Mentoring: what you can give to a new generation

Some years ago when I used to interview keen young students who wanted to become trainee solicitors, it occurred to me that most of them had been born after the Beatles broke up. Later, speaking to a trainee who my firm had taken on, I realised, to my horror, that the trainee was born not just after the Beatles broke up but also after the Sex Pistols broke up. At that point I gave up my place on the interview panel. So, when I gave a talk to law students recently about mentoring, I did not dare to try to work out what musical landmarks may have taken place before they were born - it was too depressing.

As one of the aging members of a long established profession, I believe that older, experienced lawyers have a duty to support those who are keen to become solicitors or barristers and to help them with their careers.

In common with many people of my seniority, I have never had a formal mentor but, at various stages of my career, there have been people who have been willing to act as an informal mentor. Times are changing and firms are now more willing to organise formal mentoring programmes. There are also a number of charities and other organisations that seek to recruit mentors and match them with mentees, particularly with those who are young and from disadvantaged backgrounds.

For those who may be thinking about offering themselves as a mentor to younger members or aspiring members of the profession, I can share my thoughts on what a mentor can offer.

Support needed

Practical support is vital. There should be an initial face-to-face meeting between the mentor and mentee with an agenda. By the end of that introduction, you and your mentee need to have agreed on the actions that both parties will undertake after the meeting. You should be prepared to offer constructive feedback on written applications if the mentee is seeking a training contract or a temporary job and to also review the mentee's CV.

Interview techniques are very important, particularly for those who have not had a great deal of experience in dealing with lawyers. Lawyer as a breed like interviewees to answer their questions directly and may not have a great deal of patience with those who they feel are not doing so. So, you can offer to go through a mock interview. A mentee may want to understand what your firm is looking for in somebody applying for a training contract, what questions may be asked, and what skills and other attributes the firm looks for in a trainee.

Providing a work placement, whether informal or through a formal placement programme, can be invaluable for your mentee to see and understand what the profession is like in practice. You may also offer support when the mentee is writing an application or preparing for interviews.

My advice to mentees is that they should not be afraid to ask their mentors for anything at all. In fact, they should be prepared to bully their mentors and be bold!

But, mentoring is not just about practical support - it also is about guidance on how the profession operates today and where the profession is going in the future. Undoubtedly, today's young lawyers will be expected to deliver services in a more sophisticated manner using different pricing models in future. Structures are changing as new business models develop and there are new entrants to the market. The skills that will be valued in the future will be around project management and business development.

If you have not already been a mentor, then I would urge you to consider it so that you can pass your experience on to another generation. And don't wait too long, do it before the Rolling Stones break up - although that may not be before the current crop of trainees retire.

What do you think? Is being a mentor worth it?