Career Skill Assessment

Too many lawyers sell themselves short. They get pigeonholed into purely legal roles because they don’t know how to effectively market their skills to other domains. But the reality is that the skills you develop as a lawyer can take you far beyond the traditional legal sphere. Here are a few reasons why: Lawyers are highly organized and process-oriented. We excel at turning complex problems into simple steps, creating systems, and paying meticulous attention to detail. These skills are invaluable in operational roles. Lawyers are excellent communicators. We’re adept at distilling multi-faceted, highly technical challenges into narratives that focus on the essential, easy-to-understand components. This is a necessary skill for any leader. Lawyers have an uncanny ability to grasp complicated business models quickly and see the big picture. We're used to diving into the nitty-gritty details while keeping an eye on overarching strategy. Lawyers deal in risk assessment and mitigation on a daily basis, which makes us uniquely qualified to take on roles involving business strategy and decision-making. So, how can lawyers leverage these skills to grow beyond traditional legal roles? There are a few common paths I see. Here are some examples within each: 1. Expanding to a GC+ role, like: - Andy Dale at OpenAP (GC + Chief Privacy Officer) - Conor French at Zipline (GC + Chief Regulatory Officer) - Galya Blachman at Enliven Therapeutics (CLO + Head of BD) - Shaun Sethna, our own GC at The L Suite, who manages Content (event programming) and HR in addition to Legal 2. Moving entirely to non-legal leadership roles, like: - Alex Su at Latitude (Chief Revenue Officer) - Abigail Johnson at Sapphire Ventures (COO) - Jason K. at OpenAI (Chief Strategy Officer) - Kristin Sverchek at Lyft (President) - Kent Walker at Google (President, Global Affairs) - Julie Sweet at Accenture (CEO) 3. Starting a company, like: - Jen Berrent at Covenant - Cecilia Ziniti at GC AI - Caroline McCaffery at ClearOps - Ashish Walia and Raad Ahmed at Lawtrades - Jason Boehmig at Ironclad - Shashank Bijapur at SpotDraft - Winston Weinberg at Harvey - Tony Lewis and Kelsey C. from Aumni (sold to JPMorgan) - Eric Berry from TripleLift (sold to Vista Equity Partners) - Renaud Laplanche from LendingClub (now public) and Upgrade There are many, many more examples that I didn’t have space for. The lesson here? Don't let yourself be painted into a legal box. The skills you have learned as a lawyer are incredibly versatile and valuable across various business functions. You just need to learn how to market them.

The smartest developer I’ve ever hired failed the coding test. Here’s why: The test didn’t measure what mattered most—problem-solving, creativity, and adaptability. The story: We had a candidate who blew us away during discussions and real-world problem-solving, but they stumbled on a timed whiteboard exercise. Instead of writing them off, we: - Reviewed their portfolio. - Discussed real-world challenges. - Conducted a pair programming session. The result? They not only thrived in the role but became a mentor, driving critical projects and elevating the entire team. This taught me a powerful lesson: Traditional coding tests often fail to identify top talent. They focus on artificial environments, not real-world impact. Instead, we should consider: ✔️ Project-based tasks that replicate real challenges. ✔️ Portfolio reviews that highlight past achievements. ✔️ Collaborative exercises like pair programming. Now, over to you: Do you think coding tests accurately measure a developer’s ability? Why or why not? Let’s discuss. #codingtests #softwaredevelopment #hiringtrends

