Reprinted with permission of the Connecticut Bar Association from Volume 28, Number 6. Copyright the Connecticut Bar Association 2018.

The Relaunching Attorney: Returning to Your Legal after a By Carroll Welch

Sandra loved her practice as a real estate attorney at a Hartford firm, and when she left to take maternity leave for her first child, she fully intended to return after six months. Twelve years and three children later, Sandra, a stay-at-home mom, found herself yearning to return to the challeng- es of the law, and the income that came with it. During her career hiatus, Sandra had been active at her kids’ schools, sat on the board of a local nonprofit, and even started a small business focused on one of her favorite hobbies—landscape design. But she’d disconnected entirely from her legal career. Reclaiming her identity as a lawyer seemed like a daunting if not impossible goal.

The law is a rigorous and demanding and many women (and some men) choose or need to step away at some point for personal reasons, which can include parenting, caring for aging par- ents, dealing with one’s illness or a family members', following a relocating spouse, or pursuing a non-legal career or other endeavor. These career breaks can be as long as 20 plus years and begin before attorneys even had computers on their desks.

18 Connecticut Lawyer Summer 2018 Visit www.ctbar.org Getting “back in the game” and landing a • No Network: Sandra had kept in touch letters, relaunchers should spend time paid legal position after a long hiatus is im- inventorying their skills, interests, val- mensely challenging. Fortunately, in the last sending holiday cards and meeting for ues, and goals for their re-entry process- with two of her law firm colleagues by ten years, the conversation about relaunch lunch once or twice a year during her es. They should be prepared to describe talent and how to make it part of a diverse career break. Contacting them (her su- their skills clearly and not expect that and inclusive workforce has become expo- pervising partner and fellow associate nentially more active. Many more resourc- who since made partner) to enlist sup- this out. This will facilitate their clarity prospective employers will try to figure es and programs designed to assist and port when she decided to relaunch was on skills that are rusty, nonexistent, or provide entry points for relaunching pro- strong so they can plan how to prepare. fessionals, and attorneys in particular, have nonexistent professional network can - a critical first step. For many, though, a become available.1 lead to a feeling of disconnectedness, cess what practice area or Also, figuring out at the outset of the pro isolation, and an overreliance on online venue to target is key and helps prevent Challenges search sites to apply for positions. This is an unfocused and unwieldy search. Even with aids, the path back into the law not an optimal strategy, and it can soon The approach of, “I’ll do anything. I just feel like resumes and cover letters are want a job!” is not helpful and undercuts Re-entering attorneys must consider the rather than advances a relauncher’s pro- is challenging and filled with obstacles. being dropped into black holes. hurdles and how their relaunch strategies cess. will address them. Some of the most com- • Ageism: The sting of ageism in hiring • The rule of thumb that 80 mon obstacles faced by a re-entering attor- can be very strong for relaunchers who Networking: percent of are achieved through ney include: return to run job searches in their 40s, 50s, and 60s. They face employer reser- networking is likely closer to 95 percent • Low Confidence: The fear of showing vations and fears about their rusty skills, for relaunchers, who need the boost of up as an attorney for networking and lack of commitment to work,2 unsophis- a contact or connection to provide an job searching activities when one hasn’t ticated technological skills, inability to entry point or opportunity. It is simply practiced for years is, for many, an over- work with intergenerational teams, or whelming and anxiety-provoking pros- breaks to compete via online job search disinclination to be supervised by young- too difficult for attorneys with career pect. Regardless of how successful they er colleagues. sites with the general population of may have been prior to their breaks, candidates without career breaks. Re- many relaunchers feel like “imposters” • Lack of a Support System: Like any launchers should mine their networks of when trying to get back to the law. other person setting a goal, relaunch- friends, family, neighbors, and commu- ers need support to be successful. Sur- nity contacts to raise their visibility and • Rusty Skills: For relaunchers who did rounding oneself with friends and family explore opportunities. not do any pro bono or legal work during who encourage and help the attorney to • Engagement: Relaunching cannot hap- their breaks, rusty substantive skills and adopt a positive outlook is crucial. Hav- pen by looking at one’s computer screen a lack of knowledge about changes and ing a positive demeanor is as important or simply thinking and planning. It’s im- developments in the law can also be a as having a good resume and directly im- portant to get out and engage! This may barrier. Nonexistent or weak technolog- pacts networking and interviewing per- include talking to former colleagues; formance. dramatically. conducting informational interviews; ical skills can also diminish confidence attending CLE classes; going to panel • Lack of Clarity on Target: Sandra knew Strategies for Success programs; writing an article; joining a Sandra, our relaunching attorney above, that she wanted to return to real estate bar association committee; or doing pro was able to land a temporary, six month law. Leveraging her seven years of expe- bono, volunteer, project, or temporary position with a small real estate practice rience would likely make her relaunch in Farmington after connecting with her easier. Many relaunchers, however, do clarity, skills, and a network. brother-in-law’s best friend (a partner at not want to return to their pre-break work. Engagement builds confidence, • Prepare Tools: Have a strong pitch or practice areas or employment venues hoping that it will become a permanent marketing message. An excellent resume and they prefer to re-enter in a new the firm) at a family holiday party. She’s capacity. The problem: they just don’t challenges listed above, many attorneys are for a good job search. They should be up- know what they want to do and what the and/or full time job. Despite the difficult datedand LinkedIn with information profile are aboutimportant skills tools de- possibilities are. This lack of clarity can extensive hiatuses by employing key strate- veloped through substantive volunteer be paralyzing, and lead to their running successful in finding paid legal work after gies, some of which are listed below: or community experience, whether legal unfocused and unwieldy job searches in nature or not. that never gain momentum and result in • Self Assessment and Targets: Before despair and discouragement. diving into preparing resumes and cover I have seen many attorneys relaunch and

