On May 7, TCDIP’s Emerging Leaders Group (ELG) hosted Navigating Transitions—an ELG Accelerator Signature Event designed to help early-career attorneys approach career change with clarity, confidence, and intention. Held at Fox Rothschild in downtown Minneapolis, the program created a safe space for candid conversation about the decisions (and emotions) that often come with making a move whether that’s firm to in-house, changing practice areas, stepping into leadership, or reassessing what “fit” looks like over time.

What the Conversation Covered

The panelists grounded the conversation in a simple truth: legal careers are rarely linear, and transitions can be both exciting and unsettling. Through anonymous polls and audience reflection, attendees named where they are in their careers, whether they’re already considering a change, and what comes to mind when they think about transitioning. From there, the panel explored the “why” behind career moves, the concrete steps that help you prepare, and the realities that often surprise people once they’re on the other side—such as shifts in pace, support systems, decision-making structures, and expectations.

Across stories that included moving from firm to public service, private practice to in-house, and large-firm to smaller settings, a consistent theme emerged: transitions go better when you prepare early and when you don’t try to do it alone. The panelists emphasized maintaining relationships, protecting your reputation, and building a “kitchen cabinet” of trusted advisors you can lean on for candor and perspective—especially in a relationship-driven legal market like Minnesota.

As the conversation unfolded, clear patterns emerged around preparation, self-awareness, and the role relationships play in career change. The ten takeaways below capture the panel’s most enduring insights—lessons attendees can return to as they navigate their own transitions.

Top Ten Takeaways

  1. Get clear on your “why” before you change anything. The strongest transitions start with self-awareness. Several panelists emphasized naming what is prompting the move—whether it’s values, growth, lifestyle, mission alignment, or shifting priorities. If you can articulate what you want more of (and less of) in your day-to-day, you’ll have a clearer filter for opportunities, advice from others, and the inevitable moments of uncertainty.
  2. Expect tradeoffs and plan for them honestly. Career changes often come with real tradeoffs—pay, predictability, autonomy, workload, or the kind of stress you carry. One panelist shared taking a significant pay cut when moving into public service and realizing the role came with more stress than anticipated. Planning ahead helps you choose tradeoffs intentionally. For example, if a move might reduce compensation, try living on that budget for a short period to see what it feels like in practice.
  3. Let humility be part of your strategy. Transitions frequently require becoming a beginner again—new systems, new expectations, and a new culture. Panelists noted that humility is an asset: be willing to learn, ask questions, seek feedback early, and adjust quickly. That posture not only helps you get up to speed faster, it also builds trust with colleagues who are watching how you show up in a new environment.
  4. Lean into relationships—your network is closer than you think. Many opportunities come through people, not postings. The panelists encouraged attendees to treat relationship-building as a consistent practice: schedule coffees, show up in person, attend community events, and stay in touch before you “need” something. Those connections can help you reality-check a potential move, share candid intel about a workplace, and keep your name top of mind when the right opportunity appears.
  5. Keep one foot in the door when you can. Leaving well is part of transitioning well. Panelists offered a simple phrase—“keep one foot in the door”—as a reminder to wrap up work thoughtfully, avoid burning bridges, and maintain relationships (including with partners and supervisors). A strong exit protects your reputation, preserves future collaboration, and keeps options open if you ever want—or need—to return to a similar setting.
  6. Research the market realities, especially for in-house moves. In-house roles can be competitive and, in some regions, limited. That means timing matters—and sometimes relocation becomes part of the conversation. Panelists encouraged attendees to gather market intel by talking to people in the roles you’re considering (and, when possible, to former employees who can be especially candid). Understanding what’s typical for your geography and practice area reduces surprises and helps you plan strategically rather than reactively.
  7. Use the role you want as a roadmap for what to build now. If you’re considering a transition in one to three years, you can start preparing today. Look at job descriptions for roles you’re interested in and identify what they consistently ask for—skills, experiences, leadership signals, and business fluency. Then use your current role to build that résumé: seek stretch assignments, volunteer for opportunities that broaden your exposure, and intentionally develop a story about your growth that you can confidently tell in interviews.
  8. Know what you’re gaining and what you might miss when moving between settings. The panelists underscored that the “same job” can feel very different in different environments. Large firms may offer deep resources and built-in support; smaller settings may feel leaner, requiring everyone to “row faster” to stay afloat. In-house roles can move at a faster, more reactive pace and may involve decision-making by committee. Understanding these structural differences upfront helps you choose an environment that aligns with how you work—and prepares you for what will feel new.
  9. Be open to a non-linear path, including a step back. Not every transition is a straight climb. Some moves involve stepping back in title, pay, or seniority to gain the experience you need for the long term. Panelists normalized that tradeoff—especially early in a career—when it meaningfully expands skills, opens new doors, or brings you closer to the work and life you want. Focus on trajectory and alignment, not only the next rung on the ladder.
  10. Make values-based decisions, not just résumé-based decisions. This was the throughline: listen to your inner voice, reflect on your working style and priorities, and build a repeatable framework for evaluating opportunities. Ask multiple people at the same organization the same questions—do their answers align, and if not, why? Consider the people you’ll work with, the culture you’re entering, and whether you can see your whole self thriving there. When you’ve done your homework, trust your instincts and make a clear choice you can feel good about.

Thank You + Stay Connected

Thank you to our panelists for sharing candid lessons learned—and to Fox Rothschild for hosting this meaningful conversation. We’re grateful to everyone who joined us, participated in reflection, and helped create a supportive space to talk about the realities of career change. If you attended, we encourage you to complete the program survey so we can continue building ELG Accelerator programming that is practical, relevant, and community-centered.