\Every generation of lawyers inherits a profession shaped by those who came before them. When I speak with younger attorneys in Northeast Florida, whether they are newly sworn in or still finding their footing in practice after graduating from schools like Jacksonville University College of Law, I hear a mix of optimism and uncertainty.
They are entering a field that offers tremendous opportunity but also carries a set of challenges that differ from those many of us faced early in our careers.
Student debt continues to weigh heavily on young lawyers across the country. The cost of legal education has outpaced inflation for decades, leaving many new attorneys balancing career decisions against financial realities.
At the same time, the job market has shifted. Some practice areas are expanding rapidly, while others are contracting or reshaping themselves in response to technology, client expectations and new legal frameworks. Navigating that landscape is no easy task, especially in the first few years of practice.
What I hear most often, though, is the desire for mentorship that goes beyond a passing conversation or generic encouragement.
They want guidance on courtroom skills, career paths, client management and work–life rhythms. They want honest advice on mistakes to avoid and habits to form. They want to feel connected to a community that invests in their growth.
I think the legal profession carries a responsibility to meet this demand. The next generation benefits when experienced attorneys stay engaged, offer steady guidance and share what they have learned along the way.
The attorneys who taught and supported us built confidence, character and professionalism. We should be doing the same for those entering our ranks today.
At the Jacksonville Bar Association, we aim to prioritize programs that strengthen this support network. Our Young Lawyers Section remains one of the most active in the state, coordinating education, service projects and opportunities for new attorneys to connect with leaders across the profession.
Our CLE offerings — including on-demand programming — help young lawyers stay current in emerging areas, from digital evidence to evolving courtroom technology. Committee involvement gives early-career professionals a place to build relationships, develop leadership skills and learn how the Bar works from the inside out.
Cultivating leadership among the next generation is a long-term effort that grows through consistent participation from members across the Bar. Strong leaders develop through exposure, responsibility, mentorship and the chance to contribute. If we want a Bar that continues to serve our community with excellence, we should be intentional about opening those doors.
For seasoned attorneys, this may mean taking a young lawyer to court, involving them in strategy discussions, or simply making space for questions. For firms and organizations, it may mean creating clearer pathways for growth and recognizing the importance of early professional development — an investment that correlates with talent retention and client satisfaction.
And for all of us as members of the JBA, it means modeling a culture in which young lawyers feel valued and encouraged.
Our legal community is widely regarded as one of the best places to practice in the state. This is due to our bench and Bar’s commitment to civility, professionalism and high-quality legal work.
This legacy of excellence is not self-sustaining; it is earned and preserved by every generation. The guidance we provide through mentorship is the way to prevent erosion of these professional standards.
We have inherited a great tradition. Let’s intentionally fulfill our duty to pass it forward to ensure the Jacksonville legal community remains the gold standard for all of Florida.
Brian Coughlin is a director at Bedell, focusing on criminal justice matters.