MENTORING

1. MENTORING

2. WHY MENTOR IN OUR AIC CHAPTER? • The Resolution of the Judicial Conference of the United States - October 1983 – noted that we should be “An intimate amalgam and interaction of judges, master lawyers, less experienced barristers, law students and law professors in an organized and continuing structure, including pupilage groups to directly enhance the ethical and professional quality of legal advocacy in America.”

3. WHY MENTORING IS ESSENTIAL • Mentoring is embedded within our American Inns of Court DNA. • Mentoring is a time honored legal tradition and a cornerstone of our program.

4. WHY MENTOR IN OUR AIC CHAPTER? • Final Report of the Committee on Civility of the Seventh Judicial Circuit - June 1992 • “All lawyers and judges … should consider participation in civility, professionalism, or mentoring programs in professional legal associations and bar associations as well as participation in one of the American Inns of Court.” • “If a professional organization or bar association does not have a civility, professionalism, or mentoring program, or an American Inn of Court does not exist in a particular area, lawyers and judges should consider establishing such a program or an Inn of Court.”

5. WHY MENTOR IN OUR AIC CHAPTER? • Resolution of the Judicial Administration Division of the American Bar Association - February 1994 • WHEREAS, the lack of competency, ethical conduct, and civility by those attorneys bring into disrepute the entire profession; • WHEREAS, today the lack of mentoring and training of newer members of the profession contributes to the problems noted above; • WHEREAS, the American Inns of Court are dedicated to the encouragement of a culture in which excellence is the expected - excellence in skill, in ethics, in civility, in professionalism; • WHEREAS, experience has shown that the American Inns of Court are successful in accomplishing this purpose through a system of mentoring, example, discussion, and constant focus upon skill, ethics, civility, and professionalism; • WHEREAS, this success depends upon the involvement of judges at all levels and senior attorneys as role models and mentors;

6. MENTORING IS IMPORTANT NOW • Has the need for mentoring in our profession changed since 1983? • Since 1992? • Since 1994?

7. WE HAVE A MENTORING GAP

8. MENTORING IS IMPORTANT NOW • Beginning in May 2012, Florida will have 12 law schools. • At that time, five new law schools will have opened in Florida since 1995.

9. MENTORING IS IMPORTANT NOW • The Florida Bar website reports that it had 12,000 members in 1970, nearly 30,000 in 1980, and 45,000 in 1990, and that current membership is more than 90,000.

10. MENTORING IS IMPORTANT NOW • Changed economic landscape. • Fewer law firm and government attorney jobs – means more new and young attorneys hanging up their own shingles. • Changes in law firm economics often mean fewer opportunities at mentoring.

11. WHAT IS A MENTOR? • Greek mythology originated the term – Mentor, in his old age, was a friend of Odysseus, and Odysseus placed Mentor in charge of his son Telemachus when Odysseus left for the Trojan War. • Modern usage is derived from a 1699 book entitled Les Aventures de Telemaque, by the French writer François Fénelon.

12. WHAT IS A MENTOR? • The Merriam-Webster online Dictionary defines a mentor as "a trusted counselor or guide." • Also defined as “wise advisor” or “coach.”

13. EVERYONE NEEDS MENTORING • Eugene Boudin mentored Claude Monet – what if he had not encouraged Monet to paint the outdoors? • Aristotle tutored and mentored Alexander the Great. • de Robespierre mentored Napoleon Bonaparte. • Dr. Dre mentored Eminem. • Yoda mentored Obi-Wan Kenobi and Luke Skywalker. • Charles Hamilton Houston mentored Thurgood Marshall – but for this, what might have come of the legal foundation for the civil rights movement and attack on the 'separate but equal' doctrine?

14. OUR MENTORING PLAN • Our mentoring program will be: • Entirely voluntary • Very informal • Our mentoring program will: • Only require a small amount of time • Utilize our existing pupilage group structure • Pupilage group leaders will assist with pairing mentors with younger attorneys.

15. OUR PLAN – WHY PUPILAGE TEAMS? • The American Inns of Court describes our structure: • The membership is divided into “pupillage teams,” with each team consisting of a few members from each membership category. … Pupillage team members get together informally outside of monthly Inn meetings in groups of two or more. This allows the less-experienced attorneys to become more effective advocates and counselors by learning from the more-experienced attorneys and judges. In addition, each less-experienced member is assigned to a more-experienced attorney or judge who acts as a mentor and encourages conversations about the practice of law.

16. OUR PLAN – MENTOR PAIRINGS • Matching Mentors and Mentees • Will be matched by pupilage group chair. • Pupilage group leaders will seek input from mentors and young attorneys.

17. SUCCESSFUL MENTORING • Foster development of young lawyer’s practical skills. • Increase young lawyer’s knowledge of legal customs. • Contribute sense of integrity in the legal profession. • Promote collegial relationships among legal professionals and involvement in the organized bar. • Improve young lawyer’s legal skill and judgment. • Encourage the highest ideals in legal practice.

18. SUCCESSFUL MENTORING – WHAT DO WE DO? • Meet at the Mentor’s office – give the young attorney a tour and make introductions. • Attend together a meeting of another local bar association (Jax Bar; D.W. Perkins Bar Assoc.; Federal Bar; Jax Bankruptcy Bar, etc.) • Go to court and observe a trial or hearing together.

19. SUCCESSFUL MENTORING – WHAT DO WE DO? • Go to lunch or dinner. • Have a drink. • Volunteer together at Jacksonville Area Legal Aid or other pro bono activities. • Volunteer together at a charitable event or at a Bedell AIC outreach event.

20. SUCCESSFUL MENTORING – WHAT DO WE TALK ABOUT? • Introduction to the Legal Community and the Community at Large • Personal and Professional Development • Ethics /Professionalism • Law Practice Management • Client Management (be mindful of confidentiality/privilege concerns) • Work/Life Balance Issues; Life Issues

21. SUCCESSFUL MENTORING • Understand that there are opportunities for positive influences beyond the mentor. • Encourage young attorney to develop professional relationships with other senior attorneys and judges in the community. • Encourage young attorney to get involved in community activities.

22. SUCCESSFUL MENTORING • Help the young attorney grow – the young attorney will reap the rewards of your wisdom and experience. • Do not be afraid to set challenges for your protégé, and encourage the young attorney to figure out ways to accomplish the tasks.

23. SUCCESSFUL MENTORING Remember that you are not a boss - a boss is focused on the job or task at hand - a boss simply tells or shows the employee how to do something.

24. SUCCESSFUL MENTORING A mentor helps the young attorney believe in himself or herself. 

25. SUCCESSFUL MENTORING Remember that you are not a friend - a friend will simply say the things they think the young attorney wants to hear, while a mentor will say the things the young attorney needs to hear and will not sugarcoat the truth.

26. SUCCESSFUL MENTORING – PROTÉGÉS HAVE TO WORK, TOO Young attorneys – you need to be receptive to mentoring. Actively seek out advice and counsel. Communicate your experiences and concerns with your mentor.

27. SUCCESSFUL MENTORING Understand that mentoring is a two-way street – the mentor attorneys can benefit, too.

28. SUCCESSFUL MENTORING The greatest benefit will be reaped by our having mentored a new generation of young attorneys who will be better-prepared to serve well our community and profession.