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Cultivating Equanimity: A Lawyer’s Guide to Feedback

I have had a few encounters with feedback recently. Most lawyers (and most people for that matter) have a love-hate relationship with feedback. We know we need it to learn and grow, but actually hearing it can be a double-edge sword.

When an appraisal is positive, we may feel proud and feel validated. But when the assessment is middling to negative, we can feel deflated, defeated, and hurt.

Can mindfulness help lawyers navigate receiving feedback? You bet. This post will explain how and offer some steps to help you implement it for yourself.

Feedback and The Eight Worldly Winds

Feedback seems like a fact of modern life. Even if you aren’t looking for a rating of yourself, you may find it by doing the most basic things. Most lawyers have LinkedIn profiles that allow others to recommend them. If you avoid LinkedIn, you probably still use some social media that allows people to rate how they like your posts or comments.

This constant evaluation can be troubling for sure, but it isn’t new. In fact, humans have always rated, judged, and reacted to each other. If you doubt me, you might consider the Buddhist teachings on the eight worldly winds.

These include:

Praise and blame
Gain and loss
Pleasure and pain
Success and failure

Of course, these are the manifestations of impermanence in everyday life. Good things come and go and so do bad things. Nothing lasts forever, they each blow around us, much like the wind.

Cultivating Equanimity Helps

To say that these things are “like the wind” is not to suggest that we can simply ignore them. Sure, we may not notice when a gentle breeze rolls by, but any of us can get knocked or slowed down by a storm or hefty gust.

And that’s the point of the teaching of the eight worldly winds: we can’t control them but we can learn how to live with them. The way to live with these worldly winds of life is equanimity. For more on this as applied to giving and receiving feedback, check out the book Confidence by Ethan Nichtern.

Equanimity is a trait that implies relative stability and calm amidst changing circumstances. It does not mean apathy or numbness. Instead, it means acceptance and skillful navigation through pleasant, neutral, and difficult situations.

Part of the skill here, though, can be hard but essential to learn. That part is clinging or resistance. Most people, including us lawyers, usually cling to the pleasant things but resist the bad things.

Image listing 4 mindful steps
to help lawyers accept feedback with equanimity as shared in the blog post

Why Feedback Is Hard for Lawyers

This is where feedback can be challenging. Even though many of us claim to be above such things, most lawyers care deeply about our reputations and social status. There is good reason for this too. Our reputations matter to the success of our law practices and can even affect our ability to serve our clients.

As a result, it is only natural that lawyers would crave, cling to and strive for positive ratings of our performance or character. On the other hand, we will also dislike, actively avoid, and resist negative evaluations. Or we may try to block all these feelings and live with a buried sense of imposter syndrome.

Given this, it may sound unattainable that any lawyer could ever bring a sense of equanimity to getting feedback. But the truth is that we can build this trait, just like we can build the traits of mindfulness and compassion.

Steps for Responding to Feedback with Equanimity

As I have written before, meditation practice goes a long way in cultivating the trait of equanimity. Every time you bring your wandering mind back to the breath or pause before scratching an itch, you are building patience. In each tiny moment like this, you are creating equanimity by choosing to not react in a huge way to every issue that comes along.

Even so, some types of feedback may require a bit more attention and skill. After years of meditation, I am the first to say that feedback still can get to me. All of us may need a framework to help us navigate reviews, ratings and assessments of ourselves with kindness and skill. Here are the steps that help me.

1. Don’t Argue or Gush

Because feedback is so likely to activate our egos, one of the easiest ways to get stuck with it is by arguing with or wallowing in it. Negative ratings may push us to argue the facts underlying it or challenge the intent or credibility of the reviewer. Positive ratings may have the opposite effect, causing us to obsess and puff up the meaning or importance of the assessment.

This is why one of the best ways to promote equanimity and your own sanity is to just receive the feedback for exactly what it is. Don’t add on to it or try to diminish it unfairly. As much as you can, just hear it or see it for what it is.

2. Allow Your Feelings

Of course, receiving feedback is bound to produce feelings. Equanimity does not mean blocking or resisting your feelings. Far from it. True equanimity means accepting your feelings for what they are. That means giving yourself the time and space you need to allow your feelings without doing violence to yourself or others.

That means you can feel hurt or angry or defensive when you receive a negative rating. It also means you are allowed to feel happy, grateful, and proud when someone praises you or your performance.

