Looking back, I realize that I hindered my development as a young attorney by avoiding feedback and fearing criticism. I wish I had been more open to learning and sought out constructive input earlier in my career. Whether you’re just starting out or have years of experience, actively seeking feedback can be invaluable.
As a junior lawyer, I clung to a fixed mindset—I quickly labeled myself as either “good” or “bad” at certain things and stuck to tasks that felt comfortable. I gravitated toward partners who praised me or gave me autonomy, rather than those who might challenge me. Unfortunately, this approach limited my growth. Had I embraced a growth mindset and asked for specific feedback, I would have grown faster and more confidently.
For early-career lawyers—or anyone looking to improve—here are some practical tips for incorporating feedback into your professional routine:
Make Feedback a Habit
If you’re not used to asking for feedback, it can feel awkward at first. Try setting aside 15 minutes each week on your calendar to send a feedback request or schedule a quick check-in with someone who has worked with you. This habit becomes easier over time, especially when you tie the request to completed tasks like a hearing, presentation, or closed case.
Diversify Who You Ask
For associates and junior lawyers: Don’t limit yourself to the partner who assigned the work. Consider reaching out to senior associates, paralegals, or even peers—anyone who worked with you closely. Feedback from different perspectives helps identify blind spots.
For partners: In addition to checking in with your main client contact, consider asking others involved—like the in-house lawyer managing the matter, or even the client’s administrative staff. Your own team, especially associates who had more hands-on involvement, can offer valuable insight too.
It’s Not Just for Law Firm Lawyers
Even in in-house roles, feedback is essential. I regularly ask for feedback from colleagues, direct reports, business clients, and outside counsel. For example, after presenting to executives, I’ll seek comments not just from my manager, but from peers who were in the room. Every perspective helps refine performance.
Ask Better Questions
To get useful feedback, ask targeted questions. Vague prompts like “How did I do?” often get vague answers like “You did great!” Instead, be specific—especially about skills you want to improve. A favorite approach is to ask the “one thing” question:
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What’s one thing I could have done to make the presentation 1% better?
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What’s one thing that would have made our collaboration smoother?
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What’s one thing I could have changed to make my argument clearer?
These focused questions encourage thoughtful, actionable answers.
Decide What to Do With the Feedback
Gathering feedback is just the beginning. Reflect on what you’ve heard, who it came from, and how it aligns with your goals. Then, choose whether—and how—to act on it.
Early in my career, someone told me that my self-deprecating humor was undermining my credibility with clients. It stung at first. But after considering that the comment came from someone with nothing to gain, I recognized the value in her perspective. Even if I didn’t fully agree, I adjusted my approach to ensure my intentions matched how I was being perceived.
Show Appreciation and Follow Up
Feedback is a gift, and it’s important to express gratitude. When I received that tough comment, I thanked the person immediately—and followed up later to let her know I took it seriously. Letting people see you act on their advice shows that you value their input, which also makes them more likely to help again in the future.
