Thankyou for this one Brian Henderson, COO Baker McKenzie in Asia
To what extent and in which areas are the people undertaking that work being appropriately recognised, engaged and supported to ensure the success of new strategies, projects and initiatives? What impact does – good and bad – treatment have on results? Does it really matter? Can the returns be quantified to justify investment of £x or y hours in getting the balance right? Everything is a balance!
Complete this confidential 10-15 minute survey to find out how you, your legal practice and the rest of the legal sector fare on “Organisational Justice” that could impact on performance.
The questionnaire highlights where lawyers can drive both high and low “Organisational Justice”, which is connected to many behaviours that affect the bottom line, e.g. retention, absenteeism, reduction in productivity, counter productive work behaviours etc.
The Objective of this Research: Since the 2007 recession and the introduction of ABSs, law firms have been undertaking change. Amanda Galley is exploring an emerging gap that could hinder their hard work. Whilst law firms are working hard to change their structure, strategy and systems/processes (new IT systems, project management roles, pricing models etc), there is a fundamental element – the people undertaking the work – where lawyers may need to be pay more attention. The results of this research will help the legal profession to understand this potential gap.
Organisational Justice: is about our perceptions of whether we are treated fairly in the workplace and how those perceptions drive our actions. The impact could be a positive or negative change in our behaviour; or it could even encourage us to leave or stay at our place of work. A brief explanation of the three separate constructs within “Organisational Justice” is given within each section as you complete the questionnaire.
Confidentiality: You will NOT be asked for names or firm names. There are a few demographic questions at the end of the survey but just generic questions, nothing that can be traced back to anyone.
Who should complete the survey: Please only complete this questionnaire if you work or have worked in the legal profession. As well as employees, Partners and Owners are also encouraged to participate. Partners and owners – you should still please answer from your own viewpoint, even though some sections are asking about ‘partners and owners’
For more information. email Amanda Galley at email@example.com
Our L&D business partner, eAlliance has just launched an innovative learning and education platform that enables law firms to deliver fully accredited ILM and CMI approved training qualifications to staff using a partial or fully online service to support delivery of programmes that cover essential personal skills needed in any legal practice:
Why is the Education Centre different to a normal Learning Management System (LMS)?
The Education Centre delivers a “qualification in a box”. It has all the standard features you would expect from a modern LMS, but is uniquely configured to intuitively support the learner’s journey through a qualification programme. It contains online curriculum, learning resources and support materials that have been mapped to qualification units in key business subject areas from team leading to senior executive level. It equips your trainers and L&D team to:
Supporting Tutors, Training Providers and Businesses
The Education Centre is fully customisable, enabling you to create your own qualification programmes from a range of key subject areas. With a virtual classroom, easy-to-manage assessments and simple communication and reporting features, this system has everything you need to deliver professionally recognised development programmes that will make a real impact on both your people and organisational performance.
Which qualifications do Education Centre Support?
Leadership & Management
Coaching & Management
To contact eAlliance to request more information or to book a demo – go here.
Thinking about how law firms can introduce more effective and comprehensive training, not just for lawyers, but for management and support staff too; we have been tracking options to use a blend of traditional face-to-face training supported by more affordable and manageable e-learning.
If we can find effective ways to develop more skills in law firms and increase the uptake, we should be making it happen now as there is still a significant gap that needs to be filled. Particularly for support staff; but also to develop and embed more personal skills at all levels.
How is e-learning developing?
There are reservations in the legal sector about the effectiveness of e-learning to be weighed up against the benefits; more affordable, more accessible anytime, anywhere, with manageable options to plan and track progress.
I don’t envisage e-learning being the only solution for any practice, but there are many benefits in an e-platform (Learning Management System) to plan and track learning in all it’s guises – and there is potential to be more innovative and make more use of what are now more effective and engaging e-learning options too.
The experience that can now be delivered through e-learning, which can include challenging simulations, is moving fast, with improvements in relevant technologies. The success of Lynda.com discussed below is just one significant indicator. It is therefore well worth exploring some of the new developments in e-learning that might make it more attractive and effective for you in more situations as part of the blend of training available to your people.
Learning Technology’s Summer Forum – Top 3
Ask any three people at June’s Learning Technologies Summer Forum what the hottest topics in eLearning were and you would probably get three different answers. Yet there are some definite ‘buzzwords’ that get repeated out there as the ‘must haves’.
The ‘Top 3’ things people were talking about there:
The use of ‘game thinking’ and ‘game mechanics’ in e-learning and simulations was unquestionably one of the hottest topics. Whether it’s a game used in an assessment at the end of some e-learning, a mini-game through the e-learning, or a standalone game, 40% of the top 1,000 firms now claim to use games for staff learning. Reflecting this, e-learning providers have seen a 35% increase in requests for ‘gamification’ in the past year.
The beauty of gamification is that learners can learn while having fun, learn from getting it wrong, see how they compare to others, check progress and improve.
The trick is simply to get the user immersed in the game (or simulation) from the start. But beware, there are tricks to getting it right with gamification. If you don’t, you may leave the learner wishing they just had the information on an A5 sheet! It works best when combining skills in designing fun games with experience in learning design. As a taster, you can discover some of the principles behind learning games from Dan Mascall here.
If gamification is high on the priorities for some commercial business, others cite one of the hottest trends in this areas as the end of dull and daunting ‘point and click e-learning’. In tthe past, this has often taken months for the various teams to get together, with panels of people ‘sucking the life out the content’ before it’s published. Instead, people now realise they could quickly and cheaply listen to experts by pulling bite-size videos together, creating discussion boards and sharing links.
