression: a moment that forced her to step back, seek help, and rethink what support for working parents in Big Law could look like.
Instead of navigating the experience quietly, Lindsay helped lead the development of a structured parental leave coaching initiative at her law firm that was designed to support lawyers before, during, and after leave — an effort that reflects evolving expectations around leadership sustainability, talent retention, and modern career trajectories in Big Law.
You’ll hear about:
How to navigate postpartum depression while sustaining the visibility and performance demands of Big Law partnership
The inflection point that led Lindsay to translate personal experience into firm-level support
How she helped launch a structured parental leave coaching initiative within a global law firm
What the BCLP program signals about retention, leadership pipelines, and culture evolution
How peer groups and individualized support models strengthen working parent outcomes in law
How caregiving realities intersect with client relationships, business development, and differentiation
Why the traditional Big Law model may no longer fit modern working families — and what offers hope for the future
By Jennifer Ramsey and Megan SeneseWhat Does It Take To Be Successful? (It’s Not What You Think)
Listen Now:
What does it take to be successful?
As stage closes out its third year in business, Megan Senese reflects on what has actually fueled growth, and it might not be what you think. In this mini episode, she shares why showing up consistently, a little bit every day, is what compounds into real business development and sustainable success.
Who this episode is for:
Lawyers building their book of business
Founders navigating early years of entrepreneurship
Professionals frustrated by not being the “strategy” or “influencer” type
Anyone questioning whether steady effort really matters
Episode takeaways:
Why discipline might be your most underrated strength
How consistency compounds over time in business development
The power of oscillating between thinking and doing
Why there is no single “best practice” for building a book of business
How steady, stubborn consistency outlasts quick wins
Business development tips from this episode:
Discipline beats flash: Long-term growth comes from consistent effort, not one viral moment
Thinking alone isn’t enough: Someone still has to do the doing
Small daily actions compound: Business development is built little by little
Consistency builds credibility: Especially when no one is watching
There is no one-size-fits-all formula: The best approach is the one you’ll actually sustain
By Jennifer Ramsey and Megan SeneseWhat NextGen Lawyers Need From the Legal Profession. A Conversation with Georgetown Law Professor
The legal profession is evolving.
New technologies are changing how legal work is performed. Client expectations continue to shift. Law firms are rethinking culture, leadership, and professional development.
At the same time, a new generation of lawyers is entering the profession with perspectives that reflect a different set of priorities and experiences.
These lawyers often referred to as “NextGen” lawyers are navigating a legal industry that looks different from the one their predecessors entered years ago.
They are ambitious and driven. They are deeply interested in meaningful work and professional growth. But they are also asking new questions about balance, sustainability, and purpose.
Understanding these perspectives is essential for the future of the profession.
Law firms, legal educators, and professional leaders all play a role in helping the next generation of lawyers build successful and fulfilling careers.
The Expectations Facing New Lawyers
Every generation enters the workforce with its own expectations and challenges.
For many new lawyers, the early years of practice are defined by steep learning curves and demanding workloads. They must quickly develop legal expertise while also navigating firm culture, client relationships, and professional identity.
These challenges are not new. What is different today is the broader context in which many young lawyers are building their careers.
The legal industry has become more competitive and more complex. Technology is accelerating the pace of work. Globalization has expanded the scale of many legal matters.
At the same time, conversations about mental health and professional wellbeing have become more visible across the profession.
NextGen lawyers are entering the field with a heightened awareness of these realities. Many want to succeed in demanding careers while also maintaining a sense of balance and purpose.
Redefining Professional Balance
Balance in the legal profession has often been discussed as a simple tradeoff between work and personal life.
But for many lawyers, the conversation is more nuanced.
Balance does not necessarily mean working fewer hours or lowering professional expectations. Instead, it often involves creating a career structure that feels sustainable over time.
This can include clearer boundaries, supportive mentorship, and greater transparency about how professional development unfolds within an organization.
When younger lawyers see pathways for growth that allow them to thrive both professionally and personally, they are more likely to remain engaged in their work.
Organizations that recognize this dynamic are better positioned to retain talented lawyers and foster long term success.
The Importance of Mentorship
Mentorship has always played a central role in legal training.
Law is a profession built on apprenticeship. Younger lawyers develop their skills through guidance from experienced practitioners who help them navigate complex cases, ethical decisions, and strategic challenges.
For NextGen lawyers, mentorship remains just as important but the expectations around it may be evolving.
Many young professionals are looking for mentors who offer not only technical guidance but also insight into how to build a meaningful career. They want to understand how experienced lawyers manage pressure, develop professional relationships, and maintain resilience.
Effective mentorship creates space for these conversations.
When mentors share their own experiences openly, they help younger lawyers see that professional growth is rarely a perfectly linear process.
Communication Across Generations
One of the most interesting dynamics in the legal profession today involves communication across generations.