This is the most permissionless time in history. 10 years ago you needed a $100k real estate degree. Here’s what actually matters in 2025: I asked 6 top real estate executives what skills they hire for. None mentioned financial models that real estate grad programs teach. They all wanted to know one thing: do you know how to run a building? Here's why: I published a newsletter about what real estate executives think of MSRE degrees. These are people who hire every day. Jamie Hodari of Industrious said: "What's an MSRED? Too many people from these programs just learn RE finance, which takes four hours. How you run things is what matters." Here's what executives want: 1. Operations Over Analysis What Leaders Want: • Running buildings well • Making tenants happy • Filling spaces fast Real leaders want people who can run properties well. • Keeping value on site • Finance is just the start The job is about hands-on work, not just math. 2. Tech Fluency Is Key Must-Have Skills: • How tech helps property value • Where AI fits in work • When blockchain makes sense Knowing how tech helps real estate is key now. • What new tech matters • Which tools are just hype They want people who know which tech is worth using. 3. Real Assets Are Growing Beyond Old Groups: • Data centers change the game • Green rules matter • What counts as "real" is growing Real estate now means many more things than before. • Big funds look at all assets • Experts need deep know-how Today's pros must see the whole picture. 4. Stories Beat Spreadsheets The Big Surprise: • Story skills beat math skills • Your name opens doors • Good stories move money Being able to tell why a deal works beats perfect math. • Trust counts more than ever • Slides > formulas People back people they trust, not just numbers. The truth is clear: • Schools teach models • Bosses hire for street smarts • Programs push cap rates Schools teach theory, but firms need real skills. Read my full piece linked in the comments. What do you think MSRE programs miss? 

