< PreviousATTORNEY OF THE MONTH ATTORNEY AT LAW MAGAZINE · MINNESOTA · V OL. 8 NO. 9 10Attorney Kirsten Schubert, Partner at Dorsey & Whitney LLP and Recruiting Chair for the Firm, is a vital force inside a law firm dedicated to help- ing its clients succeed in a competitive world. Her multi- faceted commercial practice encompasses securities class actions, shareholder disputes, ERISA litigation, FINRA actions, advisor fee litigation, internal investigations, and other disputes relating to the financial services and health- care industries. Schubert’s zealous advocacy extends well beyond her client roster to individuals and causes clamor- ing for justice. In 2018, she was recognized as National Advocate of the Year by the Immigrant Law Center of Minnesota for her work on behalf of a child refugee during the Trump Administration’s first travel ban, and in 2019, she worked with a team of lawyers to vacate the death sen- tence of an intellectually disabled man. She is also a firm leader dedicated to the recruitment and advancement of diverse individuals within Dorsey and across the profes- sion. A Midwest native, Schubert grew up in Kansas City, at- tended high school in Rhinelander, Wisconsin and earned her undergraduate degree from the University of Wis- consin, Eau Claire. She was selected for a summer associ- ate clerkship at Dorsey while attending the University of Michigan Law School, and her positive experience at the firm led to her return as an associate attorney after gradu- ation. Schubert says that as a young lawyer, she quickly warmed to the clients and issues surrounding complex commercial litigation. “In my first week at Dorsey, I was assigned to some large, complex securities cases. I found immediately that I was attracted to sophisticated, high stakes litigation, where I could work with really smart, dedicated lawyers on ground-breaking issues that are of the utmost impor- tance to my clients. I am very comfortable speaking in public and really enjoy the back-and-forth exchange of oral argument, and as a liberal arts major, it’s no surprise that I enjoy the writing aspect of this practice, which is ex- tremely important leading up to trial. I was fortunate early on to work with some great mentors, and I like the people who do this kind of work. They’re fun, and we have a good group at this firm. I like the clients too, the people who sit on boards, the executives, the advisors, and the brokers who sell the products. I fit well with that client base.” Diversity — Fundamental to Legal Excellence BY H. K. WILSON AttorneyAtLawMagazine.com 11KSSchubert is bold, upbeat and energetic by nature, qualities that serve her well in a sector that is still governed primarily by men. “Women are underrepresented in executive positions. It has been important for me not to be intimidated by the men in those jobs. My outgoing and strident style has served me well, and I’m not afraid to engage with these individuals on their level. Eighty percent of the time, I’m the only woman in the room. While our teams here at Dorsey are well bal- anced and diverse, I don’t usually see that in the lawyers sitting across the table.” In her role as recruiting chair, Schubert works closely with manage- ment and Dorsey’s recruiting and diversity professionals to promote diversity and inclusion across Dorsey’s offices. She and her colleagues are taking on a number of challenges relating to identifying, attracting, developing and retaining diverse legal talent. She says the first hurdle is seeing an increase in the number of underrepresented groups going to law school. “Our goal is to connect with students who may not have had exposure to or experience with the legal field. I am a great example of this. I did not have any lawyers in my family. My dad worked at a grocery store and my mom was a teacher, and the first time I ever thought about going to law school was when a justice on the Wiscon- sin Supreme Court came to speak at my high school. Before that day, it had never even occurred to me that becoming a lawyer was an op- tion for me. So, we are thinking of ways to get in at the ground level like that here, like, for example, recruiting high school-age students of color for internships in our Minneapolis office.” According to Schubert, once diverse students are in law school, there is a rush by firms to recruit them, so Dorsey is devising new methods for attracting diverse candidates. By way of example, the Minneapolis office recently finished this year’s on-campus interview recruitment for 2L students. More than 50 Dorsey attorneys participated in the process. Of the 12 students who were selected from nine law schools around the country, nearly 60 percent are women and 40 percent are students of color or LGBTQ. Getting the desired result requires careful preparation. Dorsey’s attorney interviewers receive training on elimination of bias and are not privy to candidates’ grades. “We have interviewers ask specific be- havioral questions designed to elicit the traits we want in our people, like resilience and accountability. It gives us a much broader