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Coach
Borderline sociopath, you say? Partners probably see a lot of themselves in this first year, hence the glowing reviews.
Subject Expert
Yes.
Source: this is my professional career in a nutshell.
I am convinced that the way to do well in biglaw is to just be incredibly enthusiastic about boring shit all the time.
Yep, 100%. Work quality is only one variable. I’d say, personality and being able to know where to cut corners (Pareto rule) are as important to be considered a high potential associate IMO.
The partners are sociopaths too so they find it helpful if associates with ASPD are really expressive when mimicking human emotion
Literally that’s ALL that matters 😂
Hmm, I have an opposite take than most posters here. I think it’s rare for a junior to pull this off (though I believe you that you’re seeing it). I think it can be more common for a partner with great client relationships, but more junior lawyers usually need strong work product. This might catch up to the guy over the next few years.
Quality of work product is something that can be improved. A charming personality is something to be born with.
You can be a great worker but if you have zero personality, you are not going to be great with clients down the road. You can always find good workers to do the work but finding rainmakers ie. People with great personalities to keep or bring in clients is critical.
Subject Expert
I bet what’s happening is the partner is not actually reviewing any of the juniors work product, assuming things are fine because the mids/seniors picked up the slack without complaining, and the junior has a “charming” personality. Happens all the time. It probably won’t last as they start to work directly with partners. And/or they do great work for partners and phone it in for their senior associates.
Mentor
People always prefer working with people they like (or kiss their ass) vs. the opposite but in my experience that doesn’t outweigh bad work product.
Mentor
I should add that a lot of mediocre associates get ahead because of this dynamic. But someone who is actually bad at the job won’t.
Yes, in the early years. Attitude is as important as work product eary on, if not more. It becomes harder as you get more senior and are expected to negotiate or explain issues on calls. Harder to fake it at that point.
Selling the work to the partner (who are like clients) can improve their subjective opinion on the product. For some clients, getting them involved, onboard and managing their expectations with good communication can help sell an otherwise mediocre product. You can draft a brilliant brief, but if the client doesn't get it or the communication wasn't great during the process, they may end up questioning the bill instead of praising the excellent work.
Good salesmanship won't work on everyone- it doesn't seem to work on OP here. A winning personality isn't everything. That said, maybe it's a bit quick to judge based on one assignment.
Yes. The halo effect is a real thing.
Pretty common in my experience. Have definitely been in groups where the "Super Star" was really great and in some groups where the "Super Star" was good, but got the extra "oompf" because he vibed well with the right people. Also have seen associates who were sacked for "performance" go on and become partners at better firms. This isn't to say it is all a crapshoot because crummy workers generally get pushed out. But, sometimes perception becomes reality, and good folks go unrecognized in some environments.