According to the World Economic Forum’𝐬 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐉𝐨𝐛𝐬 𝐑𝐞𝐩𝐨𝐫𝐭 𝟐𝟎𝟐𝟓, around 𝟑𝟗 𝐩𝐞𝐫𝐜𝐞𝐧𝐭 𝐨𝐟 𝐜𝐨𝐫𝐞 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐬𝐤𝐢𝐥𝐥𝐬 are expected to change by 2030. Among the 𝐭𝐨𝐩 𝐭𝐞𝐧 𝐟𝐚𝐬𝐭𝐞𝐬𝐭-𝐠𝐫𝐨𝐰𝐢𝐧𝐠 𝐬𝐤𝐢𝐥𝐥𝐬 𝐰𝐨𝐫𝐥𝐝𝐰𝐢𝐝𝐞 𝐢𝐬 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭𝐚𝐥 𝐬𝐭𝐞𝐰𝐚𝐫𝐝𝐬𝐡𝐢𝐩. This shows that the 𝐠𝐫𝐞𝐞𝐧 𝐭𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧 𝐡𝐚𝐬 𝐦𝐨𝐯𝐞𝐝 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐦𝐚𝐫𝐠𝐢𝐧𝐬 𝐭𝐨 𝐭𝐡𝐞 𝐜𝐞𝐧𝐭𝐫𝐞 𝐨𝐟 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐫𝐞𝐥𝐞𝐯𝐚𝐧𝐜𝐞. For professionals today, it is no longer enough to be technically competent in your domain. What sets 𝐟𝐮𝐭𝐮𝐫𝐞-𝐩𝐫𝐨𝐨𝐟 𝐩𝐞𝐨𝐩𝐥𝐞 𝐚𝐩𝐚𝐫𝐭 is how well they 𝐞𝐦𝐛𝐞𝐝 𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐢𝐥𝐢𝐭𝐲, 𝐬𝐲𝐬𝐭𝐞𝐦𝐬 𝐭𝐡𝐢𝐧𝐤𝐢𝐧𝐠, 𝐚𝐧𝐝 𝐫𝐞𝐬𝐨𝐮𝐫𝐜𝐞 𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 into everything they do. I have noticed that individuals who begin saying things like “I optimise for resource efficiency” or “I design with circular value in mind” get asked different questions and enter different conversations. One memory that stands out is a marketing lead I advised. They reframed a campaign as “reducing material waste in the value chain” instead of simply “brand awareness.” The outcome changed: client meetings became 𝐦𝐨𝐫𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐚𝐧𝐝 𝐥𝐞𝐬𝐬 𝐭𝐫𝐚𝐧𝐬𝐚𝐜𝐭𝐢𝐨𝐧𝐚𝐥. 𝐌𝐞𝐚𝐧𝐢𝐧𝐠𝐟𝐮𝐥 𝐰𝐨𝐫𝐤 𝐬𝐭𝐚𝐫𝐭𝐬 𝐰𝐢𝐭𝐡 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐟𝐫𝐚𝐦𝐞 𝐲𝐨𝐮𝐫 𝐫𝐨𝐥𝐞, 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐝𝐞𝐥𝐢𝐯𝐞𝐫. Here are seven 𝐠𝐫𝐞𝐞𝐧 𝐬𝐤𝐢𝐥𝐥𝐬 that will define 𝐜𝐫𝐞𝐝𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 in the coming decade 𝐒𝐲𝐬𝐭𝐞𝐦𝐬 𝐓𝐡𝐢𝐧𝐤𝐢𝐧𝐠 – Recognising your role as part of wider ecological, social, and value chains 𝐂𝐢𝐫𝐜𝐮𝐥𝐚𝐫 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 – Designing for reuse, repair, and renewal rather than single use 𝐆𝐫𝐞𝐞𝐧 𝐃𝐚𝐭𝐚 𝐅𝐥𝐮𝐞𝐧𝐜𝐲 – Interpreting energy use, carbon footprint, and resource flow data 𝐀𝐝𝐚𝐩𝐭𝐢𝐯𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 – Guiding teams through sustainable transition 𝐋𝐢𝐟𝐞𝐥𝐨𝐧𝐠 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐚𝐧𝐝 𝐀𝐠𝐢𝐥𝐢𝐭𝐲 – Accepting that what you know today will evolve and proactively adapting your competence 𝐄𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭𝐚𝐥 𝐒𝐭𝐞𝐰𝐚𝐫𝐝𝐬𝐡𝐢𝐩 – Taking conscious responsibility for resource impact 𝐒𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐕𝐚𝐥𝐮𝐞 𝐂𝐫𝐞𝐚𝐭𝐢𝐨𝐧 – Innovating with both business growth and ecological and social impact in mind 𝐓𝐫𝐮𝐞 𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐛𝐞𝐠𝐢𝐧𝐬 𝐰𝐡𝐞𝐧 𝐲𝐨𝐮 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐲𝐨𝐮𝐫 𝐫𝐨𝐥𝐞 𝐢𝐧 𝐭𝐡𝐞 𝐬𝐲𝐬𝐭𝐞𝐦, 𝐧𝐨𝐭 𝐚𝐩𝐚𝐫𝐭 𝐟𝐫𝐨𝐦 𝐢𝐭 If you want to remain relevant in the decade ahead, start weaving these green skills into your current role instead of waiting for a “green job” label. The market will reward those who think sustainably from day one, not just those who switch roles. Which green skill will you develop in the next six months, and how will it shape your professional story? LinkedIn #LinkedInGreenSkills #COP30 #FutureOfWork #CareerGrowth #Sustainability #GreenSkills

Here are three key pieces of advice for those beginning their careers in AI and Sustainability (drawn from my two decades of experience) ... 1. Master the fundamentals first In both AI and sustainability, foundational literacy is non-negotiable. Learn basic coding, critical thinking, understand materiality assessments, scope 1, 2, and 3 emissions, as well as regulatory frameworks such as ... > the Corporate Sustainability Reporting Directive (CSRD) > Task Force on Climate-related Financial Disclosures (TCFD) > Carbon Disclosure Project (CDP) > the GHG Protocol 2. Invest in yourself The most sustainable asset in your career will always be you. Learn to learn. Attend quality and often free online training, join conferences, pick up general or specialized ESG certifications. Keep up with the latest thinking. Some notable annual events on climate action, social and environmental stewardship are … 📍Climate Week NYC 📍COP 30, United Nations Climate Change Conference  📍World Economic Forum (WEF), Davos Some of the most storied AI & ML Conferences include ... - NeurIPS, Neural Information Processing Systems - a focus on neural networks https://nips.cc - [ICML] Int'l Conference on Machine Learning, International Conference on Machine Learning - is focused on machine learning in general https://icml.cc - ICLR, International Conference on Learning Representations - with deep learning or learning representations as a thrust area https://iclr.cc 3. Seek interdisciplinary exposure The most valuable roles in the future may well be the emerging are "Sustainable AI Engineers" who understand both ML algorithms and environmental systems. And here's one important insight that’s often overlooked … Reach out to industry mentors who might be happy to guide you on your learning and experimentation journey. Their guidance can accelerate both your learning and impact. I hope that this serves as a useful starting point. Feel free to tag someone who might benefit from this advice! #Career #AI #Sustainability