picture of who our recruits are and their actual life experiences, so we are able to look at them as whole people. We can use that information to move past our biases toward traditionally privileged groups and find the best candidates, some of whom may have been overlooked in the past. I am confident that this year, we have a great group of students from diverse backgrounds who will be excellent attorneys.” Once diverse candidates come into the firm, the next challenge is reten- tion. “That’s the inclusion part of diversity and inclusion,” Schubert says. “We have mandated that all lawyers in management positions attend eight hours of inclusion training, and this year, we have implemented a new policy where associates can count 50 hours of diversity activities per year toward billable hours. That is on top of the 100 hours of billable pro bono credit that we already offer. Our commitment to diversity shows up in small things too. Our email signature blocks now offer optional pronoun identification as part of the signature. I think we’re on the cutting edge for firms across the country for many of these policies.” One of the cool things about Dorsey is that people here are authentic, we’re not afraid to be ourselves. There’s no Dorsey “mold,” we each bring something different to the table. We choose the most talented and skilled people, and we give them space to explore different practice areas, get to know our lawyers, and find what they want to do. We can do this because we’re a full- service firm, and have the resources to look at the long term. If we invest in you, we want you to stay, and we’ll do everything we can to support you and keep you, and meet you where you are.”KSShe continues, “One of the cool things about Dorsey is that people here are authentic, we’re not afraid to be ourselves. There’s no Dorsey “mold,” we each bring something different to the table. We choose the most talented and skilled people, and we give them space to explore dif- ferent practice areas, get to know our lawyers, and find what they want to do. We can do this because we’re a full-service firm, and have the resources to look at the long term. If we invest in you, we want you to stay, and we’ll do everything we can to support you and keep you, and meet you where you are. I also think because we have such supportive relationships internally, we can collaborate really well for our clients. For example, I was working with another partner (and good friend) to bring in a large, institutional client, and needed to resolve multiple conflicts over Fourth of July weekend. A dozen partners dropped what they were doing to help us get waivers and land the work. We’re a big firm, but in- timate in that we really know each other, and our personal relationships help us serve our clients better.” Many consider the law a caring profession, and Dorsey demonstrates care not only in the way that it serves clients and community, but also in the systems it has designed to support its family of professionals. From generous family leave policies, to flex scheduling, to health initiatives, to time off for personal endeavors, Dorsey honors the kaleidoscope of in- dividuals responsible for creating its outstanding legal results. Schubert felt the value of this ethos when she faced a medical emergency shortly after becoming a firm partner. “I had to figure out how to hand off work, and when I called my trial group manager, he just took it off my plate. It took time for my hours to ramp back up, and that was really stressful for me, but everyone gave me the time I needed to get back on my feet. I’m not sure it would work like that everywhere, and I think it’s what keeps us all here.” Schubert also enjoys her time outside the office. She takes horseback-riding lessons twice a week with Dorsey’s chief market- ing officer and general counsel, and she loves adventure travel. During her tenure, she has had the opportunity to visit destinations as far away as Antarctica. Looking back on her early days at Dorsey, Schubert recalls the value she derived from the firm’s diverse leadership. “When I first started, the managing partner was a woman, which was a major draw. She was one of the first female managing partners at an AmLaw 100 firm and one of the few women partners in our trial group. She was a trailblazer, and I was fortunate to practice with her. She really pushed to advance women in the firm, and showed us that we could succeed in this field by produc- ing the highest quality of work and being unafraid to assert ourselves. One of the things that has been most consistent about my experience is that nobody treated me differently because I am a “woman.” People care about my intelligence and skills, not about how I dress or “fit in.” As a young attorney, the partners trusted me with their work, shared their knowledge and experiences, and showed me what it is to be a truly great lawyer.” Dorsey succeeds through the belief that diversity is a fundamental building block of legal excellence. Schubert sums up, “First and fore- most, we do great work. We pride ourselves on our