The Legal Advocate

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Category Archives: Executive Director Letters

November 2015 Executive Director’s Letter: Taking Stock

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Lockwood_KarenDear Friends,

Thanksgiving, which you and I will prepare for over this weekend, is the time when my thoughts turn to my own year-end gratitude and the reflection of taking stock. I imagine you are the same.

What do you take stock of? Here are some of my zones of interest:

  • Accomplishing our mission at NITA
  • Accomplishing my goals—within my profession, and with my family and friends
  • Balancing my net effect on the larger world, in ideas, commitment, contributions
  • Oh yes, and then there is balancing for ending the tax year, for the full use of flexible spending accounts, for engagement with friends, and for the hours I devoted to exercise versus the hours slipping away to . . . well, to whatever

In this time, I think about the organizations that I support with my talent and tribute.

When you take stock of your donations of talent and tribute, please think of NITA. NITA remains vibrant and impactful—zero-balance-budget and all—because of these two types of donations. When you attend NITA programs, you are taught through the volunteered talent of terrific faculty members. When you attend NITA on a scholarship, or in a public service program, you are learning because of dollars contributed to us to make it possible for us to support you.

Whether you usually contribute talent or tribute, I hope you will place NITA at the top of you giving list in 2015. We need your dollars in order to carry our missions forward.

And that you place us at the top of your list for 2016—start planning your participation in NITA now!

Please call me if you would like to talk. You will enjoy reading through The NITA Foundation section of our website for more information on the purposes of our funds. You can also catch up on what The NITA Foundation is doing by reading the latest edition of it’s newsletter, Giving Voice. Please let us know if you wish to have more information. I look forward to talking to you.

Please join those who give loyally every year. I look forward to writing my personal thank-you letter to you.

Join us. We are growing. We make a difference. NITA needs you in order to continue our organization’s huge contribution of talent and tribute.




Karen M. Lockwood, Esq.
President and Executive Director
National Institute for Trial Advocacy

October 2015 Executive Director’s Letter: Autumn Acknowledgements – NITA’s Staff Rocks!

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Lockwood_KarenNITA’s staff is stupendous. Let me share some of the ways.

Every person at NITA passionately owns our mission. They rejoice when participant praise comes in. They laugh and high-five when a program enrollment goes off the charts. They read, just as you do, Vanessa’s emails announcing new case files and books. They always say they love working for NITA because it is such important work.

Every person at NITA is really busy. They are focused on dual rivers of responsibility.

  • One river carries out tightly designed processes flowing across 200 programs , a live recording studio, fresh publications timely created, and a tight budget. In this river, staff weaves countless detailed elements, using best practices, that communicate NITA’s offerings and its value to the marketplaces we touch.
  • The second river is one you do not see from the outside. But it is equally important. It is constant innovation and realignment of how we do our work. The staff is ever restless to get more done faster, better, and with greater impact. They bring to that restlessness both creativity and NITA-love.

I want to spend a minute on the second river. It has brought you the benefits of an integrated marketing practice that continues to build on data we own. It engages with you as faculty to discern and create new content that is right for today’s market. It envisions how we can improve the way we organize the staff’s work teams. You will learn more about new Program Specialists we have welcomed recently, filling vacancies from recent departures of great folks who moved on up their career path. You will learn as 2016 opens about an important initiative to integrate sales across all program types, and to build a team that can leverage the improved marketing data and the customer relationships we groom.

With all of that, here is the most impressive thing.

Our staff members know and completely believe that NITA is You.

  • You, our program directors and faculty.
  • You, our program participants who bond with faculty in the programs, who strain and sweat to perform at levels beyond your expectation.
  • You, our law schools and professors who understand experiential learning; who know that NITA is unique in the way we integrate learning to include confidence, experimentation, and quality.

Please remember today and every day to thank our folks for their service. Facilitate their work in helping you. Team with them as we strive together to place NITA’s name strongly in every region of the US and before every lawyer who should join us.

Thanks to every one of you.



Karen M. Lockwood, Esq.
President and Executive Director
National Institute for Trial Advocacy

September 2015 Executive Director’s Letter: Jurors Bring Implicit Biases With Them. Can They Be Fair?

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Lockwood_KarenI have questions about how to rethink empanelling juries in order to take account of new brain research. Over the last decade, brain research has established the immutable presence of “implicit bias” in every human brain on earth. Those biases influence our behaviors and judgments in ways that are unrecognizable to the person who owns the brain.

Without this research, we have used age-old techniques to empanel a jury. We question each juror about the ability to judge “fairly” (without bias). Yet a truthful answer to that commitment question is impossible as to implicit biases. By definition the juror does not recognize what biases are harbored in his brain.

