Charlie is leading a new hybrid team. On any given day, some members of his team are working in the office while others are working off-site.
Leading teams is nothing new for Charlie. He has successfully led a team in the office for years. He adeptly managed his team when everyone worked remotely, too. But Charlie he has a sense that leading a hybrid team will be different from both of his previous experiences. He recognizes the many benefits of a hybrid work arrangement and knows that his team members value the flexibility that the hybrid model allows. But he realizes that there will be new challenges, too.
Not long after the #MeToo movement started a few years back, several of the large law firms we regularly work with asked us to develop an on-demand sexual harassment training series designed specifically for law firms.
Why training just for law firms? Beyond the obvious need to comply with mandatory training requirements in several states, and the greater attention brought by the #MeToo movement in general, why is this a priority for law firms? This isn’t Hollywood, after all; it’s the legal community. As it turns out, no industry is immune—and that includes law. Several reports have been issued in recent years that highlight the continued prevalence
Many of our law firm and corporate clients have been hard at work creating on-demand compliance courses to train people at their client organizations. Our government clients have been busy creating compliance courses to train their own personnel.
And they all have similar questions:
Once the courses are developed, how will we make them available to our audience?
Do we need an LMS to deliver these courses?
Or is there a better way to roll out this training and track completions without having to purchase an LMS?
Our CEO Steve Gluckman was recently interviewed by Terri Mottershead for the Centre for Legal Innovation’s podcast series titled, Disrupting Legal Education.
Listen in at 18:31 where Steve talks about lawyers turning their knowledge and expertise into interactive on-demand learning to train their organizational clients at scale – and generate new revenue streams for the firm.
The word “interactive” has been showing up a lot lately in a variety of compliance and credit-eligible training requirements. For example, New York State, New York City, California, Illinois, and Connecticut, have all passed laws in the past few years that specifically require sexual harassment prevention and awareness training for all employees. And many of these jurisdictions specifically require that the training be interactive.
Why is that? And what do they mean by interactive?
Joe is currently supporting several projects across multiple practice groups. Like many associates, Joe has several different people supervising his work. On the one hand, he is excited about the opportunities; working with so many people, with various areas of expertise and leadership styles, provides him with a variety of learning opportunities ... and offers wide exposure to a range of people who can recognize his value and potentially open new doors for him. On the
As of Summer 2021, more than 210 law firms, law schools, and in-house corporate legal departments have signed the American Bar Association’s Well-Being Pledge.
In doing so, they’ve expressed their commitment to the seven tenets of the pledge, including providing robust education to attorneys and staff on topics such as well-being, mental health, and substance use disorders.
Many other firms are launching firm-wide well-being initiatives, even if they haven’t signed the official ABA pledge.