brand, and we’re proud to serve our clients. We understand that people in vulnerable communities matter, and that it is our responsibility as law firm citizens to effect social justice. We know that our internal people matter too, and that when we acknowledge them for who they are, we are better able to respond to our clients’ needs.” DORSEY & WHITNEY LLP 50 South Sixth Street, Suite 1500 Minneapolis, MN 55402 (612) 340-2600 dorsey.com Education Juris Doctor, University of Michigan Law School Bachelor of Arts University of Wisconsin Practice Areas Banking & Financial Institutions Benefits & Compensation Class Action Litigation Commercial Litigation ERISA Litigation Healthcare Securities & Financial Services Litigation & Enforcement Trusts & Estates Litigation Honors Minnesota Super Lawyers, Rising Star, 2014-2019 MSBA North Star Lawyer, 2012 and 2014-2018 Immigrant Law Center of Minnesota, National Advocate of the Year, 2018 Dorsey & Whitney, Scales of Justice Award, 2015 “ At a GlanceTop 10 - Forbes Best Banks Western Alliance Bank specializes in banking for law firms and settlement administrators. 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Its specialized Settlement Services Group brings clients years of experience and offers exceptional service supporting all phases of the settlement process. Settlement Services Group Western Alliance Bank (833) 854-2705 settlementservices@westernalliancebank.comAttorney Melissa Nilsson grew up in a small town in northeastern North Dakota, looking up to her uncle who was a District Court Judge in the area. After earning both her undergraduate degree in sociology and her law degree at the University of North Dakota, an opportunity to work as a judicial law clerk to the Honor- able James T. Swenson, former Chief Judge of Hennepin County and former Presiding Judge of Hennepin County Family Court, defined her legal path. “Judge Swenson was a wonderful mentor,” Nilsson re- calls, “and I quickly recognized that family law was the perfect place for me. I am a helper and nurturer by nature and deeply care for my clients and their futures, yet I am able to objectively analyze the issues and advise my cli- ents accordingly. These attributes are extremely important when practicing family law. As a clerk, I was able to ob- serve great leaders in the family law community and iden- tify a few firms where I would want to grow as a lawyer. Henson Efron was at the top of that list.” Nilsson joined the family law practice group at Henson Efron in 2006 and during her 13-year tenure has earned numerous honors and achieved shareholder rank. With a focus on high-net-worth and financially complex cases, Nilsson is known for her calm and empathetic poise in the face of conflict. Her knowledge spans matters including business and property valuation and division; tax analy- sis; retirement benefits valuation and division; analysis and preservation of nonmarital interests; spousal mainte- nance; child custody, parenting time, and child support; post-decree proceedings; and appeals. Nilsson says that her colleagues in each of Henson Efron’s practice groups lend authoritative support to com- posite family law questions. “It is of significant value to our family law group. We have attorneys practicing in the areas of trusts, probate and estates, tax, real estate, and business law and various areas of litigation. Family law cases often include one or more issues from varying areas of the law. The ability to seek advice from within our own firm, as opposed to spending considerable time research- ing the issue and/or seeking advice from outside counsel, is a substantial asset to our clients.” Recently, Nilsson has expanded her practice to include services as a mediator. She is a qualified neutral under Rule 114 of the Minnesota General Rules of Practice. “I certainly enjoy being an advocate and arguing in court, when need be, but I most enjoy the negotiation and me- diation processes. Developing creative solutions that can meet both parties’ objectives brings me satisfaction. I want to foster that same success in the role as a neutral.” Nilsson also has experience drafting Qualified Domestic Relations Orders (QDROs), or judicial orders that divide retirement or pension plans among divorcing couples. “Our firm has served as the plan administrator for cor- porations in the past, so we have a large wealth of knowl- edge when it comes to the drafting and implementation of QDROs. In addition, we historically have drafted QDROs for our own clients when such orders have been needed as part of the dissolution process.” Nilsson is now providing this service as a neutral, based on a flat fee arrangement to be shared between parties. A wife and mother of 4-year-old triplets, Nilsson says she appreciates the practice culture at Henson Efron, where she has the support to expand as a professional cou- pled with the flexibility to be an involved parent. As a firm leader and mentor to other women professionals, Nilsson strives to perpetuate this cycle of goodwill. “This is a spe- cial place to grow as an attorney, and there