Explicit bias in jurors is a topic well known to trial lawyers. We watch for it, and use peremptories. As to their invisible and real “attitudes,” we do what we can to discern what attitude they will likely have to our fact situation, our theory of the case, and our cast of players at trial. But what latitude do we have to address implicit bias? What latitude could we use if we had it?

We use little latitude for implicit bias. Typically we use our own presumptions about what observable characteristics and background to infer potential attitudes that a juror would bring to the case. What is the scope of the “observable” characteristics? It includes the most skeletal information about occupation, the observable individual characteristics such as color of skin, presumed ethnicity, and presented gender. And our own human brains (also necessarily incorporating our experiences as implicit biases) lack facts to use as we seek to make good and fair judgments about a juror.

Whether we have more latitude is untested, and unanswered.

Clearly this bears new thinking.

  • Can counsel use the voir dire process to discern implicit biases based on stereotypes of race, gender, national origin, LGBT differences, and more? How?
  • During trial, how can counsel recognize moments when implicit bias lurks, and use witness examination, and argument to negate the bad effects of implicit bias?

On the first question, lawyers and judges on our NITA Bias in the Courtroom panels this year have coalesced around one basic technique that is both procedurally possible, and potentially helpful if it has any effect at all. That technique is this: the judge can caution the jury, in the preliminary instructions before opening statements, to watch for and recognize their own assumptions and stereotypes in the course of listening to witness testimony. Beyond that, lawyers have to groom their own powers of perceiving the moments where implicit bias may exist, and find a way to alert the juror that such biases may influence his perceptions without his awareness.

On the second question, we are largely unpracticed at using voir dire to alert jurors to the inevitable existence of implicit bias. Further, alerting them in theory to the existence of implicit bias cannot be enough. The progress to be made is in developing techniques to ask for the jury’s commitment. To make use of the principle that when a person of good will recognizes that he is reacting from an implicit bias, he would more likely self-correct. Self-correction means that the implicit bias ends up not influencing his behavior.

I invite you to share your ideas on the following question: “In trials, when you know that implicit bias is likely to be cued, how can use opening, witness examination, closing, and instructions toward negating the power of implicit bias?”




Karen M. Lockwood, Esq.
President and Executive Director
National Institute for Trial Advocacy

August 2015 Executive Director’s Letter: Women Trial Lawyers – Brilliance Is Shining

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Because we are NITA, and because we enroll nearly comparable numbers of men and women across our live programs for trial skills and depositions, we know several things:

  • Lawyers who learn, practice, and perform at trial excel in advocacy without distinction among gender.
  • Lawyers care about using the best advocates, paying attention to the diversity of the advocates who appear at trial. And women are ready. They bring their commitment, a competitive spirit, and the drive to master their courtroom impact into our programs.
  • Women in First Chair at trial are vastly underrepresented. This need not be.

Marshalling the strength of this half of trial bar remains an unfulfilled imperative. Brilliance shines. But competition for first chair favors the incumbents. Bringing the balance, variety, talent, and credibility of a woman trial lawyer to the jury and judge requires that each of us stop. We read and learn where the career obstacles are. We coach the woman and champion for her, to overcome the obstacles. For the women you know, right there in your practice, do it personally. Whatever your gender.

1974. The vice-president for sales of a very large public company learns I am embarking on law school. “A woman! What do you want to do,” he says at the picnic. “Be a litigator? That is nearly impossible for a woman – grinding, long hours, tough world.” I believe him to be urging me by misdirection to follow that plan. If not, it doesn’t matter: I take the red alert to heart. (And from it, am indeed spurred on.)

1982. The three women partners at our DC firm of 90 lawyers gather the 15 women associates (we are a progressive firm) in the building lobby for lunch out. The elevators bring cab after cab of partners down, elbowing their way through our small throng. Glancing up to wonder about this crowd, this expression crosses their lips – or their faces. “Oh! Ooooohhh.” (Point made.)

1994. We six women partners in a prominent boutique firm of 90 lawyers gather our 25 women associates for a chat in the gorgeous windowed conference room: 250⁰ river views, and beers in a bucket. “Let’s think about how we can get together regularly, support each other and champion each other.” There is little interest. Why? They do not see a reason. Rather, the risk of labelling themselves as unique amid their male associates warns them off. (“Oh. Oooooohhh.” Our turn, different angle.)

2005. Across the country, the broad culture around women in law remains silent, symptomatic of the 1995 days. The playful urges, the purposeful championing of women – it has gone away, perhaps thought unnecessary, likely unpopular. And, thus, certainly risky.