Senior lawyers bring decades of experience and institutional knowledge. Younger lawyers often bring fresh perspectives, technological fluency, and new ideas about collaboration and workplace culture.
When these perspectives are shared openly, organizations benefit from a richer exchange of ideas.
But communication across generations requires intentional effort.
Senior professionals may need to adjust how they provide feedback and guidance. Younger lawyers may need to learn how to navigate traditional structures while introducing new perspectives.
These conversations are not always easy. Yet when they happen successfully, they create stronger teams and more adaptable organizations.
Technology and the Modern Legal Career
Technology is another major factor shaping the experience of NextGen lawyers.
Legal research tools, artificial intelligence, and digital communication platforms are transforming how lawyers perform many core tasks. Younger professionals who have grown up with these technologies often approach them with ease and curiosity.
At the same time, the rapid pace of technological change can create uncertainty about how legal work will evolve in the future.
For law firms and legal educators, the challenge is to prepare lawyers who can adapt to these changes while maintaining the analytical rigor that defines the profession.
This requires a combination of traditional legal training and new forms of professional development.
Lawyers must continue to master legal reasoning and advocacy while also learning how to integrate new tools into their workflows.
Supporting Sustainable Careers
Sustainability is becoming a central theme in conversations about the legal profession.
Historically, many legal careers have been built around intense workloads and long hours. While dedication remains essential, there is increasing recognition that sustainable careers require thoughtful support structures.
This includes mentorship programs, professional development opportunities, and organizational cultures that value wellbeing alongside performance.
Supporting sustainability does not mean lowering standards. Instead, it reflects a recognition that professionals perform best when they feel supported and valued.
For younger lawyers, seeing these systems in place can make a significant difference in how they view their long term future within the profession.
The Role of Legal Education
Legal education plays a critical role in preparing the next generation of lawyers for these realities.
Law schools are increasingly exploring ways to integrate practical training, professional development, and discussions about wellbeing into their curricula.
These efforts help students develop a clearer understanding of what legal practice involves and how they can navigate its challenges.
They also encourage future lawyers to think about their careers in broader terms.
Success in the legal profession is not defined solely by technical expertise. It also involves communication, collaboration, leadership, and resilience.
Preparing students to develop these skills early in their careers strengthens the profession as a whole.
Building the Future of the Profession
Every generation of lawyers contributes to shaping the profession.
The perspectives that NextGen lawyers bring to their work including their focus on balance, transparency, and meaningful engagement are helping spark important conversations about how the legal industry can evolve.
When experienced leaders listen to these perspectives and engage with them thoughtfully, the result can be a stronger and more adaptable profession.
Firms that foster mentorship, encourage open communication, and support sustainable careers are better positioned to attract and retain talented lawyers.
Ultimately, the goal is not to replace existing traditions but to build on them.
By combining the wisdom of experienced practitioners with the energy and ideas of the next generation, the legal profession can continue to grow in ways that benefit both lawyers and the clients they serve.
Continue the Conversation
Understanding and supporting the next generation of lawyers is one of the most important conversations happening in the legal profession today.
To explore these ideas further, listen to the episode “Finding the Balance: Understanding and Supporting NextGen Lawyers (with Jonah Perlin)” on So Much To Say: A Legal Podcast For People.
In the episode, Megan Senese and Jennifer Ramsey speak with Jonah Perlin, an Associate Professor of Law at Georgetown University Law Center who studies legal education, professional development, and the future of the legal profession.
Perlin shares insights from his work with law students and young lawyers, discussing the challenges they face as they enter the profession and the opportunities firms have to support their growth. The conversation explores mentorship, communication across generations, and how organizations can help create sustainable and fulfilling legal careers.
How BigLaw Partners Can Shape Law Firm Culture for the Better
Law firm culture is often discussed as if it were something abstract.
A phrase on a website.
A value listed in recruiting materials.
A concept described during onboarding.
But in reality, culture is not created by statements or policies.
It is created by people.
In large law firms especially, culture is shaped every day by the behavior, priorities, and decisions of partners. These leaders influence how teams collaborate, how associates develop, and how the firm interacts with clients.
For lawyers working in large organizations, that influence is significant. Partners set the tone for how work gets done and how people treat one another.
At stage, we often talk with lawyers about the importance of leadership in shaping professional environments. The most successful firms recognize that culture is not accidental. It is built intentionally through leadership that values collaboration, trust, and shared responsibility.
The Role of Partners in Law Firm Culture
Partners occupy a unique position in law firms.
They are both legal practitioners and business leaders. They manage client relationships, mentor younger lawyers, and contribute to strategic decisions about the direction of the firm.
This dual role gives partners significant influence over the day to day experience of the people around them.
Associates often learn how to practice law not only through formal training but also by observing how partners approach their work. How partners communicate with clients. How they respond to challenges. How they support their teams.
