Mike pens a monthly career advice column in Corporate Counsel magazine.
Check out his most recent columns in Corporate Counsel (law.com) discussing the Black GC list of 2025, how in-house counsel’s role will grow in the next decade, job security vs. career security and more.
If you have any topic ideas you would like to see addressed in a future column, please send ideas and suggestions to [email protected].
I was pleased to see the recent publicity roll out for the Black GC list 2025, an initiative by leading general counsel to increase the number of African-American GCs in the Fortune 1000 from 38 currently to 100 by 2025.
Happy new decade and thank you for reading this column, which I have been fortunate enough to author for about that length of time. My sincere thanks as well to Corporate Counsel editor-in-chief Heather D. Nevitt, and her predecessors, for deciding that my career missives merit your consideration.
I realize that career advice columns often boil down to a variation on the phrase, “use common sense.” Yet, I was reminded recently that some lawyers can make $800,000 and fail to practice that concept.
The key ingredient to law firm success and security is, of course, client development. The “800 pound gorilla” with a major book of business calls the shots. Success in a law department does not require rainmaking. However, inside counsel don’t enjoy the same kind of ownership job security. They are vulnerable to mergers, leadership changes, bankruptcies, etc.
LinkedIn is a powerful monopoly. It’s a vital tool for recruiters; more importantly, LinkedIn has become a “must participate” expectation in corporate America generally. Everyone you want to do business with, every potential corporate employer (or client, if you are in a law firm), every recruiter, etc., looks to LinkedIn to get more information on you. Sometimes, it is even their first impression of you.
Maybe I need to stop watching the news. From inverted yield curves to trade wars to warnings of the dreaded “R” word, I am paying attention. Recruiters do hate recessions. And my firm has survived enough of them to indeed see warning signs.