is great sup- port among the attorneys here. Our clients benefit from working with collegial professionals who are also fulfilled human beings.” HENSON & EFRON, P.A. 220 South Sixth Street, Suite 1800 Minneapolis, MN 55402 hensonefron.com (612) 339-2500 MELISSA NILSSON Delivering Clear Solutions to Complex Problems BY H. K. WILSON AttorneyAtLawMagazine.com 15In her eleventh year as an attor- ney at Stinson LLP, Adine S. Momoh has much to celebrate. She has accomplished more in a decade than many do in a lifetime. In addi- tion to her ever-expanding commercial litigation practice, she is a firm equity partner, a leader of numerous profes- sional organizations, and a zealous pro bono and community advocate. At this significant milestone, Momoh says she is looking ahead eagerly and asking, “What’s next?” Momoh is a professional of the first order. She brings uncommon vital- ity, intellect, creativity and is a trusted advisor when defending her clients in complex securities, banking, bank- ruptcy, and estates and trusts litigation disputes in state and federal courts. Al- ways looking for opportunities to use her fierce trial skills in court or dem- onstrate her problem solving skills to avoid court all together, Momoh has built her practice by focusing on sim- ply doing good work, being responsive and resilient, and learning the busi- ness of her clients, who are often in the banking and financial services, wealth management, and health insurance in- dustries. Moving Ahead With Purpose Adine S. Momoh BY H. K. WILSON ATTORNEY AT LAW MAGAZINE · MINNESOTA · V OL. 8 NO. 9 16A first-generation American whose parents emigrated from Sierra Leone, West Africa, Momoh perceived her calling to be a lawyer at only 6 years old. She achieved the highest marks throughout her academic career, cul- minating in a stellar collegiate per- formance that included a triple un- dergraduate major, and finally, a law degree. “My parents always instilled the values of education and working hard. They also taught me the impor- tance of giving back and remaining humble. Those values really showcase themselves well in the legal profes- sion. Sometimes, people are drawn to the legal profession because of a particular incident or life event. In my case, in a strange way, I feel the law was drawn to me. I never wavered from my path, and I have always wanted to make my parents proud.” In law school, Momoh demon- strated a gift for thinking on her feet, and she excelled in both written and oral argument. She worked as a sum- mer associate at what was then Leon- ard, Street and Deinard, P.A., and was invited to return as an associate at- torney upon graduation. “This is the only firm where I have been a prac- ticing attorney. I felt it was the right place for me, especially with respect to their commitment to communi- ty, pro bono and diversity. This was originally a Jewish firm that started because at the time, hardly any firms in the Twin Cities would hire Jewish attorneys. That history resonated with me as a first-generation American and a black woman.” Momoh has served on the firm’s recruiting committee and diversity and inclusion committee, giving her voice to issues surrounding attorneys of color at all stages of their careers. “I know what it’s like to have a question you’re not comfortable asking, or not getting the work you want and not be- ing sure if it’s because of your race or sex. I feel comfortable now being able to share that voice and perspective so the firm can continue to improve on the work it’s doing to help diverse at- torneys succeed while they’re here.” In Momoh’s view, the conversation about diversity and inclusion is in- tensifying in legal, business and non- profit sectors, but there is still much work to be done. “There is more talk about making sure an organization reflects the community it is trying to serve and partner with. And in the le- gal environment, people now unders- tand that clients are demanding it and will likely get a better work product with a diverse team. But with respect to diversity, it’s not just about getting the numbers up. It’s also about do- ing the work to help people want to stay. That’s the hard work we haven’t quite figured out yet and that we don’t have the data for.” Momoh added, “As human beings, we all want to be social and work in a place where we feel comfortable and where we can be authentic. At Stinson, we are working to improve our workplace culture to create a community without closed doors.” Momoh recently completed her term as the first black woman and youngest attorney to serve as presi- dent of the 8,000-member Hennepin County Bar Association (HCBA) dur- ing its centennial year. A trial advocate who is ever ready to engage and take on her opponents in the courtroom, Momoh says that her role as president stretched her in new ways. “I switched my mindset to be comfortable putting myself in places that make me un- comfortable, like speaking to crowds of several hundred people at a time about challenging issues of the day af- fecting not just the legal community, but the community at large.” Those