These behaviors become powerful signals about what the firm truly values.
If collaboration is encouraged, teams become more supportive.
If mentorship is prioritized, younger lawyers develop more quickly.
If respect and professionalism are modeled consistently, those qualities become embedded in the organization.
Culture, in other words, is lived.
Moving Beyond the Stereotypes of BigLaw
For decades, the public image of large law firms has been defined by long hours, intense competition, and relentless pressure.
While those elements can exist in demanding professional environments, they do not have to define the entire experience.
Many firms are increasingly focused on creating healthier and more collaborative cultures. Partners play a crucial role in driving this change.
When leaders emphasize teamwork rather than individual competition, they create environments where lawyers can succeed together. When they invest in mentorship and development, they strengthen the long term success of the firm.
And when they prioritize integrity and professionalism, they reinforce the values that clients expect from trusted advisors.
The shift toward more thoughtful leadership is helping reshape how many lawyers experience BigLaw today.
Leadership Through Example
One of the most effective ways partners influence culture is through example.
Formal policies can outline expectations, but everyday actions reveal what truly matters.
Partners who demonstrate patience, curiosity, and respect create a workplace where those qualities become the norm. They show associates that excellence does not require hostility or unnecessary pressure.
Leadership through example also builds credibility.
Teams are more likely to trust leaders who consistently model the behaviors they encourage. When partners show genuine interest in mentoring younger lawyers or collaborating with colleagues across practices, they reinforce a culture of shared success.
This approach also strengthens client relationships. Clients often observe how legal teams work together, and they value firms that demonstrate cohesion and professionalism.
Mentorship as a Cultural Foundation
Mentorship has always been a cornerstone of legal training.
Young lawyers develop their skills by working closely with more experienced practitioners. Through this process, they learn not only legal analysis but also judgment, communication, and strategy.
Partners who invest time in mentoring associates contribute directly to the culture of their firms.
Mentorship builds confidence. It encourages younger lawyers to ask questions and take on new challenges. Over time, it creates a cycle of learning that strengthens the entire organization.
When associates feel supported by senior lawyers, they are more likely to remain engaged and committed to their work.
This continuity benefits both the firm and its clients.
Balancing Performance and Humanity
Law firms operate in high-stakes environments. Clients rely on their lawyers to solve complex problems and manage significant risks. Excellence and precision are essential.
At the same time, leadership that focuses solely on performance can overlook something equally important.
Humanity.
Partners who recognize the pressures that lawyers face can create healthier and more sustainable work environments. They encourage open communication and acknowledge the realities of demanding workloads.
These leaders understand that supporting their teams does not reduce expectations. Instead, it enables lawyers to perform at their best.
When professionals feel respected and valued, they are more likely to bring energy, creativity, and commitment to their work.
Collaboration in Complex Legal Work
Modern legal matters are rarely solved by a single lawyer working alone.
Complex litigation, regulatory challenges, and large transactions often require teams with diverse expertise. Effective collaboration is essential.
Partners who encourage collaboration across practices and offices strengthen their firms’ ability to serve clients.
This approach also benefits lawyers themselves. Working with colleagues from different backgrounds and specialties expands professional perspectives and creates opportunities for learning.
Firms that prioritize collaboration tend to develop stronger institutional knowledge. Lawyers share insights more freely and support one another in addressing complex challenges.
Over time, this collaborative mindset becomes a defining feature of the firm’s culture.
Responsibility Beyond the Firm
Leadership in law firms also extends beyond internal culture.
Many partners recognize the broader responsibility that comes with their positions. Through pro bono work, community engagement, and mentorship outside the firm, they contribute to the legal profession as a whole.
These efforts reinforce the idea that the practice of law is ultimately about service.
Partners who prioritize these initiatives demonstrate that professional success and social responsibility can coexist. Their example encourages younger lawyers to think about the impact they want their careers to have.
This broader perspective enriches the profession and strengthens the reputation of law firms in the communities they serve.
The Long Term Impact of Culture
Culture is not built in a single moment.
It develops gradually through countless interactions and decisions. Over time, the leadership choices made by partners shape the reputation and identity of a law firm.
Firms with strong cultures often attract talented lawyers who share their values. They retain professionals who want to build long term careers within supportive environments.
Clients notice these differences as well. Organizations prefer to work with legal teams that demonstrate trust, collaboration, and professionalism.
In this way, culture becomes a strategic advantage.
Continue the Conversation
Culture in BigLaw is not determined solely by policies or branding. It is shaped by the daily actions of the people who lead and work within these organizations.
To explore these ideas further, listen to the episode “How BigLaw Partners Shape Culture for the Better (with David Cross)” on So Much To Say: A Legal Podcast For People.
