Key Insights

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1. Give Yourself a Hard Deadline for Career Changes.

Feeling stuck as a mid-level associate, Lydia gave herself exactly three months to find a new job. This self-imposed timeframe prevented the "ticking clock" of big law from consuming her career and forced her to take the leap into the arts.

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2. Legal Needs an Internal Brand. At Away, Lydia’s team identifies as the "Team of Yes". This isn't about ignoring risk, but about positioning legal as a creative thought partner that enables the business to achieve its goals. A clear team brand sets expectations and refreshes business partners who may have had negative experiences with "ivory tower" legal functions.

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3. Don't Wait to Hire.

Lydia admits her biggest mistake was waiting over a year to make her first hire in previous roles. She advises first legal hires to start thinking about team structure immediately, as finding the right culture fit and technical expert always takes longer than anticipated.

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4. Market Your Team Through Accessibility.

To build value, legal must be visible. Lydia recommends "office hours"—an open, no-downside hour a week where employees can drop in to chat. This provides crucial context for business decisions and makes the legal team feel human and approachable.

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5. Authenticity Beats Perfection.

Lydia advocates for a casual, personal approach to professional life. Instead of trying to prove she is the smartest lawyer in the room, she focuses on building genuine relationships—often by asking about someone’s last vacation—because people want to work with those they actually enjoy.

6. Closing Insight

Your role as General Counsel is as much about human connection as it is about legal oversight. By being your own team's "Chief Marketing Officer," you ensure that legal is seen as a foundational through-line for the company rather than a transactional roadblock.