Obelisk is proud to announce a formal partnership with top law firm CMS UK, as part of a wider CMS programme to offer flexible legal solutions to their clients and lawyers. One of the fastest-growing companies in Europe, Obelisk has become the go-to resource for legal teams that require flexible legal support, and partnering with CMS introduces a new development in Obelisk’s global plan. By becoming a strategic partner of CMS, Obelisk opens up new opportunities to Obelisk consultants who want to work flexibly, helping them deliver high-quality legal services to one of the largest law firms in the world.
Lawyers come to Obelisk’s talent pool to have more control over the type of work they undertake, greater flexibility to manage their time and workload, and importantly more exposure to a variety of work and practice areas. Being part of the CMS service offering can give them access to challenging assignments and fulfilling roles in a new environment.
Indeed, to tackle innovation in the legal sphere, CMS launched CMS by Design, a dedicated group within CMS that leads the development of legal service delivery and technology. What is different about CMS by Design is that it is not all about tech – it brings together people, knowledge and technology to deliver great solutions for clients efficiently and in a way that enables people to grow, learn, and be fulfilled.
Obelisk and CMS share the same values and commitment to quality, flexibility and inclusion. CMS will augment their teams with Obelisk’s people for mutual learning and development and for their clients’ benefit. To demonstrate how the relationship works in practice, CMS recently had an Obelisk consultant, Hannah, work on a project on a flexible basis, and another has just started to support the procurement team of the firm.
Hannah says: “I enjoyed working with CMS. They were very friendly and welcoming when I met them at their London office at the start of the project I was involved with. They clearly embrace modern flexible working practices as I was able to do all my work for them remotely. They also mentioned that a lot of their fee earners work from home at least one day per week.
I found the team ethos genuinely collaborative and very human, which meant we could all work together to achieve the best result. They brought in both legal and IT consultants for the project, so seem very open to using external resource when needed.”
Dana Denis-Smith, CEO and Founder of Obelisk Support, says: “We are looking forward to working with a like-minded leading business. Through this partnership with CMS, Obelisk can continue to drive positive change in the legal profession, share thinking and best practice, and support our consultants as they embrace new ways of operating that will allow them to flourish. I am excited that this collaboration allows our organisations to continue to demonstrate their commitment to diversity, flexibility and excellence.”
CMS’ Head of Innovation and Legal Operations, John Craske, who leads the CMS by Design Mix offering, comments: “This is an exciting opportunity for our businesses to work together to support clients and leverage our respective capabilities and strengths. Obelisk operates a unique flexible working model, allowing us to tap into their diverse talent pool as and when we need to. Having this additional resource will significantly strengthen our ability to service our clients and deliver innovative solutions on a large variety of client needs and transactions, no matter the complexity or size.”
The firms are also working together to develop a coordinated approach to women returners, building on CMS’ participation as a founding firm in the Reignite Academy and on other potential projects to support CMS’ work allocation and resource management approach.
Returning to work after a career break is tough. If you’re struggling to find a way back, don’t give up hope. Though it may seem like there are many obstacles in your path, there are practical steps you can take to regain your confidence and find work that works for you. That’s the message that Lisa Unwin and Deb Khan want to give women with their new book, She’s Back. Lisa set up her consultancy of the same name as she was tired of hearing similar stories from women struggling to return to work, and decided to channel her energy to provide tactics and strategies to help them. Simultaneously straight talking and empathetic, we guarantee you will walk away from reading our interview with Lisa feeling fired up and ready to take back control of your career…
Tell us about your own experience of returning to work, and how that led you to where you are now and writing the book?
“I had what I thought was a successful career. I had started out with Arthur Andersen in 1988. As the firm collapsed in 2001 after the Enron scandal, I moved across to Deloitte who backed the firm in the UK. I was director of brand and communication there, until the wheels came off. Our nanny handed in her notice just as our children were starting school. I quite suddenly found myself struggling to work out how I was going to manage bringing up my children and managing a demanding career, and decided to take a career break. There I was a few years later wondering what happened. I had 20 years of experience behind me, and no future plan. I looked around at the school gates and saw so many people in this situation: accounts lawyers, management consultants, all trying to get back to work. That led to setting up a consultancy – there wasn’t a business model or anything to begin with but I started out by getting sponsored by organisations to do some research to prove that this was a real issue, and began looking at ways we could help them. To put a spotlight on the issue I was doing lots of writing and getting people involved in the community, and with my business partner Deb decided to write a book, which came out this year and has been well received.”
What are the most common things you hear from women who have taken a career break?
“That they are leaving because of a lack of ability to balance young children and career. Couples are making decisions about whose career will take back seat in the months and years to come, but there is no long term plan for how to get back, so when the children get older and the time comes for the person to return to work – and it is still primarily the woman – they have no idea how to get back. I can’t claim to be an expert on gender roles generally, I can only talk about what we see in the circles we work with, but professional women tend to pair with professional men, and statistically marry older men, so in general when children come along it is the woman expected to take the hit and very few see it any other way.