In the episode, Megan Senese and Jennifer Ramsey speak with David D. Cross, a partner in the Antitrust and Competition practice at Goodwin Procter LLP and a nationally recognized first chair trial lawyer in complex business litigation.
Cross has represented major global companies in high stakes antitrust and commercial disputes and has been recognized by Forbes as one of America’s top lawyers.
In the conversation, he reflects on the responsibility that partners have to shape law firm culture, the importance of mentorship and collaboration, and why leadership rooted in integrity and empathy ultimately benefits both lawyers and clients.
Change Your Location: Change Your Perspective. A CMO Conversation.
Perspective shapes everything.
How we approach our work.
How we communicate with colleagues.
How we build relationships with clients.
In the legal industry, perspective can be particularly powerful. Lawyers and legal professionals often operate in environments defined by tradition, hierarchy, and intense expectations. It is easy to become immersed in the immediate demands of work and lose sight of the broader picture.
Sometimes the most meaningful professional insights come from stepping outside that environment. Changing your location, whether literally or figuratively, can shift how you see your career, your colleagues, and your purpose.
At stage, this idea surfaces frequently in conversations with lawyers and legal marketers. Growth often happens when professionals create space to see their work from a different vantage point.
A change in perspective can open the door to new opportunities, better leadership, and stronger connections with others.
The Power of an Unexpected Path
Many professionals assume that successful careers follow a clear and predictable trajectory.
Education leads directly to a specific jobs
Early roles lead to promotions.
Promotions eventually lead to leadership positions.
But real careers are rarely that tidy.
Many professionals find their way into the legal industry through unexpected paths. Some begin their careers in entirely different fields. Others discover their strengths only after exploring multiple roles.
These nonlinear paths are not setbacks. They often become the foundation for a broader perspective.
Different experiences expose professionals to new ideas, industries, and communities. Over time, these experiences shape how they approach leadership, communication, and problem solving.
In legal marketing especially, diverse experiences can be a tremendous advantage. Understanding how different industries communicate and connect with audiences allows marketing professionals to bring fresh ideas into a field that has historically been slower to change.
Perspective Creates Better Leaders
Leadership is often associated with expertise.
Technical knowledge matters. Experience matters. Strategic thinking matters.
But one of the most valuable leadership qualities is perspective.
Leaders who have navigated different environments often develop a deeper understanding of people. They learn how to communicate across roles, departments, and personalities.
They also recognize that the best ideas do not always come from the same place.
This mindset encourages curiosity. It creates room for collaboration and experimentation.
In the legal industry, where many organizations operate with long established systems and processes, leaders who bring a fresh perspective can help organizations evolve.
They ask new questions.
They challenge outdated assumptions.
They encourage teams to explore creative approaches to familiar problems.
These shifts do not require abandoning tradition. Instead, they build on existing strengths while introducing new ways of thinking.
The Role of Authenticity in Professional Life
Perspective often leads professionals toward another important realization: authenticity matters.
Many people enter professional environments believing they need to adopt a particular persona in order to succeed. They observe senior leaders and assume that certain behaviors or communication styles are required.
Over time, however, many professionals discover that authenticity is one of the most powerful leadership tools they have.
Authenticity allows people to connect with others in a genuine way. It creates trust, which is essential in any professional environment but especially important in the legal industry.
Clients, colleagues, and collaborators want to work with people they feel they understand.
When professionals feel comfortable bringing their full personalities into their work, they often communicate more clearly and build stronger relationships.
This authenticity also influences organizational culture. When leaders model openness and curiosity, others feel encouraged to do the same.
The result is a workplace that feels more collaborative and more human.
Content as a Tool for Connection
Another area where perspective plays an important role is communication.
Legal marketing has evolved significantly in recent years. Firms are no longer relying solely on traditional alerts and formal publications. Instead, many organizations are exploring new ways to connect with audiences.
Content plays a central role in this shift.
Thought leadership articles, podcasts, social media, and video content allow lawyers and legal professionals to communicate with clients in more accessible ways. These platforms create opportunities to tell stories, share ideas, and demonstrate expertise beyond traditional marketing channels.
Effective content does more than deliver information. It builds relationships.
When professionals share insights in an authentic and thoughtful way, they invite conversation. They show clients and colleagues how they think and how they approach challenges.
This kind of communication can strengthen professional networks and expand opportunities for collaboration.
Legal marketers often serve as the bridge between lawyers and these broader conversations. Their role is not just to promote a firm’s work but to help professionals express their ideas in ways that resonate with audiences.
Reframing Professional Validation
Another powerful shift in perspective involves how professionals measure success.
In many industries, including law, external validation can become a primary benchmark. Promotions, awards, recognition, and financial milestones often define how success is perceived.
While these achievements are meaningful, tying personal worth exclusively to professional recognition can create significant pressure.
Many professionals eventually reach a point where they reconsider how they evaluate their careers.
They begin to focus more on impact than accolades.