So, in 2006, we at the WBA in DC convened 220 lawyers to talk engage in finding solutions. For 16 hours over 4 monthly sessions, managing partners and bar leaders eagerly exchanged the frustrations and the ideas around elevating the talent and success of women lawyers. The WBA’s published report covered Women in Law Firms (Creating Pathways to Success, May 2006). Silence ended. Continuing reports covered Women of Color (Creating Pathways to Success for All Women, May 2008), and Women Corporate Counsel (Navigating the Corporate Matrix, May 2010)

Focusing on women trial lawyers, is it better now? An important new research report was just released by the ABA Commission on Women in the Profession. First Chairs at Trial – More Women Need Seats at the Table (ABA Commission on Women, June 2015).

This report, an empirical study of cases filed in the U.S. District Court for the Northern District of Illinois, displays the substantial disparity of women as lead counsel as against women in the profession. It depicts types of cases in which women are more present, and less. Best practices are laid out for law firms, clients, judges, law schools, and women lawyers themselves.

In 2005, DRI also convened a task force to address women at trial. [A Career in the Courtroom: A Different Model of Success of Women Who Try Cases (DRI Women’s Committee, trial lawyer study (Defense Research Institute Task Force on Women Who Try Cases, 2005)]

These reports – and others like them from the Utah Women’s Bar and elsewhere, integrate the puzzles of the practice environment, the pressures that women face, the systems and structures of the practice, and the importance of fixing the imbalance of women in trials. Those are the starting points for understanding the factors at play, rather than relying on personal opinion. I commend them for reading.

And I advocate that we all pursue excellent trials by opening the access to first chair for the best trial lawyers – without leaving behind the women, lawyers of color, and lawyers in other groups that deal with culturally maintained stereotypes. Indeed, bringing forward that talent requires positive action.




Karen M. Lockwood, Esq.
President and Executive Director
National Institute for Trial Advocacy

July 2015 Executive Director’s Letter: NITA’s Annual Report, A Happy Glance Back, New Things Ahead

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We look back every year to count our programs, the people we reach, the faculty we thank, the public service program impact, and the liveliness of our famous publications both bound and digital. I am proud to say, “we are so proud!”

Please, now, click here to enjoy our visual, colorful 2014 Annual Report. I explain how we carry this forward in 2015.

  1. For publicly enrolled programs, in 2014, 924 NITA faculty trained 1863 attendees at 65 publicly enrolled programs, plus 37 who took on-line programs. Lawyers from all 50 states attended, plus 5 continents. We continue to train and deepen our faculty bench. Send us referrals to the best trial lawyers in your region!
  2. For custom programs, including those exclusively for public service attorneys, in 2014 NITA trained 3241 attorneys, 19% of whom are in public service practices. We continually expand our custom offerings based on the client’s objectives, and invest in continuing our public service work.
  3. For video content, studio71 is exploding. In 2014, on-line integrated learning tools were selected by 8235 lawyers, from 384 presentations available, amounting to 4376 hours viewed. Our video library is strong and growing. Our signature new trial and deposition lectures and demonstration are coming online. These streaming tools mirror the high quality and intensity of NITA’s programs, and are elected for certain programs as bonus tools.
  4. For publications, our famed and unique case file collection grows and updates, targeting new types of disputes, factual scenarios that mirror our online culture, and more. In 2014, we report 144 active case files. We have many more case files than you would have heard of – you should use more of the gems in the collection. Pick them to make your class or program new and unique. Email Jennifer Schneider.
  5. You can’t say “publications” without saying “eBooks too” for our NITA treatises, guides, and more. In 2014, 70 of our non-case file titles were available in eBook format. These collections expand annually. Check back twice a year with the semi-annual catalogue, or online any time. NITA pubs: unique, practical, organized for quick reference, the best balance in a case file.
  6. The NITA Foundation gave 107 scholarships in 2014 – making a big difference to that many lawyers. But 201 applicants left an almost 50% shortfall in the scholarship funds available. We aim to increase our donations from $144,935 in 2014 to over $200,000. Please help here. Our Giving Voice online newsletter will inspire and explain.

I would love to hear from you. Email me, call my office. There is nothing more important to NITA than you, our faculty, attendees, admirers, supporters and friends. Spread the word in your regions, to your friends!




Karen M. Lockwood, Esq.
President and Executive Director
National Institute for Trial Advocacy

NITA’s team of practicing lawyers, professors and judges from around the nation dedicates its efforts to the training and development of skilled and ethical legal advocates to improve the adversarial justice system. NITA's Goals are to:
  • Promote justice through effective and ethical advocacy.
  • Train and mentor lawyers to be competent and ethical advocates in pursuit of justice.
  • Develop and teach trial advocacy skills to support and promote the effective and fair administration of justice.
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