One of my coaching clients just called me with a career dilemma. "Marcus, I have three offers on the table. One pays $25K more than the others. It's a no brainer, right?" Wrong. Over the last decade, I've watched too many sales professionals chase the highest initial offer only to burn out, get laid off, or quit within 12 months. Why? Because they never looked at the full picture. Here's the exact decision framework I shared with him (and use myself): 1️⃣ Leadership Quality: Will your direct boss push you to grow? Will they advocate for you? Will they teach you? The quality of your leader will impact your career trajectory more than any other factor. 2️⃣ Company Trajectory: Is this company on the way up or down? What's their financial position? What's their reputation in the market? A 10% pay bump means nothing if the company does layoffs in 6 months. 3️⃣ Values Alignment: Can you authentically represent this company? Do they make decisions you respect? Will you be proud to tell people where you work? 4️⃣ Growth Ceiling: What's the highest position you could realistically achieve at this company? What skills will you develop? How marketable will you be in 3 years? 5️⃣ Work-Life Integration: Will this role support the life you want to build? Will it demand 80-hour weeks? Will it require constant travel? My client ended up taking the middle offer ($150K) because the leadership was elite, the company was growing 70% YoY, and the path to director was clear. The right career decisions compound over time. $25K might seem like a lot today, but the right leadership, skills, and trajectory can be worth millions over your career. Make decisions with the long term in mind. — Hey sales pro…are you prepping for a job interview? Lemme help you: https://lnkd.in/gQvZJZsk

Many young lawyers begin their journey with the ambition to one day become a partner. While legal knowledge, academic excellence and winning cases are important, what truly sets someone apart extends far beyond technical expertise. It lies in the quality of their legal service and the strength of their soft skills. The way a lawyer communicates, learns, builds relationships, markets themselves and represents the firm are qualities that define long-term success and career progression. Technical ability may get you noticed but it is your attitude, professionalism, attention to detail and emotional intelligence that sustain your growth. A future partner is not only a skilled lawyer but also a trusted advisor to clients, a team player and a representative of the firm’s values. Some skills may be innate, while others are developed through practice and experience. What matters most is the drive to learn, adapt and continually grow; and those who master both the law and the art of leadership and charisma naturally rise to the top.

I have noticed something in countless conversations with Legal & Compliance professionals: many arrive with impressive CVs. It involves global exposure, reputable employers and a significant leadership role. But here’s the truth: ❗ A strong CV may open the door, it doesn’t win the room. ❓ What separates those who simply impress from those who truly convince leadership? They make complex situations sound simple. They turn achievements into numbers and stories that stick in the mind. And they connect their personal values to the organization’s mission in a way that feels genuine. That ability to transform experience into a compelling story is often the difference between being “good on paper” and being placed on the shortlist. And again and again, I see five traits that convince boards and executive teams most. 1️⃣ Clear priorities Strong candidates articulate what matters most in their role, cutting through complexity and showing sharp focus. 2️⃣ Measurable impact Numbers, outcomes, and hard facts stick: “My new compliance training program increased staff completion rates from 68% to 97% within one year.” 3️⃣ Proven leadership Beyond titles, real stories of building trust, retaining talent, and influencing across functions resonate deeply. 4️⃣ Pragmatic risk assessment Boards value judgment over theory. Candidates who can balance compliance with business realities earn trust. 5️⃣ Cultural fit The strongest candidates connect their personal values and experiences with the organization’s DNA, making it clear why they belong. In the end, what boards remember are the candidates who show them something different: ❗ Judgment under pressure ❗ Proven impact ❗ Stories that resonate #leadership #success #exectivesearch #inspiration

