Congratulations on investing in SkillBurst's digital learning courses for your law firm! You've made a strategic move toward empowering your lawyers and business professionals with cutting-edge training. But now comes the crucial step: getting everyone on board and engaged.

Large law firms across the United States aspire to be recognized by the Human Rights Campaign’s Corporate Equality Index (CEI). The CEI evaluates firms (and other large businesses) on a variety of criteria that demonstrate their commitment to be a corporate ally for LGBTQ+ inclusion. More than 842 large law firms and other businesses were recognized in the December 2023 CEI rankings.

How can firms meet the HRC’s training requirements?

The creation and subsequent launch of a new digital learning series or training program involves more than a simple checklist of tasks; it requires orchestrating and interacting with a symphony of stakeholders and subject matter experts (SMEs) across a range of departments – each with their own objectives and expectations for the project. This blog post delves into some of the best practices drawn from our extensive experience collaborating with law firms and their clients on launching digital learning initiatives.

As the July 1, 2024, deadline for California’s Workplace Violence Prevention Bill (CA SB 553) approaches, law firms must ensure their personnel are equipped with effective and comprehensive training. This post shares seven key factors to consider when selecting a training program that not only meets the new mandate but also aligns with your firm’s needs:

Generative AI (“gen AI”) dominated public discourse in 2023, and so far, 2024 is little different. Public-facing tools such as ChatGPT have captured imaginations and headlines around the world, and while much attention in the legal world has been focused on large law firms and their pioneering efforts, tremendous potential for change lies within in-house legal teams as well. Legal Technology Hub (LTH), hosted by Wilson Sonsini Goodrich & Rosati in San Francisco, convened a dedicated session for the in-house community to delve into the implications of this technology.

Over 100 legal professionals gathered at Nixon Peabody’s Boston offices to hear how four highly accomplished Chief Marketing Officers stay ahead in the fast-changing field of legal marketing and business development – leaping to success. The panel brought together Danielle Page of Nixon Peabody, Carolyn Manning of Mintz, Jeffrey Berardi of Arnold & Portner, and Nancy Kostakos of Cooley. Here are the key takeaways.

The successful implementation of AI requires more than just cutting-edge technology; it demands a workforce equipped with the knowledge and skills to leverage these tools effectively. Here, we explore three best practices for law firms to integrate education seamlessly into their strategic AI planning.

Developed in collaboration with the founding consortium of law firms, SkillBurst Interactive’s Generative AI Fundamentals for Law Firms training series now boasts a substantial and expanding collection of on-demand courses designed for law firms and has crossed the milestone of subscription access for over 50,000 learners around the world.

Major law firms form consortium to develop generative AI training through SkillBurst Interactive; subscription access available to other firms.

As generative artificial intelligence tools rapidly evolve, professional development leaders are instrumental in preparing law firms for the paradigm shifts ahead and should consider three strategies to help empower legal talent with the skills required to succeed in an increasingly complex technological landscape.

Historically, major law firms have leaned on their in-house Labor and Employment (L&E) attorneys to conduct harassment awareness training sessions across the firm. At first glance, utilizing internal resources for such training seems logical since the expertise is readily-available within the firm. Yet, an increasing number of firms are recognizing that the costs of delivering training in this manner might exceed its merits. The argument in favor of adopting a technology-driven training approach grows more compelling by the day.

Based on our extensive collaboration with leading Am Law 100 and 200 law firms over the past decade, here are three best practices to consider when designing effective new Fall associate training programs.

On July 18, 2023, LegalTech Boston launched with a panel of three high caliber technology company Chief Legal Officers — Margaret Minister (Evisort), Mo Cowan (Devoted Health), and Matt Rowe (Parallel Wireless) — as moderated by Bob Ambrogi, an internationally recognized lawyer and journalist who has been writing and speaking about legal technology and innovation for more than two decades.

SkillBurst Interactive appoints Anusia Gillespie as Chief Strategy and Growth Officer to launch and lead new Legal Innovation Lab creating transformative digital learning solutions for lawyers in the age of generative AI.

A global economy requires a global workforce, and as more companies operate with satellite offices and remote work grows in popularity, regulatory compliance becomes an even greater challenge. High quality on-demand training can help by providing content catered to employee locale, ensuring they are compliant with all relevant regulations and company policies alike.

We all know that Professional Development (PD) organizations contribute meaningfully to the knowledge, skills, and readiness of lawyers and staff every day.

But many PD leaders are asking, “Is there more we could be doing to contribute value to the firm and impact the firm’s bottom line? That is, to (directly or indirectly) generate more revenue for the firm and/or reduce expenses?”

On-demand training can be an efficient and cost-effective way of meeting recurring compliance training requirements - if the training is effective and is more than a check-the-box exercise. What should you look for in on-demand training? Here are 12 questions to consider to choose the solution that’s right for you.

Chicago employers must now provide a total of three hours of combined Harassment Prevention and Bystander Intervention training per year. That’s a lot of time for your people to spend in training. How do you make the most of that time – and ensure your training isn’t just a check-the-box exercise?