They prioritize meaningful work over constant validation.
They measure success by relationships and growth rather than external recognition alone.
This shift does not diminish ambition. Instead, it allows professionals to pursue their work with greater clarity and purpose.
When people feel less constrained by external expectations, they often become more creative, collaborative, and confident in their decisions.
Burnout and Rediscovery
Perspective is often shaped by challenges.
Burnout is a reality for many professionals, particularly in demanding industries like law. Long hours, high stakes decisions, and constant pressure can take a toll over time.
For some individuals, burnout becomes a turning point.
It prompts them to reevaluate their priorities and reconnect with the aspects of their work that bring them energy and fulfillment.
Sometimes this involves rediscovering interests outside of work. Creative pursuits, community involvement, and personal passions can provide balance and renewed inspiration.
These experiences often lead professionals back to their careers with a refreshed outlook.
Rather than approaching work purely as an obligation, they begin to see it as part of a larger and more meaningful professional journey.
A More Human Approach to the Legal Industry
The legal industry continues to evolve.
Technology, globalization, and changing client expectations are transforming how law firms operate. At the same time, conversations about wellbeing, leadership, and culture are becoming more prominent.
One of the most encouraging aspects of this shift is the growing emphasis on humanity within the profession.
Lawyers and legal professionals are recognizing that successful careers do not require sacrificing individuality or creativity. In fact, those qualities often strengthen professional performance.
Perspective, authenticity, and curiosity are becoming essential skills in modern legal environments.
These qualities help professionals navigate change, build stronger relationships, and develop careers that feel both successful and sustainable.
Continue the Conversation
Perspective can transform how we approach our careers. Sometimes all it takes is stepping outside our usual environment to see new possibilities.
To explore these ideas further, listen to the episode “Change Your Location: Change Your Perspective (with Roy Sexton)” on So Much To Say: A Legal Podcast For People.
In the episode, Megan Senese and Jennifer Ramsey speak with Roy Sexton, a longtime leader in legal marketing and former international president of the Legal Marketing Association.
Sexton shares his unexpected path into legal marketing, reflects on how changing environments can reshape professional outlooks, and discusses why authenticity and curiosity are essential qualities for modern leaders. The conversation also explores burnout, storytelling in legal marketing, and the importance of bringing creativity and humanity into professional life.
Leadership Can Come From Anywhere. A CFO Perspective
Leadership is often associated with titles:
Managing partner.
Practice group leader.
Chief executive officer.
Chief financial officer.
These roles carry significant responsibility, and the individuals who hold them are often viewed as the primary drivers of an organization’s culture and direction.
But leadership does not begin with a title.
In many organizations, the most meaningful leadership moments come from individuals who do not occupy the most senior positions. They come from people who bring perspective, empathy, creativity, and resilience to their work.
In the legal profession, where hierarchy can be deeply embedded in firm structures, recognizing that leadership can come from anywhere is an important shift in thinking.
At stage, we see this idea come up frequently in conversations with lawyers and legal professionals. The strongest teams are rarely built around a single voice at the top. They emerge when individuals throughout an organization feel empowered to contribute ideas, support one another, and lead in their own ways.
Leadership Is Not Always a Straight Path
When people look at successful careers, especially those that culminate in senior leadership roles, the story can appear deceptively simple.
From the outside, it may look like a clean progression from one position to the next. Analyst to manager. Manager to director. Director to executive.
But the reality behind many careers tells a different story.
Professional growth often involves unexpected turns, setbacks, and moments of uncertainty. Some leaders begin their careers in completely different industries. Others return to education later in life or discover their professional strengths through trial and experience rather than a predetermined plan.
Nonlinear career paths are far more common than most people realize.
Understanding this reality is important for the next generation of leaders in the legal industry. Career development is rarely about following a rigid blueprint. It is about continuing to learn, adapting to new opportunities, and remaining open to growth over time.
Authenticity as a Leadership Strength
Another misconception about leadership is that it requires fitting a specific mold.
Many professionals assume leaders must present themselves in a particular way. Highly polished. Always confident. Always certain.
In reality, some of the most effective leaders are those who embrace authenticity.
Authenticity allows leaders to connect with others in a meaningful way. When professionals are open about their experiences, challenges, and growth, they create space for others to do the same.
This dynamic builds trust within teams.
For lawyers and legal professionals, authenticity can be especially powerful. The profession often emphasizes precision, expertise, and control. While those qualities are essential, they can sometimes create environments where people feel pressure to hide uncertainty or vulnerability.
Leadership that embraces authenticity encourages a more human and collaborative workplace.
Focusing on People, Not Just Work
In many professional environments, productivity becomes the primary measure of success.
Meetings focus on deliverables.
Conversations center on deadlines.
Performance is evaluated based on output.
While results matter, leadership that focuses only on work can overlook something essential.