The important thing to understand, though, is that these feelings, like all feelings, are temporary. Let them come and let them go and recognize that no amount of good or bad feedback will make any feelings last forever.

Image with quote from blog post that says "Mindfulness is not a magic pill that can make the worldly winds of life go away. But with time and practice, it may help you cultivate equanimity an essential trait for navigating ups and downs in life and work."

3. Keep Perspective

Another thing that makes feedback challenging is that we don’t always request or consent to it. To make things worse, much of the feedback we receive may be offered thoughtlessly or unskillfully.

As I mentioned, lawyers may be subject to many kinds of feedback that are brief, perfunctory, and casual. Even when an evaluation is more thorough and well thought out, it still remains a singular data point rather than a final referendum on our character. One of the ways that we can help ourselves not get hooked with every rating or review is to keep them in perspective.

Primarily, I do this by putting it in a context by considering the following factors:

Was the feedback relevant, timely, and offered with good intent?
Did I explicitly or implicitly request the assessment?
Did the review provide useful and practical information or did it appear to rate me as a person?
Was the assessment consistent with other assessments I have received or was it an outlier?
Would I provide feedback like the rating I received to someone whose growth and development mattered to me?

This is a rough outline of questions that help me put feedback in perspective. More “yes” answers to these questions suggest feedback that deserves more of my attention. If I answer most or all of the questions in the negative, that is a strong sign I just need to move on and let go.

4. Learn What You Can and Move On

Even though they can challenge us, evaluations from others really can help us learn and grow. In truth, not everyone will tell you what they really think. This is why, most of the time, feedback can be valuable even if we have to take it with a large grain of salt.

For this reason, the last step before moving on is take whatever lessons you can from the evaluation. With skillfully offered feedback that you have requested, this may be easy. You may get practical ideas about how to adjust or improve.

For ratings that are more generic or less skillful, the lesson may be as simple as slow down, choose your words carefully, or you can’t please everyone. In short, if there is a message in the feedback that you need to hear, take it, reflect on it, and then move on.

Conclusion

In the end, there is no secret recipe for being unbothered and unaffected when lawyers get feedback. That’s because mindfulness practice is not about checking out on life, but being more present in it. All of us are wired to crave praise and resist and reject blame. We want people to like us and think well of us and we don’t want them to tell us negative information about ourselves or our performance.

Mindfulness is not a magic pill that can make the worldly winds of life go away. But with time and practice, it may help you cultivate equanimity an essential trait for navigating ups and downs in life and work. By using the steps offered in this post, I hope you can bring equanimity to your next encounter with feedback.

Want to learn more about mindfulness and compassion? Check out my new book, How to Be a Badass Lawyer, for a simple guide to creating a meditation practice of your own in 30 days. And to share mindfulness with your little one, check out my new children’s book, Mommy Needs a Minute.

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New Confidence CLE for Lawyers Coming to Lawline

It’s kind of a trip that I now teach other lawyers and professionals about confidence. As I have shared several times here, I have struggled with anxiety, overthinking, and self-doubt for most of my life. I was shocked to find that meditation helped me gradually change these habits.

Over time, I changed how I thought about myself, related to the world, and accepted that risk was a part of a good life. Now, after building a law practice, launching a blog, writing some boks, and crafting a new and unexpected identify for myself as a meditation teacher, I feel pretty confident.

How mindfulness can help lawyers build confidence

How did this happen? What steps helped? What does mindfulness and compassion have to do with confidence? I will share all that and more in a CLE that I created by accident but quickly became my favorite to deliver. That CLE is Real Confidence: Essential Mindfulness Skills for Law Practice and Life. I’ll be presenting it live for Lawline, one of the largest online CLE providers, on July 10th at 10 AM EST.

How did I create this by accident? A few years ago, I was asked if I ever speak about “imposter syndrome.” I admitted that I had nothing prepared and delivered a session on compassion instead. In the minutes leading up to that event, I spoke with the organizers and imagined out loud how I “might” go about talking about confidence if I got the chance.

Image describing details of confidence and mindfulness CLE for lawyers coming to Lawline

Why I love this CLE about confidence for lawyers

Shortly thereafter, I was asked to speak to young lawyers and pitched that very same idea. The organizers loved it and so did the young lawyers in the audience. After doing the session, though, it occurred to me that all lawyers could benefit from this session. I soon got the opportunity and delivered it for a group of defense lawyers in Arkansas. To see how that went, check out the testimonial from Jamie Jones on my speaker page.