speaking engagements included dis- cussions on racial equity and fairness in the state and federal courts, the status of women in the legal profes- sion, among others. “It was a very vul- nerable position to find myself in. It certainly shaped me and changed the way I deal with my colleagues, com- munity and family in a good way. I have become more self-aware and more present to the impact my words and actions can have.” Momoh also learned “how to work more effectively with others as part of a team.” This self-described “high-capacity person” says she takes a longterm view of things and likes to use her voice to help others. During her term as HCBA president, she spearheaded several initiatives, one involving at- torney health and well-being. “Soon, we will have a wellness conference in which the HCBA, MSBA and RCBA will allow members to come together to talk about wellness, in hopes of destigmatizing what people are going through. In the longterm, I convened a task force to look at attorney well- ness, and that work is continuing un- der the current president.” Part of “what’s next” for Momoh is her service as a national board mem- ber of the Federal Bar Association (FBA), which is, coincidentally, in its centennial year. She will also be chair- ing the FBA’s Younger Lawyers Divi- sion (YLD), the FBA’s largest division. Momoh is again prepared with clear goals for her term of office. “The FBA’s mission is to advocate for federal practitioners and judges with respect to issues of a federal nature. Some of the organization’s key constituents have been public sector attorneys. It’s hard nowadays for many to be involved because of time and budget constraints. I’m trying to find ways that we can have more programming that is tailored to what public sector attorneys need and offset their costs. Through the FBA, I’ve also met sever- al attorneys who serve in the military and JAG, and I’m curious about what issues these younger attorneys in the military are facing — young parents, diverse attorneys and LGBTQ+. I’m working to get a new YLD board member representative from the mili- tary to help us address these issues.” As Momoh anticipates the next part of her career, she is also look- ing back with gratitude for the people who have helped her on the journey so far. “I first give credit to God and my family, and then to the supportive colleagues here and in the community who have helped me and believed in me. I know there is more work left to do, and I still have the drive and pur- pose to accomplish it. I’m excited for the opportunities yet to come and for the people I will meet, work with and be able to help.” STINSON LLP 50 South Sixth Street, Suite 2600 Minneapolis, MN 55402 (612) 335-1500 stinson.com I FELT IT WAS THE RIGHT PLACE FOR ME, ESPECIALLY WITH RESPECT TO THEIR COMMITMENT TO COMMUNITY, PRO BONO AND DIVERSITY. THIS WAS ORIGINALLY A JEWISH FIRM THAT STARTED BECAUSE AT THE TIME, HARDLY ANY FIRMS IN THE TWIN CITIES WOULD HIRE JEWISH ATTORNEYS. THAT HISTORY RESONATED WITH ME AS A FIRST-GENERATION AMERICAN AND A BLACK WOMAN. AttorneyAtLawMagazine.com 17Allison Maxim, Managing Part- ner of Maxim Law, PLLC, has dedicated her career to helping families in crisis. After earning her master’s degree in clinical psychol- ogy, Maxim believed she could make the greatest difference by attending law school and utilizing her skills as a family law attorney. She began her legal career working with a family law firm, and then founded her own practice with an emphasis on provid- ing personalized representation tai- lored to each family’s unique circum- stances. Maxim has since developed a wide-ranging practice that includes friendly divorce; interstate and inter- national family law; mediation; col- laborative law; domestic violence law; and general family law representation. A bold advocate with more than a decade of litigation experience and the insight of a trained mental health professional, Maxim has the versatil- ity and expertise to deliver favorable results in circumstances that are ami- cable or contentious. “The Twin Cities courts really place emphasis on families working out their differences, especially when kids are involved,” Maxim says. “The atti- tude is that litigation and the adver- sarial process is not good for parents when they have to co-parent. I em- brace that, as well, but there are still situations where that doesn’t work, and the adversarial process is nec- essary. I work closely with clients to educate and counsel them, with the idea that I’m stepping in at a time when things in their lives are not go- ing well. I want to help them problem solve and make good long-term deci- sions for themselves and their chil- dren. And if needed, I will advocate for them and go to court.” By approaching family law repre- sentation from many different view- points, Maxim is able to meet clients wherever they are and design fitting solutions to their problems. “So many of us go through life wanting our life circumstances to adjust to what we want. We want the material world or ALLISON MAXIM A Global Approach to Family Law BY