Many brilliant lawyers are overlooked for leadership. I want to tell you why. It’s not because you don’t know your stuff. The people who rise to the top aren’t always the smartest. They’re the ones people actually listen to. They’re the ones people trust. They’re the ones who make the complex simple. And I know that truth can sting a little. Especially when you’ve worked so hard. Perfecting your craft. Sharpening your arguments. Making sure your work is flawless. You think: I’ve done everything right… Why me? I worked with someone just like you. A senior in-house lawyer. Brilliant. Unstoppable. Every memo airtight. Every analysis rock solid. Yet, when promotion came, she was passed over. Again... The feedback? “You’re brilliant. But hard to follow.” That line haunts you, doesn’t it? You know it’s true, but you don’t know how to fix it. Here’s what she did. And this matters: She stopped relying solely on technical brilliance. She started sharpening her soft skills. The change was almost instant. When she spoke simply, people listened. When she paused to understand, people opened up. When she built trust first, her advice stuck longer. Six months later, her influence had skyrocketed. Same knowledge. Same brain. Different energy. Here’s what I want you to feel: In law, the higher you go, it’s less about what you know and more about how you make others feel. Soft skills? They aren’t soft at all. They’re force multipliers. They turn insight into influence. They turn brilliant lawyers, like you, into leaders. The hard truth? If you don’t develop them, someone who has will end up leading you. So tell me, what’s one soft skill that’s helped you? 👇 I really want to know. For me? It's Leadership. It's helped me expand my executive role beyond the legal department. 📰 If this resonated, you’ll enjoy Legal 2 Leader. My free weekly newsletter: https://lnkd.in/gu67fPFC ♻️ Repost to help others level up their influence. 🔔 Follow Adrian Moffatt for more GC insights. #generalcounsel #legalleadership #Inhousecounsel

I sat through the whole meeting in silence. I didn’t say a single word. I was a young lawyer in a high-powered room, surrounded by people who intimidated the hell out of me. I was smart. I was prepared. But I didn’t understand the dynamics — or myself — well enough to contribute with confidence. Looking back, that moment had nothing to do with legal skill. It had everything to do with emotional intelligence. Daniel Goleman — the psychologist who coined the term EQ — breaks it down into five key components. In my experience, these are exactly what every in-house lawyer needs. 1. Self-awareness You’re surrounded by pressure. Deadlines. Decisions. Uncertainty. The ability to recognize your own emotions — and understand how they affect your tone, judgment, and presence — is step one. 2. Self-regulation When the heat turns up — litigation, a PR crisis, or a Slack bomb — people look to legal for clarity. High EQ lawyers stay composed, respond strategically, and de-escalate the chaos. 3. Motivation The best in-house lawyers aren’t just task takers. They’re curious, business-minded, and driven by purpose. They connect their work to the company’s goals — and it shows. 4. Empathy Empathy isn’t soft — it’s strategic. Whether you’re supporting HR through a tough employee issue or negotiating a deal, being able to understand where others are coming from builds trust faster than any clause. 5. Social skills Influence doesn’t come from job titles. It comes from relationships. Great in-house lawyers know how to collaborate, read the room, and communicate legal advice in a way that actually moves the business forward. Legal skill gets you in the door. Emotional intelligence keeps you at the table. So if you’re building an in-house legal career, know the law — but know yourself, too.