Connecticut Lawyer Summer 2018 19 accomplish amazing things in their this is a daunting initial step but can help with positivity, proactivity, resiliency, and the relauncher remember that others Notes the support of a network. Employers are thought highly of her professional repu- 1. These include courses such as Pace Law increasingly recognizing the value of re- tation and want to be of help. School’s now defunct New Directions for Attor- neys program and the online Transformative launcher talent. Despite sometimes need- • Engage! Get out and have experiences Impact/Relaunching Attorney Platform. Employ- ing initial support or orientation, relaunch- ment programs such as the On Ramp Fellowship ers often bring a refreshed perspective and build momentum. - skill set to their legal practices after their that will build confidence and help to nancialprovide institutionsslots at law suchfirms as and Morgan corporate Stanley’s legal Re- departments, and programs at many major fi career breaks, and are motivated and en- • Revise and update your resume to in- turn to Work Program and Credit Suisse’s Real Returns offer some legal positions on a shorter thusiastic about resuming their careers. clude leadership or substantive volun- term basis that may transition into permanent teer and community experiences. CL roles. iRelaunch offers resources, conferences, and consulting services to relaunchers across Where to Begin industries and employers interested in their Thinking of Relaunching? Here’s What talent. The Connecticut Bar Association has joined many other bar associations in offering You Should Do First Carroll Welch is a career, programming and information for its member- • Seek support from a career coach, coun- executive, and leadership ship on career reentry. selor, or mentor to help you clarify your coach who has supported 2. A recent Harvard Business Review article hundreds of attorneys seeking skills, interests, and goals. home moms are half as likely to get an interview to return to legal practice or thandescribed an applicant a researcher’s who was findings unemployed that stay-at- or • Go public with your relaunch plans. Tell alternative legal careers after didn’t identify parenting as a reason for her everyone you know that you plan to go career breaks. She is a past employment gap. https://hbr.org/2018/02/ director of New Directions for stay-at-home-moms-are-half-as-likely-to-get-a- back to work. This will make your goal Attorneys, an attorney re-entry job-interview-as-moms-who-got-laid-off more “real” and can lead to helpful con- program previously run by tacts. Pace University School of Law and a former practicing • Reach out to former colleagues to re- employment law attorney. connect and share your plans. For many,

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20 Connecticut Lawyer Summer 2018 Visit www.ctbar.org