Some junior associates don’t work out—often not for lack of talent, but because they just don’t seem to get it. Even after expectations have been communicated multiple times, it doesn’t stick. Sometimes, they need to hear those expectations differently.

We’ve interviewed managing partners, talent leaders, department heads, and other partners to distill the pathway to success—especially for juniors without engaged mentors or lawyers in the family. The first key takeaway is that every firm and practice area is different. This project helps juniors find the idiosyncratic path to success for their specific firm, practice area, and context.

The second key takeaway is that there are a few universal skills:

Foundation: The first thing juniors need to do is ensure that they’re doing quality work reliably. These are table-stakes (from poker — what they need to pay just to sit at the table). If they can’t do quality work reliably, then nothing else matters.

Early-separators: Among those who are doing quality work reliably, those who have soft skills stand out from the rest. Are they able to communicate? Form and nurture relationships? Can they read a room? Do they know when to open their mouth in a meeting? Do they know when to keep it shut? Technical mastery is critical, and yet law is still largely a relationship game.

Next-level skill: Assuming they’ve done the two levels above, learning how to take initiative and responsibility appropriately will take them to the next level.

Process

The hierarchy is a roadmap for associates at every level—but expectations increase over time. We expect more from a fourth-year than a first-year, and more still from a seventh-year.

More important than how good they are at the start is how good they are at improving.

Since improvement happens over time, this workshop series is delivered over time. Three workshops, spaced 4–6 weeks apart—enough time to improve skills without losing momentum.

sound interesting?

If this sounds interesting, let’s connect to discuss how the SJL Foundation Series can benefit your associates.

Impact

Here’s how one participant described the effect of the Foundation Workshop series on their work:

“The workshops gave me the tools and path to success, showing me holistically how it all works together. The ‘taking ownership’ part in particular really clicked. For every task, I now try to understand both the big picture and where it fits in. I’ve also been proactive about organizing my files so nothing slips through the cracks. And it’s worked—the partners have started showing more confidence in me.” — workshop participant, 2025

Workshop Breakdown

Workshop 1: Foundations of Success

Defining success as a junior lawyer
The Model for Success as a Junior – The Successful Junior Hierarchy
The Improvement Imperative – The Pink Line of Expectation (expectations growing over time)
Core competencies: Submitting Work, Being Reliable
Reflection and goal-setting

Workshop 2: Reputation and Key Skills

Creating a career direction and identifying key skills
Building your professional reputation (including key levers – responsiveness, image, attitude)
Taking instructions and interpreting indirect feedback
Reflection and skill development planning

Workshop 3: Relationships and Taking Ownership

Understanding the business of law
Taking ownership and seeing the bigger picture
Building strong internal and external relationships
Goal-setting and accountability for long-term success

Empowering Junior Lawyers: The SJL Foundation Series