The people doing the work.
Teams perform best when individuals feel seen and valued. Leaders who make time to understand what is happening in their colleagues’ lives create stronger, more resilient organizations.
This does not require grand gestures. Often, it begins with simple actions:
Taking a moment at the start of a meeting to ask how people are doing.
Encouraging open conversations about challenges.
Recognizing the contributions of individuals across the organization.
These moments may seem small, but they signal something important. They remind people that they are more than their productivity.
In the legal profession, where workloads can be intense and expectations high, these human connections can have a meaningful impact on morale and performance.
Boundaries and Wellbeing in Leadership
Another theme that often emerges in discussions about leadership is wellbeing.
Many professionals learn early in their careers that success requires long hours and constant availability. Over time, these expectations can become deeply ingrained.
Yet sustainable leadership requires something different.
Leaders who maintain healthy boundaries often create better environments for the people around them. When professionals demonstrate that rest, reflection, and personal time matter, they model a more sustainable approach to work.
This does not mean lowering standards or reducing ambition.
Instead, it recognizes that people perform best when they have the energy and clarity to engage fully with their work.
In legal organizations, this shift in perspective can be transformative. Lawyers and staff who feel supported in maintaining balance are more likely to remain engaged, productive, and committed to their teams.
Leadership at Every Level
One of the most important insights about leadership is that it does not require formal authority.
Leadership often emerges through ideas, actions, and perspective.
A junior professional who proposes a creative solution to a problem is demonstrating leadership. A colleague who brings calm and clarity to a difficult conversation is demonstrating leadership. A team member who encourages collaboration across departments is demonstrating leadership.
These contributions shape the culture of an organization just as much as decisions made at the executive level.
When organizations recognize leadership at every level, they unlock a broader range of ideas and talent.
This is particularly important in the legal industry, where complex challenges require diverse perspectives.
The Power of Perspective
Many leaders reach their roles not because they followed a perfect path, but because they learned to connect their experiences into a larger perspective.
Challenges become lessons.
Setbacks become opportunities for growth.
Unexpected experiences shape how leaders approach problems.
This perspective allows leaders to guide others with empathy and clarity.
It also reinforces the idea that leadership is not about perfection. It is about continuous development and the willingness to learn from both successes and mistakes.
When professionals understand this, leadership becomes more accessible.
Instead of feeling reserved for a select few, it becomes something that anyone can develop over time.
Continue the Conversation
Leadership in the legal profession is evolving. Organizations are recognizing that effective leadership is not defined solely by hierarchy or titles. It grows from authenticity, empathy, and the ability to bring people together.
To explore these ideas further, listen to the episode “Leadership Can Come From Anywhere (with Baker McKenzie CFO, William Washington III)” on So Much To Say: A Legal Podcast For People.
In the episode, Megan Senese and Jennifer Ramsey speak with William Washington III, the Global CFO of Baker McKenzie, about his journey to leadership and the lessons he has learned along the way.
Washington oversees more than $3 billion in revenue across more than 75 offices worldwide and leads thousands of professionals across the firm. His path to the C-suite was anything but traditional, shaped by resilience, authenticity, and a deep commitment to people-centered leadership.
The conversation explores how leaders can support their teams, why authenticity matters in professional environments, and how anyone in an organization can contribute to stronger leadership.
A Second Ending in Legal
Legal careers are often described as linear.
Graduate from law school.
Join a firm
Develop expertise.
Build a book of business.
Advance through the ranks.
For many lawyers, this path provides structure and stability. But real careers rarely unfold in perfectly straight lines.
Along the way, lawyers discover new interests, revisit old passions, and rethink what success actually looks like.
The challenge is that the legal profession does not always leave much space for those explorations.
Yet some of the most inspiring professional stories come from lawyers who find ways to integrate multiple parts of their identity. They build careers that reflect both their professional expertise and the passions that motivate them outside of work.
At stage, these conversations come up frequently. Lawyers are increasingly interested in building careers that feel both successful and personally meaningful.
Sometimes that means rediscovering something that was always there.
The Idea of a “Second Ending”
Many people think of their career as a single narrative. Once they choose a profession, that story becomes fixed.
But life rarely works that way.
The idea of a “second ending” suggests something different. It recognizes that careers can evolve and expand over time. People can reconnect with interests that once felt out of reach or rediscover passions that had been set aside.
For lawyers, this can be especially powerful.
Legal careers demand significant focus and commitment. In the early years of practice, many lawyers put other pursuits on hold as they establish themselves professionally.
Over time, however, some begin to explore how those interests might fit back into their lives.
Rather than competing with a legal career, these passions can actually enrich it.
Creativity and Professional Life
Creativity is not always a word people associate with the legal profession.
Yet the practice of law requires creativity every day.
