The cost of acquiring competitive talent and providing training in the culture and service of an organization is generally the most significant component of any personnel budget. As such, established organizations generally provide Continuing Legal Education (CLE) programs for their attorneys and professional upskilling opportunities that enrich their legal support staff. These programs have strategic intent; they are designed to reduce attrition, close skill gaps, allow mobility within the organization, and reduce expense associated with new talent acquisition. Mature legal organizations collaborate with their HR department and leverage available programs and opportunities for the benefit of their employees, as much as to maintain stability within their ranks. Unfortunately, such programs, opportunities, and mobility are not standard components for all training and development plans.
Many legal organizations, especially small and emerging teams, provide basic procedural training following the onboarding process, but leave critically important upskilling for the individual to pursue. While certainly a measure of affordability, the lack of a comprehensive training program that serves all employees misses an opportunity to activate and engage team members along a professional development spectrum and measurably increases attrition.
Desired state
The legal team has a robust, legal-specific, high-quality, repeatable training and development program to not only onboard new employees at all levels, roles, and geographies, but also to further develop existing employees in both hard and soft skills. The legal team incorporates not only HR-provided, or out of box training, but also incorporates legal industry and business-specific training. The program would include the ability to manage and report on training requirements across the team to ensure compliance. An advanced program would even delineate between solid and key performers and offer differing opportunities that strengthen retention and succession.
Design and implement a new hire onboarding and development process
Nurture a strong sense of culture through ongoing training
Track and support training requirements across the team
Implement or utilize external certification programs that help staff build their career and capabilities
Build skills and knowledge in emerging high-value disciplines
Encourage development in both traditional legal, or business-related skills, as well as soft skills.