The other most common thing I hear when women approach me is : ‘Can you help me, I am a mum with two children, looking for flexible work?’ Being a mum doesn’t differentiate you; and you are already defining yourself as a problem by leading with what you need to work around. It’s only after you hear this that you find out they have 20 years legal experience in the City! We need to change the approach.”
So, is there an issue with the way women perceive themselves when taking a career break?
“Yes, and I say that with complete understanding of how hard it is and the difficulties that we face – we are emotional after becoming parents, and so many people live far away from family support networks nowadays, it is very hard. I say women don’t help themselves because I did and said the same things myself! I started by thinking ‘ok I need something that will work around the school run’, so I was looking on flexible working websites. But only 11% of quality professional jobs are being advertised as flexible positions – employers often will be open to flexibility in discussions but they won’t lead an advert with it, so nor should you. Tell people you were 20 years working with big four firms and you’re looking for new opportunities to apply legal skills to – that is the difference. You are 5 times more likely to find work through introductions in your network than through recruiters, but they need to have something to tell that person other than ‘she needs to work flexibly!’
We often don’t acknowledge how vulnerable and lacking confidence we can become once we have children. We can start to remember differently how our work lives went and think we only got there by luck. You starting losing touch with that driven, confident side of you, because as a mum you don’t get told you’re doing a good job – you can do everything right but you will never know because you don’t have a performance review as a parent!”
Are there other things at play when it comes to a loss of confidence in your career?
“Ageism is a big thing, and again we have to fight against external and internalised attitudes. Employers and individuals need to stop seeing post-40 years as being past peak or entering final stages of our career – we still have 20 years of work ahead of us! I have done so much more in my 40s and 50s professionally and personally than I ever did – or indeed ever could have – in my 20s and 30s, so don’t buy into the narrative that it is too late.”
What practical steps do you talk about in the book to help people prepare for and come back from a career break?
“First, everything is so much easier if you have kept in touch with your industry and colleagues – if you haven’t it is much easier now to seek them out and reach out again – gone are the days of the gatekeeper PA and trying to book an appointment to meet senior people. Being on LinkedIn is essential as that is where all jobs and connections are. People are really willing to offer advice and take time to meet you if you reach out to them, especially those that know what you are good at. You need to have those conversations to bring the other side of you back out.
Take part as much as you can while you are out of the workplace – networking events, online webinars, parent meetings, whatever will put you in touch with the right people – it’s all in your hands to open the door and get out there.
Don’t feel it is insurmountable, remember that there are other ways to work and find paid employment – taking on freelance projects or by joining organisations like Obelisk – every little bit helps to add to your CV, keep your skills up to date, and keep in touch with peers. All this will make it easier to step up when you are ready.
And don’t put your head in the sand when it comes to finances, plan for your financial future!”
A big concern! How do you encourage women to think long term about their career and financial position?
Women need to view work like a game of chess, and play the long game. We often look at cost of childcare for the first year or so and decide it is not worth it, but we should be thinking about what happens in 8 to ten years’ time. If you decide to step back completely, after 5 years childcare costs go down but your market value has gone down even more. Short term sacrifices are worthwhile if you want to continue your career so take the initial financial hit if you can, take a part time role, pass up a project or promotion if it helps you keep your foot in the door.”
One thing that we commonly see women returning to work find difficult is how to present themselves on their CV. What advice would you give?
“It’s important to see your CV or LinkedIn profile as a marketing tool. Employers spend on average just 8 SECONDS scanning a CV for suitability so your opening paragraph must be compelling – again don’t lead with what you want, lead with what you have to offer. Another thing people don’t often realise is that recruiters use software to scan for keywords in CVs first, so make sure you are hitting all the points from the job description.
When it comes to addresses your career break, don’t jump through hoops trying to justify it with irrelevant information about being part of the PTA and so on, as it comes across defensive. Appear confident about it! Just write ‘Planned Career Break’ and the length of time. Keep the most relevant information at the top with an experience or skills summary – don’t bury the good stuff on page 2, even if it did all happen 20 years ago. Finally if you have had lots of similar part time or short contract roles list them together and summarise details in one paragraph rather than listing bullets for each to keep things more concise.”
How should lawyers seek to update their skills to become more employable in technologically fast changing market?
“As a lawyer, you will know plenty of other lawyers, so talk to them to find out what you don’t know and what gaps you need to fill. It’s so much easier now than it used to be to keep up with technology and learn independently. There are many free resources on the internet, so search for YouTube tutorials and online courses. Most technology being used today is intuitive and designed to be user friendly, so it is often a case of simply using and learning as you go – just take the time to do it. Get to grips with social media management tools such as Hootsuite to make it easier to post regularly to market yourself.”
Lisa also agrees that being part of platforms like Obelisk Support is beneficial as they provide help keeping skills up to date, such as our recent LexisPSL introductory webinar, and regular events focusing on current developments in the industry.
