Lawyers generally exhibit a lower emotional intelligence than other professionals, so that adds an extra burden on the legal profession to identify, develop and appoint emotionally intelligent leaders who can lead us to success in an increasingly challenging marketplace.
Full Answer
Most importantly, emotionally intelligent lawyers communicate better, avoiding the No. 1 reason for disciplinary and malpractice claims in the U.S. and Canada. Further, while emotional intelligence can’t compensate for willful misconduct, there is evidence that unmanaged emotions like anger and frustration — and the habit of avoiding ...
Sep 19, 2017 · When it comes to working in the largest and most competitive law firms, your ability to advance and thrive will be largely determined on the basis of your (1) intelligence, (2) work ethic, (3) ability to persevere, and (4) social or emotional intelligence. If you do not have most or all of these qualities, you will experience resistance if you insist on trying to work in …
It has to be understood that anyone with an IQ of around 100 can do just about anything they want. In the case of legal people there are a fair number with IQs of less than 100. This is really important information to a person starting out on life’s adventure. It means that if you can cope with the schooling then the world is open to you.
Mar 09, 2009 · The average score of 100 does not refer to actual IQ, which would leave lawyers with an alarming average IQ of just 108. It is a standardised mean based on a range of tests on literacy, numeracy and general ability. A difference of 8 per cent in scoring amounts to a much greater difference in actual intelligence.
Age Average | The average IQ score by age |
---|---|
13 year Old | between 40 and 65 |
14 year Old | between 60 and 80 |
15 year Old | between 70 and 90 |
16 year Old | between 70 and 90 |
Hi, I'm Harrison Barnes. I'm serious about improving Lawyers' legal careers. My only question is, will it be yours?
Harrison is the founder of BCG Attorney Search and several companies in the legal employment space that collectively gets thousands of attorneys jobs each year. Harrison is widely considered the most successful recruiter in the United States and personally places multiple attorneys most weeks.
Upload your resume to receive matching jobs at top law firms in your inbox.
The lawyers will tell you they are only serving the best interests of the client. However, in the wrong hands this is just an excuse. Court room antics have become a game of “winning”. Some people even think a “good” lawyer is someone who wins when his/her “side” should have lost (and justice has been subverted).
And, this is the range into which men of average or just above average intelligence sink when under the influence of alcohol; alcohol reduces I.Q. by up to about 25 points while drunk (own data), which explains why many drunk men are violent and aggressive (own hypothesis).
The most intelligent non-human animals, such as some crows, chimpanzees, bonobos, parrots, and dolphins, are in this range. Bonobo or chimpanzee I.Q. scores are sometimes even quoted as high as 80 or 90, but those are childhood age-peer scores that correspond to adult I.Q.'s of only just over 40.
About 113 back in 1992-94 with a wide variation. But, this depends. The law degree is getting a lot more diluted these days.
In addition it is known that I.Q. has the greatest significance to real-life functioning (and the highest correlation with " g " , the common factor shared by all mental ability tests) at its lower and average ranges, and becomes less important as one goes higher; the more you have of it, the less important it gets, just as with money. It is unknown whether I.Q.'s beyond about 140 have any extra significance.
The I.Q.'s are expressed on a scale with a general population mean of 100 and standard deviation of 15. They refer to scores on adult tests only, by adult norms. The exact cut-offs for the ranges are arbitrary, and one should realize that functioning may depend on more than I.Q. alone.
nd since we possess no physical, absolute scale of intelligence, these questions are hitherto meaningless altogether.
The study, carried out by the Centre for Market and Public Organisation (CMPO) at Bristol University, suggested that lawyers have moved closer to average intelligence over the past 12 years.
The average score of 100 does not refer to actual IQ, which would leave lawyers with an alarming average IQ of just 108.
The first defence of any law firm or chambers when confronted with this fact is that they hire purely on merit, regardless of background. The CMPO study challenges this argument. It found that, although the comparative wealth of lawyers’ parents had increased between the two study groups – born in 1958 and 1970 – their scores in IQ tests had moved ...
It is possible that the average person in the UK is now better educated than in the past , but it is difficult to prove either way. If, as this research suggests, the law now calls on a broader range of abilities than in the past, this should be welcomed. As many posters pointed out, IQ is not the only measure of intelligence.
As many posters pointed out, IQ is not the only measure of intelligence. Whether it will be welcomed by the legal profession or not is a different matter. After all, ignorance is bliss.
Some legal practices require outstanding analytical skills. Others put a premium on being able to focus. Yet others require high-level communication and verbal skills, whether written or oral. Ideally, a person’s intellectual abilities are matched well with the type of work they are doing.
And while judges tend to be more intelligent than standard-issue lawyers, there are definitely significant differences in intellectual ability even among judges at the same level of the judicial system. Everyone knows that there is a spectrum of intelligence in the legal industry. But is there a baseline level of intelligence ...
It would be too easy to say that lawyers need a certain IQ, or EQ, or LSAT score to succeed. The reality is more complicated. Almost anyone who passes the bar has an above-average IQ, for example. In some respects, however, using metrics like IQ or GPA or LSAT scores to grade a lawyer’s intelligence and potential is just like using the 40-yard dash as a tool for evaluating football players. Yes, there is a baseline that needs to be met. Jerry Rice would not have gotten a chance at all if his 40-yard dash time was closer to mine than it was to that of elite sprinters. But once that baseline is met, there still needs to be a real evaluation of whether the player (or lawyer) has the skills to succeed in the game (legal career) itself. And that means looking at the types of intelligence that have proven valuable in a particular practice area, for example. Some legal practices require outstanding analytical skills. Others put a premium on being able to focus. Yet others require high-level communication and verbal skills, whether written or oral. Ideally, a person’s intellectual abilities are matched well with the type of work they are doing. Because a lot of the reason lawyers fail is not because they are not smart enough, but because they are not the right kind of smart for the job they have.