Lawyers analyze complex problems, develop strategic solutions, and craft persuasive arguments. These tasks rely on the same kinds of thinking that drive creativity in other fields.
When lawyers engage with creative pursuits outside of their work, they often strengthen those same cognitive skills.
Music, writing, visual arts, and other creative disciplines require focus, interpretation, and emotional awareness. These experiences can deepen a lawyer’s ability to think critically and communicate effectively.
In many ways, creativity and legal work are more connected than they might initially appear.
Passion Does Not Have to Compete With Profession
One misconception professionals sometimes hold is that pursuing personal passions requires stepping away from their primary career.
In reality, many professionals find ways to integrate those passions alongside their work.
This integration can take many forms:
Participating in artistic communities.
Continuing education in a personal area of interest.
Creating opportunities to collaborate with others outside the legal profession.
These activities often provide something valuable that legal work alone cannot always offer.
They create space for reflection, inspiration, and renewed energy.
For lawyers navigating demanding careers, these experiences can be an important source of balance.
The Role of Lifelong Learning
Another theme that frequently emerges in conversations about career development is the importance of continued learning.
Lawyers are accustomed to learning within their professional fields. Changes in regulations, evolving case law, and new industries require constant adaptation.
But learning does not need to be limited to professional requirements.
Exploring new disciplines can open unexpected doors. It can introduce lawyers to new communities and perspectives that influence how they approach their work.
Learning a new skill, studying a creative discipline, or engaging with unfamiliar ideas often strengthens the intellectual curiosity that drives professional growth.
In that sense, lifelong learning is not separate from a legal career. It supports it.
Identity Beyond the Title
One of the most powerful realizations many professionals experience is that their identity extends beyond their job title.
Being a lawyer is an important part of someone’s professional life, but it does not have to define every aspect of who they are.
Maintaining connections to other interests can create a more balanced and resilient sense of identity.
When professional challenges arise, these additional perspectives provide grounding. They remind lawyers that their value and creativity extend beyond any single role.
This broader identity can also influence how lawyers interact with colleagues and clients.
Professionals who bring diverse experiences into their work often connect with others in more meaningful ways.
The Human Side of the Legal Profession
At its core, the legal profession is built on human relationships.
Clients seek lawyers who can understand their challenges, communicate clearly, and guide them through complex decisions. These qualities depend not only on technical skill but also on empathy, curiosity, and perspective.
Experiences outside of the traditional legal environment often strengthen these qualities.
Creative pursuits encourage patience and discipline. Collaborative artistic environments foster listening and communication. Personal passions provide opportunities to engage with different communities and viewpoints.
All of these experiences ultimately shape how lawyers approach their work.
They help lawyers show up as more thoughtful advisors and more engaged colleagues.
Careers Can Evolve
Perhaps the most important lesson for lawyers is that careers do not have to remain static.
Professional growth is not only about promotions or expanding client relationships. It can also involve discovering new ways to integrate personal interests with professional responsibilities.
For some lawyers, that may mean mentoring others who are navigating similar questions about identity and career direction.
For others, it may involve finding creative outlets that provide balance and inspiration.
These choices do not detract from professional success. In many cases, they strengthen it.
A career that reflects multiple dimensions of a person’s interests and values is often more sustainable over time.
Continue the Conversation
Lawyers are often encouraged to focus intensely on professional achievement. But meaningful careers frequently involve more than a single professional path.
Exploring creative interests, continuing to learn, and reconnecting with personal passions can bring new energy and perspective to legal work.
To explore these ideas further, listen to the episode “Hitting the Right Note in Legal (with Ian Carleton Schaefer)” on So Much To Say: A Legal Podcast For People.
In the episode, Megan Senese and Jennifer Ramsey speak with Ian Carleton Schaefer, a partner at Sheppard Mullin who also serves as conductor of the Second Ending Ensemble.
Schaefer shares the story behind his idea of a “second ending,” a philosophy that helped him reconnect with a lifelong passion for music while maintaining a high level legal career. The conversation explores how creativity, curiosity, and personal passions can shape professional identity and career satisfaction.
Why Unlearning Silence Matters More Than Ever
In the legal profession, communication is everything.
Lawyers spend their careers advocating, negotiating, advising, and solving complex problems through conversation. The ability to articulate ideas clearly and confidently is often seen as a core professional skill.
Yet many lawyers still experience moments where speaking up feels difficult.
They may hesitate in meetings, hold back an idea, or choose not to challenge a perspective even when something feels off. Sometimes this silence is strategic. Other times it comes from deeper patterns that shape how professionals interact within organizations.
Understanding those patterns is increasingly important for lawyers navigating complex professional environments.
At stage, conversations about communication often extend beyond tactics. They involve examining the habits and assumptions that influence how people show up in professional settings. One of the most powerful ideas emerging in these discussions is the concept of “unlearning silence.”
The Hidden Influence of Silence
Silence in professional environments is rarely accidental.