The bottom line as Lisa states is, no one will do it for you. There is support out and information there if you reach out and look for it. Your career and success before you took a break came about because of you and the work you put in – you are still the key to your own success.
Lisa and Deb don’t just tell you all the things you need to hear in She’s Back – the book also contains useful exercises that you can carry out to help you on your way. Lisa recommends that you find a friend to do them with you, so you can challenge one another and stay motivated. She’s Back is shortlisted for CMI’s Management Book of the Year 2019 and can be purchased on Amazon. You can find out more about their work on www.shesback.co.uk
Obelisk Support consultant Alisha McKerron Heese provides some advice to women returners on coming back to the law after a career break, from her attendance at CMS’s two-week programme for women returning to work – the first programme of this kind to be organised by a UK law firm .
Coming back into the fold after a career break is by no means an easy thing to do. As women returners, often the barriers we face come not from the gap on our CV, but how we approach it in our own minds. The biggest obstacles we encounter in returning to work are, in fact, those that we create for ourselves by not putting ourselves forward correctly.
Putting yourself forward after a career break requires considerable time and effort – more than you might think. It requires careful consideration of paperwork, including your CV, cover letter and online presence, and putting yourself across in the right way when networking and interviewing. Allocating a mere half hour to the task is unlikely to yield good results.
1. Start With Your CV
Your CV needs to evolve beyond just a list of employers and experience, particularly when you have a career break to incorporate. Begin with a neat profile about what services you offer, and what you are looking for, so that potential clients can identify themselves as potential clients. Your summary lets you speak directly to your potential clients, and should be used to tell them why you’re their best choice. This should not be more than two or three lines.
Next, note down your previous work experience and education. Don’t just list the names of companies you worked for – it’s important to highlight your specific involvement in the companies, as well as the outcome of your work (example sentence: “Acme Corp: involved in X task, helped Y team complete merger Z”). This paints a more complete picture of your skills. Don’t be despondent that your work experience has dated: as a returner, it’s more about demonstrating the skills you have acquired than demonstrating being up to date. Spend some time thinking about the past – be sure to include anything relevant, no matter how many years ago it was.
Don’t try to hide your career break. Do disclose the length of your career break, but ‘sandwich it’ between past experience and what you are doing at the moment, e.g. any unpaid work that demonstrates recent skills acquired. Skills are transferable, which is why it’s so important to highlight them.
2. Consider Your Online Presence
LinkedIn is an ideal place to establish your online presence as a lawyer, as it is where head-hunters will look for candidates. For work use, other social networks such as Twitter or Facebook are not as vital, though you might see a use for them if you wish to establish a blog or a presence as a public commentator. Take the time to research how to use LinkedIn effectively so your profile really stands out from the crowd.
3. Network Effectively
Networking is less about trying to impress people, and more about gathering information in order to maximise the possibility of a win-win collaboration. It’s less about being interesting and more about being interested. It’s an opportunity to ask questions, to listen, to learn and to make a connection with someone.
Treat networking as an adventure and you may find that it is more pleasant than you might think. While you should not steer the conversation towards yourself, be ready with a synopsis of what you have to offer if asked. Don’t stress about having to talk to everyone – forming a closer connection to a few people can be as beneficial as talking to many. If you do want to talk to others, however, don’t be afraid to leave one person to talk to another. As long as you give a reason for doing so, and don’t leave the person on their own, that’s fine.
4. Prepare Your First Impression for Interviews
When preparing for an interview, it’s important to think about what impression you would like to make. Your first impression is perhaps more important than you might think! Even if the rest of the interview goes well, the first impression tends to dominate the interviewer’s overall impression of you (primacy bias). In fact, they will set about gathering information to confirm their initial assessment of you (confirmation bias).
Some of these biases can be harnessed for good, however: if you are able to match their behaviour – or, better still, pick up on something which you both have in common, you will make a better connection with the interviewer (affinity bias)! Give consideration to: your entrance and exit, what you wear, your deportment and volume, and pace of your speech. Turning up late to an interview should be avoided at all costs (an example of the primacy bias working against you).
5. Practice Your Success Stories
It’s also important to find out as much as you can about the interviewer, and to have a clear understanding of the job description. Think about what competencies the interviewer may be looking for. The work experience listed on your CV should help here.
Be ready to give “STAR stories”: examples of Situations you were involved in where you were given a Task that led to an Action you took, and the consequent Result. Prepare answers for likely questions that may arise. Ensure that you have a good organisational understanding of the company at which you are interviewing. Finally, take a moment to check the news on the morning of your interview, to show that you’re up to date with current affairs.
A well-prepared CV, a good LinkedIn presence, and good networking skills put to regular use will, sooner or later, lead to an interview. Thorough pre-interview research and preparation will help turn that interview into a job offer.
You may think it’s much more complex than that, as I know I did before I attended the CMS programme. The preparation process helped me identify my skill set, which built up my self-esteem, which in turn built up my self-confidence. Hopefully, it will do the same for you.