So Much To Say: A Legal Podcast For People
Jul 9, 2026 · 29 min · 10 segments
“99% of the time, the folks on the team know what needs to happen.” - Mary Ellen Murrah What if the biggest thing holding your career back is not your skill, your experience, or your ambition, but…
Mary Ellen MurrahGuest
Megan SeneseHost
Jennifer RamseyHost
I had asked Mary Ellen about the sentence that she put through via email about labels, but I thought it was good and I should have recorded it.

I was telling Megan that this idea of labeling people kind of came up in my life with my kids.

And we were talking about labels, like you're the good kid or you're the class clown or you're, you know, you're always so conscientious.

And so it's like, I glom onto this label of mine, but it is so reductive, right? Like if we just, I'm just the good kid.

So, you know, the other kid is what, like the bad kid? Like, no, that's not fair.

And I think it happens at work, too, where we say like we give labels to people.

They put us in a box or we believe this label about ourselves or we believe this label about somebody else on the team because we're always told that this person is X rather than develop a true relationship with them and understand that they are a multitude of colors of gray.

The way that I've been opening up some of my very first like kickoff calls with lawyers that we coach is how do you feel about business development? And I did this yesterday or two days ago and the lawyer was like, I'm bad at it.

If you really want to dive down into it, you just told me your opinion, but you didn't tell me how you feel about it.

conversation in terms of so many lawyers, whether you're in big law or solo law firm owner, have put labels on themselves.

When if we really stop to think about, well, how do you feel about business development? If that person said, well, it scares me.

I had asked Mary Ellen about the sentence that she put through via email about labels, but I thought it was good and I should have recorded it.

I was telling Megan that this idea of labeling people kind of came up in my life with my kids.

And we were talking about labels, like you're the good kid or you're the class clown or you're, you know, you're always so conscientious.

And so it's like, I glom onto this label of mine, but it is so reductive, right? Like if we just, I'm just the good kid.

So, you know, the other kid is what, like the bad kid? Like, no, that's not fair.

And I think it happens at work, too, where we say like we give labels to people.

They put us in a box or we believe this label about ourselves or we believe this label about somebody else on the team because we're always told that this person is X rather than develop a true relationship with them and understand that they are a multitude of colors of gray.

The way that I've been opening up some of my very first like kickoff calls with lawyers that we coach is how do you feel about business development? And I did this yesterday or two days ago and the lawyer was like, I'm bad at it.

If you really want to dive down into it, you just told me your opinion, but you didn't tell me how you feel about it.

conversation in terms of so many lawyers, whether you're in big law or solo law firm owner, have put labels on themselves.

When if we really stop to think about, well, how do you feel about business development? If that person said, well, it scares me.
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