Many people learn early in their careers that speaking up can carry risks. Challenging authority, offering a different perspective, or raising concerns may not always be welcomed.
Over time, professionals adapt.
They observe what behavior is rewarded. They learn which voices tend to dominate conversations and which perspectives are overlooked. Gradually, silence can become a default response even when someone has something valuable to contribute.
This pattern is not unique to the legal profession. It appears in organizations across industries.
As communication expert and author Elaine Lin Hering explains in her work on the topic, many professionals have learned silence through subtle signals about when and how their voices are welcomed in a room.
Understanding those patterns is the first step toward changing them.
Speaking Up Is Not Always Simple
Advice about communication often focuses on confidence.
Speak up.
Share your ideas.
Advocate for your perspective.
While these suggestions are well intentioned, they can overlook the structural and cultural dynamics that shape workplace conversations.
In many environments, people weigh the potential consequences of speaking before they contribute. They consider how their comment will be received, whether it will affect professional relationships, and whether the timing is appropriate.
For lawyers operating within hierarchical organizations, these calculations can be especially complex.
Unlearning silence does not mean speaking constantly or challenging every decision. It means becoming more aware of the patterns that influence when and why we choose silence.
That awareness creates space for more intentional communication.
Silence and Professional Growth
Communication habits influence more than individual conversations. They also shape long term professional development.
When lawyers consistently withhold ideas, questions, or concerns, they may unintentionally limit their visibility and influence within their organizations.
Over time, this can affect opportunities for leadership, collaboration, and professional advancement.
Conversely, lawyers who contribute thoughtfully in discussions often build reputations as engaged and insightful colleagues.
The goal is not to dominate conversations. It is to participate meaningfully in them.
Learning when and how to share perspectives is an important part of building a sustainable and impactful legal career.
Creating Environments Where Voices Are Heard
While individuals can work on their own communication habits, organizational culture plays a significant role in shaping how conversations unfold.
Leaders influence whether people feel comfortable sharing ideas.
Simple shifts in how discussions are structured can make a meaningful difference.
Asking open questions that invite multiple perspectives.
Encouraging disagreement and constructive debate.
Recognizing contributions from different voices in the room.
When leaders actively create space for diverse viewpoints, they strengthen collaboration and decision making.
Research and leadership experts have repeatedly emphasized that organizations benefit when people feel comfortable sharing perspectives that challenge the status quo.
For law firms and legal teams, fostering this kind of environment can lead to better analysis, stronger strategy, and more creative problem solving.
The Role of Curiosity in Communication
Curiosity is one of the most valuable skills lawyers can bring to professional conversations.
Instead of focusing solely on presenting an argument, lawyers can also focus on asking thoughtful questions.
What perspective might we be missing?
What risks should we consider more closely?
What assumptions are shaping this decision?
These types of questions invite broader participation and encourage deeper analysis.
They also demonstrate intellectual humility, which can strengthen professional relationships.
When lawyers approach conversations with curiosity, they create space for insights that might otherwise remain unspoken.
Reframing Silence
It is important to acknowledge that silence is not always negative.
There are moments when silence can be strategic.
Pausing before responding can create clarity. Choosing not to engage in a particular moment may preserve focus or maintain professional relationships.
The goal of unlearning silence is not to eliminate silence entirely. Instead, it is about recognizing when silence is a deliberate choice and when it is a habit that may no longer serve us.
By becoming more aware of these patterns, lawyers can make more intentional decisions about how they show up in conversations.
Communication and Leadership
As lawyers advance in their careers, communication becomes even more central to leadership.
Senior lawyers influence not only legal outcomes but also the professional culture around them.
The way leaders ask questions, invite feedback, and respond to disagreement shapes how others participate in conversations.
When leaders demonstrate openness to different perspectives, they signal that thoughtful dialogue is valued.
This kind of environment encourages emerging lawyers to contribute ideas, ask questions, and develop their own professional voices.
Over time, these habits strengthen both individual careers and the organizations lawyers work within.
Continue the Conversation
Communication is one of the most powerful tools lawyers have. But effective communication requires more than technical skill. It also involves understanding the habits, assumptions, and environments that shape how people participate in conversations.
Exploring these ideas can help lawyers build stronger relationships, more inclusive teams, and more thoughtful professional cultures.
To explore this topic further, listen to the episode “Why Unlearning Silence Matters More Than Ever (with USA Today Bestselling Author, Elaine Lin Hering)” on So Much To Say: A Legal Podcast For People.
In the episode, Megan Senese and Jennifer Ramsey speak with Elaine Lin Hering about how silence develops in professional environments and how individuals and leaders can begin to change those patterns.
Hering, author of the bestselling book Unlearning Silence, explores how many professionals learn to silence themselves and how recognizing those patterns can help people communicate more intentionally and effectively.