H. K. WILSON “THE TWIN CITIES COURTS REALLY PLACE EMPHASIS ON FAMILIES WORKING OUT THEIR DIFFERENCES...” ATTORNEY AT LAW MAGAZINE · MINNESOTA · V OL. 8 NO. 9 18our relationships to change to work with us. But that’s not how life works. As individuals, we have to work hard on ourselves so we can be flexible and adjust to life circumstances. I take that philosophy into my work with clients. They are all different, and I meet them wherever they are and in whatever emotional state they’re in. I adjust and tailor my representation to the situ- ation. It’s been really helpful to me, and more effective than approaching a case with an expectation of how it should go. I think it really benefits my clients because somebody is being flexible in meeting them where they are and guiding them from there.” Maxim is taking an increasing number of interstate and internation- al family law cases. She first gained experience in international child cus- tody matters by taking pro bono in- ternational child abduction cases for the U.S. Department of State, Office of Children’s Issues. Maxim has rep- resented parents on both sides of dis- putes involving the return of children across international lines. She also has significant experience working within the framework of the Uniform Child Custody Jurisdiction and Enforce- ment Act (UCCJEA), which she says is different from general family law. “Most of the domestic relations laws relating to divorce and custody are not black and white, but the UC- CJEA is different. There’s not a lot of wiggle room. When somebody is in violation of the terms related to ju- risdiction, there can be harsh con- sequences. I just wrote an article for “Bench and Bar” magazine that talks about the repercussions for women who flee domestic abuse abroad and go home, what can happen if the other party files a request for return of the children. It really tests your skills as a counselor at law; trying to explain some very sophisticated laws and consequences of taking certain actions requires you to be a very good communicator.” To demonstrate her point, Maxim raises a case she had earlier this year involving a mother who left a country because of domestic abuse. The coun- try she left was not a signatory to the Hague treaty relating to international child abduction. The woman obtained a divorce and custody orders in the other jurisdiction, but fled to Min- nesota when the abuse continued and she felt she was not getting the help she needed for herself and her chil- dren. “The dad petitioned for return of the children under UCCJEA, and she didn’t have a defense, the children had to go back.” When implementing softer ap- proaches like friendly divorce and col- laborative law, Maxim cautions that it’s not all unicorns and rainbows. “There are still some tough conversations to be had. I think these approaches are good for certain types of cases, but when there is a big power imbalance or abuse, a choice like collaborative law is probably not the right process. However, each case in unique, and if there is an imbalance, we approach that with a psychologist who is there to coach the parties. I have been able to help couples through a successful collaboration, even with these kinds of difficulties.” Maxim works as a volunteer peer support attorney for the nonprofit organization Lawyers Concerned for Lawyers. She observes that a fear of making mistakes is one of the greatest stressors for legal professionals. “There are big consequences to making mistakes in our work, so we are hard on ourselves. A lot of us who are drawn to this profession are per- fectionists and high achievers by na- ture. Personally, I think I’ve learned over the years that I have to have some very intentional self-care going on. I study a very particular form of medi- tative yoga. I also know my limits and when to say no to taking new cases. I make sure to preserve time for my husband and our two awesome boys. That’s what really nourishes and reju- venates me. It can be healing to know that we all struggle with the same fears. In the context of peer support, I try to meet attorneys where they’re at and give them counsel that espouses radical self-acceptance.” Maxim’s mindful approach to the practice of law takes into account that each person and family is individual, and she says she sees herself as a part- ner in her clients’ success rather than an authority figure. “I’ve done a lot of work on myself as a human being, and I feel that having done that work gives me an approach that is thoughtful to life. I come to people as a collabora- tor and advisor. When needed, we go to court where I zealously advocate, but my goal is to empower people to make their own best decisions.” MAXIM LAW, PLLC Grand Hill Professional Building 333 Grand Avenue, Suite 201 St. Paul, MN 55102 (651) 294-2407 maxim-law.com THE ATTITUDE IS THAT LITIGATION AND THE ADVERSARIAL PROCESS IS NOT GOOD FOR PARENTS WHEN THEY HAVE TO CO-PARENT. I EMBRACE THAT, AS WELL, BUT THERE ARE STILL SITUATIONS WHERE THAT DOESN’T WORK, AND THE ADVERSARIAL PROCESS IS NECESSARY. AttorneyAtLawMagazine.com 19Next >