As I learned, this session is so fun to deliver because it’s practical. Despite our sometimes austere exterior, lots of lawyers struggle with anxiety, self-doubt, and imposter syndrome. The big secret I learned from years of mindfulness practice and training is that you don’t have to deal with all aspects of these conditions at once.

Instead, mindfulness practice helps you focus your attention in a specific way. This allows you to break fear and doubt into pieces and examine each with kind curiosity. Over time, you can learn strategies to manage anxious thoughts, deal with the physical symptoms of fear, and manage the emotions that come up as you do hard things.

How to participate in or watch the CLE

That’s what I will teach in the CLE and, to boot, you should get CLE credit in most states. Join me on July 10th if you want to participate in discussion, ask questions, or share strategies that worked for you. If you can’t make it live, though, you can always catch it on-demand later and contact me with your questions.

To get details or register for the event, check out the page on Lawline here. If you want to experience how mindfulness can support confidence immediately, check out some of these meditations here:

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What Is Confidence Really and How Can Mindfulness and Compassion Support It?

There is a common idea that confidence is this feeling of empowerment. Some people define it in the negative as if it the absence of fear or doubt. I don’t like those definitions. Perhaps they are true for some, but based on my own experience they are incomplete.

I think confidence is more of a process than an emotion. Thus, the test can’t be how you feel in any given moment. It has to be based on what you do over time.

Moreover, I think there’s danger in the idea that confidence requires feeling strong and powerful. That idea can create the illusion that there’s something wrong with you for being nervous in new or high-stakes situations. It’s also fodder for the notion that you’re better off waiting to act until you feel stronger, better, and more sure. The problem with that as it that confidence comes from action and facing challenges.

So, when Attorney at Law magazine reached out to me to ask for a guest blog post, it didn’t take long for me to come up with a topic. I knew I had to write about confidence and explain it is really. I also wanted to explain why mindfulness and compassion are powerful tools for building confidence.

To learn more, check out the full guest post here:

Real Confidence: How Mindfulness and Compassion Can Help Lawyers Manage Anxiety and Trust Themselves

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Four Reasons Why I Don’t Like the Term “Imposter Syndrome”

It’s no secret that I am a self-doubter. I have struggled with it since I was a kid and, despite all my mindfulness training, I don’t think it’s ever going to go away. Doubt, it seems, is a part of my personality. So, you might be surprised to know that I don’t really like the term “imposter syndrome.” Clearly, I don’t dispute that the phenomenon occurs. And I know how self-doubt, even in the face of overwhelming evidence demonstrating competence, can harm individuals and the organizations who need their talents. But I just don’t like the implications of what the term “imposter syndrome” conveys. Here are a few reasons why.

1. It Pathologizes What Might Just Be a Normal Human Experience.

A “syndrome” doesn’t have to be a medical condition, necessarily, but that is the most prevalent use of term. By saying “imposter syndrome”, therefore, we are reifying the notion that self-doubt is somehow aberrant or harmful. Certainly, as stated below, I don’t doubt the potential for harm on an individual or social level. I am saying, though, that the idea of self-doubt as inherently problematic may not be altogether fair.

Sure, self-doubt hurts and at times it can put us in boxes that we may have to escape. But it is part of the human condition too. Self-doubt, like all so-called negative emotions and experiences, doesn’t necessarily have moral value. Instead, it’s a state that comes and may go if we learn to let it. In my experience, it’s also a personality trait that, when balanced with some care and courage, can have beneficial results. I’ve learned to accept that, though my own self-doubt drives me nuts on occasion, it also makes me check my facts and keeps me honest, humble, and connected to my human experience.

For this reason, I don’t like the implication that “imposter syndrome” is inherently wrong because that view can contribute to self-judgment and impede the understanding and self-compassion that are needed to keep doubt from impeding growth. I think the better approach is to recognize that self-doubt is a part of the human condition and to account for it, with appropriate supports, as part of the healthy path to growth.

2. It Suggests that We Should Feel Solid in Our Identities, Despite the Fact that They Are Always Changing.

Identity is at the core of imposter syndrome. The use of the term “imposter” is intended to convey an experience most of us have had: that other people will somehow discover we aren’t as perfect/talented/smart/capable/kind/beautiful/worthy/lovable, etc. as we may seem. If you break this down logically, you will see that the concern here is that our “true” identities may not measure up to the perceptions others have of us. If you know anything about Buddhist philosophy, however, alarm bells should be ringing in your ears because, according to that school of thought, no true identity in fact exists.