It takes only a few hours for an expert to publish a video on a subject. Once published and readily available, it has a higher chance of staff listening to it – possibly even in their own time, on their own mobile.
Learning & Development could find themselves with a growing role in collating videos and other packages for their Learning Management System (LMS). It’s interesting that Lynda.com – often quoted as the market leader for producing bite-size, expert videos – was bought up recently by LinkedIn for a staggering $1.6bn; perhaps the most dramatic sign of the times. This trend has important implications for Learning Management Systems too.
Integration of published videos as trackable SCORM objects in any LMS is increasingly a key differentiator between learning providers now.
The training industry and the learning platforms available are behind other sectors in terms of customising and personalising user experience, where things are beginning to move faster.
Take Amazon – they predict what you might like based on what they know about you. Training can operate in this way too. You could tailor training to what the user needs to know depending on their job role, competency and development needs.
You would now want your LMS to include diagnostic assessment and performance support tools, that can create personal learning paths. That should be on their development roadmap if they don’t already deliver it today. If not, you would probably want to start looking around at alternatives.
Imagine a process that leads staff to study the gaps in their learning most relevant to their current role and future prospects; and equally importantly, relieves them from having to sit through irrelevant learning on areas they already know and understand well?
I am interested in your thoughts on training and the role that e-learning and simulations can play in law firms going forwards. Would you want to try these options further for your practice in the future as part of a blended mix of training options?
You’ve seen a lot about Red Nose day, but do you know about WildHearts, an international initiative to help people in business raise money for a great cause in the developing world; specifically to support women and their families to lift themselves out of poverty. Check out the many videos to see how this works in practice. Then contact WildHearts to see how you can get your people involved in November this year … for starters.
Motivate your people to discover their ability to innovate.
Micro-Tyco is Just one of their Wild Heart initiatives that has run since 2010. A challenge to raise money for good causes across the world, that you and your employees could enjoy taking part in, whatever size your business. Deloitte, Pinsents and CapGemini are some of the larger professional practices taking part, but this can motivate, inspire and reward people at any law firm. Getting involved will help your people to discover, apply and develop their skills and ability to innovate, raising a lot of money for some exceptional causes.
Get involved now to be ready for the next challenge to be launched in November 2015.
Micro-Tyco is an award-winning talent development programme that has been adopted by many schools and businesses – including law firms like Pinsents, Harper McLeod and Linklaters – to enable their employees to develop and demonstrate their ability to innovate, with the money raised then invested in microfinance projects in the developing world, helping to lift thousands of female entrepreneurs and their families out of poverty.
Contact Charlie Thornton: firstname.lastname@example.org or call +44 (0)7792 185754
Micro-Tyco has been so successful that it has been adopted as a compulsory part of graduate training for multi-nationals such as Wood Group, RBS and Capgemini; also used by Deloitte as a talent identification strategy in UK universities and many companies like Clydesdale Bank, British Gas and NG Bailey use Micro-Tyco as an executive development programme.
What is Micro-Tyco?
The Task: It is deceptively simple – teams of up to 5 people receive £1 on taking up the challenge on 1st February and 1st November each year. They then have 30 days to do whatever they can to turn that £1 into as much money as possible.
The Motivation: All the money created invested in micro-finance projects around the world, to empower female entrepreneurs and help them lift their families out of poverty.
The Results: Micro-Tyco unleashes a participant’s latent talents, fostering essential entrepreneurial thinking, resourcefulness and team work. To help participants develop and grow their pound further, teams receive world class business training via video from the Micro-Tyco Mentors, including Sir Tom Hunter and Lord Digby Jones and are given access to online learning resources to help support them on their entrepreneurial journey.
Over the last three years, over 22,000 participants have been inspired to learn the latest entrepreneurial thinking via the multi-award winning professional development programme Micro-Tyco. Endorsed by Babson College, the world’s number one school for entrepreneurship,
Micro-Tyco has proven to be so inspirational that over £600,000 has been created by the teams and invested by WildHearts in microfinance globally. By ‘becoming Entrepreneurs to fund Entrepreneurs’, participants gain a deep experiential knowledge of the transformative power of compassionate entrepreneurship. WildHearts also invest significantly in UK education; providing enterprise education, training and events to school pupils across the country and helping young people into employment (more info below). By associating business excellence with economic justice, Micro-Tyco inspires the Leaders Our World Deserves.
To give you an idea of the impact of Micro-Tyco, please take just seven minutes to watch the short videos below.
Video (2 mins) – How Micro-Tyco helps talent to emerge (Graduate from Talisman Sinopec Energy explains how Micro-Tyco led to her promotion)
Video (2 min 20) – The impact of Micro-Tyco on School Children (very funny!)
For more information, contact: Charlie Thornton at Micro-Tyco & WildHearts at email@example.com or on +44 (0)7792 185754
The Chamber has an event being run by the Higher Education careers Services Unit (HECSU) (details attached) on 21st August at lunchtime when they are holding a small roundtable lunch on 21st August from 12.00 – 2.30 in the Chamber Boardroom for employers who recruit graduates.
The aim is to share with HR professionals the findings of recent HECSU research into Graduate recruitment. Here is an outline of the research that has been conducted into Graduate Recruitment, from which the results will be presented at this session.
The agenda includes:
What you will get from attending:
This will be an interesting and informative session for you to hear and discuss these results with others involved in graduate recruitment in other law firms and business sectors.
If you would like to attend this free meeting, which will include a working lunch, please email firstname.lastname@example.org to book your place or call 0161 929 8355.
The event will be held at the Chamber’s offices in Churchgate House, 56 Oxford Street, Manchester from 12pm – 2.30pm on 21st August 2014.