In some respects, however, using metrics like IQ or GPA or LSAT scores to grade a lawyer’s intelligence and potential is just like using the 40-yard dash as a tool for evaluating football players. Yes, there is a baseline that needs to be met.
The legal industry is full of highly intelligent people . In the opinion of some, Justice Scalia among them, there are too many smart people in law. Or at least too many people who could be making contributions to society in other ways, but are choosing to be lawyers. This “criticism” is interesting, since it says more about the place of law in society than it does about those “super smart” lawyers who could have become scientists or even artists. There is obviously something about law that attracts highly intelligent people. Perhaps it’s the ambiguity, or the illusion of “progress” as precedent develops. Or maybe smart people prefer to sit behind a desk, bag of honey-roasted peanuts within reach, instead of holding a job that requires physical labor.
Yes, your default Biglaw attorney is an intelligent person. But intelligence is relative, and the question for those who have to decide whether to hire a new attorney, for example, is whether that job candidate is intelligent enough. Part of the answer will depend on the job criteria, of course. But the other part of the answer is whether ...
The IQ scores of participants in the Terman study of gifted individuals (who had minimum IQ of 134 ) were positively correlated with lifetime earnings.
However, some jobs have much more knowledge and experience required, so it takes decades to become an expert. Even further than this, we could divide jobs into those that require a great deal of knowledge and those that don’t require so much knowledge but do require a strong ability to reason in novel ways.
Evidence from several meta-studies shows that when performance is measured using work-sample tests, the correlation between GMA and performance is 0.84. When supervisor ratings are used, the correlation is lower, at 0.74 for high-complexity jobs. 5
GMA mainly influences performance through the rate at which people learn knowledge relevant to the job – people with higher GMA learn faster. 11 But GMA predicts success even when you take account of job knowledge. With high GMA, people are more able to go beyond existing job knowledge and make judgements in unfamiliar situations. 12
There are 3 main measures of work success: All three are predicted by GMA. First, GMA predicts performance on work-sample tasks and ratings of supervisors. Evidence from several meta-studies shows that when performance is measured using work-sample tests, the correlation between GMA and performance is 0.84.
Personality. You might think that personality matters more than GMA – some people seem to have the kind of drive that leads to success. And this is true – personality does matter, but less than general mental ability. 16 The consensus model of personality suggests that there are five fairly independent dimensions of personality.
The importance of experience is unclear. Some studies suggest that experience is less important than mental ability. 19 Even more surprisingly, the more experience you have, the worse experience is as a predictor of success. 20 For people with 0-3 years experience, the correlation between experience and performance is .49 but this drops to .15 for people with 12+ years of experience. Conversely, the strength of GMA as a predictor increases the more experience you have. With 0-3 years of experience, GMA correlates with performance at .35 but this rises to .59 for people with 12+ years of experience. One source suggests that after a few years, additional experience doesn’t lead to more job knowledge and therefore doesn’t increase performance. 21
If the jurors don’t understand the case or don’t base their decision on the relevant evidence, that is in part your fault. It is your job as attorneys to know your audience, to know how they think, what is persuasive to them and what is off-putting. It is your job to make your case interesting, understandable, and compelling.
There is a belief that higher status, higher educated, more intelligent, higher income, white male jurors are defense jurors because they will decide things more rationally, and base their decisions only on “evidence” and “logic” instead of “emotion.”.
Confirmation bias also affects the decisions attorneys make in jury selection. There are long established stereotypes based on demographics like race, gender, age and education about who makes a “good” defense juror and who makes a good plaintiffs juror. There is a belief that higher status, higher educated, more intelligent, higher income, white male jurors are defense jurors because they will decide things more rationally, and base their decisions only on “evidence” and “logic” instead of “emotion.” There is the belief that lower-educated, lower-status, minority jurors and females will be pro-plaintiff because they will be more emotional and more empathetic, and that they will award more damages because they don’t understand the numbers. Preservation of these stereotypes in deciding who to strike and who to keep (even in the face of contradictory evidence) is not only illegal per Batson v. Kentucky 3, but making demographic-based jury selection decisions can also be seriously detrimental to the outcome of your case. Stereotypical thinking along demographic lines will lead you to keep bad jurors and strike good ones.
If everyone has confirmation bias, how can we ever select jurors who will be impartial? There is some evidence to suggest that making people aware of the tendency for confirmation bias can reduce their tendency to fall victim to it. Talking to jurors about how the process works and asking them to be aware of the potential for it to happen to them may result in them actively working to keep an open mind to the evidence and arguments presented. 4
The psychology of jurors’ decision-making. It’s your job to know how they think, what persuades and what puts them off. 2018 January. Jurors make decisions just like other human beings do, but they do so in an environment that is different from everyday individual decision-making.
When making decisions about the cause of negative events that happened to others we are most likely to form internal attributions, meaning that we are more likely to scrutinize the behavior of the individuals involved as opposed to the circumstances. On the contrary, we are more likely to place blame for our own misfortunes on circumstances, or the situation. This is what is known as the Fundamental Attribution Error. 7
What is not true is the belief that jurors are not intelligent enough to make decisions in complex cases, that their decisions are arbitrary and baseless, or that passion drives every verdict. Going into trial with that view of the jury pool will impact the way you present your case, to your detriment. If the jurors don’t understand the case ...