The concept of “not self” or “anatta” as it is traditionally called tells us that there is no stable and lasting self to which we can cling. And even if you haven’t studied Buddhism, you can experience this for yourself. Go ahead and look for your self. Or watch that self of yours behave over time and in different contexts. You can test me on this if you like, but I bet you’ll find it hard to find a sold, steady self in there driving the bus of your life.

What does this have to do with imposter syndrome? Well, imposter syndrome suggests to us that it’s a problem if we feel unsure about our identities. If you look at it from a “not self” perspective, though, it’s not a problem at all. It actually is far more consistent with reality than the so-called “confident” and “normal” people who don’t question their identities. Now, of course, when this analysis becomes protracted, painful, and gets in the way of necessary action or growth, that can become a problem. But those issues are likely to be the result of attempts to cling too tightly to identity. The way out isn’t to strive to feel more solid in our identities, but instead to recognize that identity shifts as life changes and so doubts about it inevitably may arise.

3. It Suggests that People Who Don’t Doubt Their Abilities Are Necessarily Higher Achievers or Better Performers.

How many times have you been told that confidence is essential to success? Probably many, many times, right? Well, did you ever ask that person what confidence means? If you did, they’d probably look at you quizzically and say something like “You know, feeling good about yourself. Feeling capable or self-assured. Feeling strong.” That’s close to the dictionary definition of the term “confidence” to be sure.

But, does this mean that, in the midst of a challenge one must in the present moment feel capable, strong, or self-assured to get good results? As a lifelong self-doubter and high-achiever, I can tell you that’s not true. Not all self-doubt impedes performance. As I’ll discuss when I review The Confidence Gap, it’s the self-doubt that impedes action which is the problem.

And that’s the problem with thinking of imposter syndrome as a syndrome. It doesn’t distinguish between the self-doubt that should be expected with growth and new challenges and the self-doubt that keeps us from taking the actions necessary to grow and face challenges. To truly understand that distinction for ourselves, we need to look at our self-doubt without judgment to see how it affects us.

If we assume it is inherently bad or detrimental, we may get the wrong idea that we are destined to fail or be stuck in our current circumstances until we can force ourselves to feel assured even in the face of risk. But, that’s not confidence, that’s bluster and potentially arrogance and it doesn’t necessarily translate to better long-term performance. So, instead of focusing so much on the detriments of imposter syndrome, it may be more effective to re-think what confidence really means.

4. It Suggests that the Problem Is with the Individual When We Are All Interconnected.

Finally, I don’t like the term imposter syndrome because it perpetuates the myth of separation. While the nod to identity in the term acknowledges that we are social beings with deep needs for social approval, most of the discourse on the subject has focused solely on the individual experience of it. Last year, the Harvard Business Review offered a refreshing take on the subject which suggested that imposter syndrome for many may be the byproduct of systemic bias. In this discussion, the authors suggest that it is time to dispense with the notion that individuals must fix themselves by overcoming imposter syndrome because, instead, we might spend our time better fixing the systems that have created it.

That’s a pretty good point but I might also add that there are some other cultural biases at play here, including the preference for certainty, authoritarian leadership, and the aversion to vulnerability and emotions in professional life. In this way, I’d agree that the emphasis shouldn’t be on “fixing” the people who have experienced imposter syndrome.

Perhaps, the emphasis should be on creating a society and workplace culture where people, including leaders, feel safe acknowledging risk and doubt. To do this, we probably need the talents and wisdom of the people who know what self-doubt feels like and what to do about it. If the advice continues to be that imposter syndrome must be shed before leadership and success can occur, we may never get the leaders who can help us make that change.

In short, I don’t doubt that imposter syndrome occurs. I have experienced it most of my life. But I don’t like the way it is portrayed most of the time because it is at odds with my mindfulness training and my life experience. I don’t think my self-doubt makes me a bad lawyer or poor leader. Rather, I think facing my self-doubt and learning to care for it is what makes me a great leader and courageous lawyer. So, instead of focusing on ridding ourselves of imposter syndrome, overcoming it or even fixing it, maybe we should learn instead to accept ourselves as we are and life as it is to build the skills needed to face the inherent doubts, risks, and uncertainties in life and work.

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