CBA Record July-August 2025

THE YOUNG LAWYERS SECTION

severance for the sake of work, then the simplest solution demands that work should emotionally sustain us and reinforce our values. However simple, this option seems unrealistic. We are newer to practice, and our work is often assigned to us. Further, we are still learning about options within our industry and discovering our preferences. And truly, no career is perfect all the time. So instead of searching for the near-impossible, perfect position, I have adopted the two principles below, which I consider part of “human practice.” Ask yourself, am I motivated by competition, duty, a sense of purpose or ethics, or something else? Take that drive/these moti vations—e.g., the value you bring to work and the change you want to contribute to the world—and incorporate them into your mission. When you incorporate your motivations into your personal mission, you naturally bring an authenticity to your work. That authenticity reinforces who you are, but it is also something others can sense. That kind of authenticity can attract clients, network connections, job opportunities, and other relationships; it can also bring you satisfaction. Adopt an Experimental Mindset An experimental mindset requires a willingness to try new ideas and roles and to be somewhat flexible and curious in doing so. Maintaining flexibility and curiosity can feel challenging in a risk-averse profession where we feel pressured to “know answers” or find “right” solutions. But these traits can lead to novel solu tions that satisfy all parties. An experimental mindset also demands decisive action in exe cution of your choices and subsequent reflection of those deci sions and their results. Here, journaling, or talking to a trusted friend, can help you evaluate and reflect. On the more human side, your analysis and reflection should evaluate your emotional response to the work. Ask yourself, “How is my work making Identify Your Motivations and Incorporate Them into Your Mission

me feel?” Are there aspects of your work that bring you joy and fulfillment? Are there aspects that create internal conflict for you? This experimental process may require a recalibration of behavior or actions based on your evaluation. Most importantly, this process requires self-forgiveness. This can feel difficult in a profession in which many of us place very high standards upon ourselves. However, we are all humans who are learning the life-long practice of law. Missteps and mistakes are not failures, but rather evidence that we tried. And they are evaluative measures to gather information to learn and grow. Benefits of Regular Self-Evaluation Taken together, the two above principles promote regular intro spection and self-evaluation. Through a consistent self-evaluative practice, you may measure and refine your growth process in rela tion to personal motivations and mission. These principles can help you determine if you have outgrown your mission or work place or if your work has strayed from your mission. Change is inevitable—what’s important is making sure that your emotional self continues to align with whatever your mission happens to be and that your mission can be incorporated into your work identity. There is no magic bullet addressing the myriad issues causing young attorneys to leave the profession. Human practice—albeit challenging and demanding of continuous introspection—may help you to make career choices that allow you to be true to your core identity and ensure your personal success. In turn, it can help you avoid burnout, promote job fulfillment, and foster long-term career sustainability in our profession.

Katherine Hanson is Program Director at the Independent Practice Initiative at Chicago-Kent College of Law, a clinical staff attorney practicing employment and employee benefits law at The Law Offices of Chicago-Kent, and Co-Editor-in-Chief of the YLS Journal.

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