Ah, summer at a law firm: the coffee is strong, the deadlines are tighter than a bowline knot, and the summer associates are wide-eyed, eager, and just a little terrified. It's your job to make sure they leave more polished than frazzled — but here's the catch: mentorship isn't just a checkbox. It's an opportunity to shape future leaders and leave a legacy.
We know the difference between mentorship that moves the needle and mentorship that's a glorified shadowing gig. Spoiler alert: the latter doesn't cut it. Here's how to mentor with impact — and make sure your summer associates don't just survive but thrive.
1. Make It Personal
Cookie-cutter advice has its place, but mentorship isn't one-size-fits-all. Your summer associates aren’t carbon copies of one another — they have unique skills, goals, and gaps in their knowledge. Get to know them as individuals, and tailor your guidance accordingly.Pro tip: Start with this question: What do you want to walk away with this summer? Then help them build the bridge to get there.
2. Let Them Get Their Hands Dirty
There's only so much you can learn from observation. Summer associates need to feel the weight of real responsibility, even if it's just a taste. Give them substantive work, not just busy work, and let them flex their legal muscles.Pro tip: Trust them to take the first crack, but be there to catch the ball when it wobbles. Confidence comes from trying, failing, and trying again.
3. Feedback: The Good, the Bad, and the Constructive
You know what's worse than brutal feedback? No feedback. If your summer associates don't know what they're doing right or where they're falling short, you're doing them a disservice. Be direct, be specific, and — here's the key — be actionable.Pro tip: Praise in public, coach in private. Make sure every critique comes with a roadmap for improvement.
4. Teach Them the "Soft Stuff”
Yes, summer associates need to learn how to draft a rock-solid motion, but they also need to learn how to read a room, navigate office politics, and build client relationships. Don't just teach them the law; teach them how to be lawyers.Pro tip: Share your "I wish someone told me this when I was a summer associate" moments. They'll hang on every word.
5. Be the Mentor You Wish You Had
Think back to when you were the summer associate. Who helped you? Who didn't? What worked? What didn't? Use your own experience as a guide and show up the way you wish someone had shown up for you.Pro tip: Mentorship doesn't end when the summer does. Offer to keep the lines of communication open. Your mentees will remember you for it — and so will your firm.
Mentorship: Your Legacy in the Making
The summer associate program isn't just a recruiting pipeline — it's a proving ground for the next generation of lawyers. By investing in meaningful mentorship, you're doing more than helping summer associates land on their feet. You're shaping the future of your firm and the profession.We believe mentorship is an art, a science, and a legacy all rolled into one. So, what kind of mentor will you be?
Ready to level up your mentorship game? Fringe specializes in helping leaders turn mentoring into a meaningful legacy. Whether you're shaping the next generation of lawyers or building a culture of growth, we've got the tools to help you succeed.
Connect with us today to learn how our training programs can elevate your impact and inspire your summer associates to thrive — now and in the future.
