implementing a successful up skilling...
TRANSCRIPT
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Sue Pasfield, Founding DirectorJanis Richman, Director of Consulting ServicesJohn Attinger, Director of TrainingMarion Deland, Director of Courseware
Implementing a Successful Up‐Skilling Program
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Who is Capensys
• Full‐service training and change management organization
• 100+ years combined experience in lawfirms as Training Directors, Help DeskManagers, e‐learning specialists
• Creators of Goal‐Based Learning Approach
• Sponsors of LTC4
• Developers for the Suffolk/Flaherty audit and the associated prep training
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How to build a core competency?
What is a core competency?
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Everything starts with a goal…
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A core competency is measurable
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Learning Plan StructureLearning Plan >Core Competency Workflows > Scenario > Skill
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Core Competency Workflows
• A series of tasks and activities needed to accomplish the Learning Plan goals
• Reflects how the user works
• Scenario‐based
• Application independent
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Creating Core Comp Workflow Scenarios
A Scenario…• Sets the context• Highlights the benefits
• Introduces the skills that will be used
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Why Workflows and Scenarios?
• Provides more context for learning• Makes content more relevant• Increases retention of knowledge• Allows addition of best practices• Provides more flexibility – Lego blocks• Workflows combine to make Learning Plans
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Skills• Technology skills that support the workflow• Task, features and functions• Application independent
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Sample Learning Plan and Core Comp workflow in LMS
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Core Comp Workflows with Scored Exercise for Skills Evaluation
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Why up‐skill vs. assessment?
What’s the difference?
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“Humane” skills improvement
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User‐centric focus
Reduce fear
Create positive climate
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What have you already done or what are you thinking of doing regarding a core competencies/up‐skilling program?
From the trenches…
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What are the keys to success?
What would motivate you?
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Past issues
• Application‐centric as opposed to workflow‐based• Not always legal‐specific• Focused on MS Office applications• Lack of specific core skills for different peer groups• One‐time exercise, not on‐going• Time / resource intensive to review and analyse the
results• Lack of impact – good or bad
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Proven success factors • Include attorneys / staff in the development of the
program• Market positively to different user groups• Introduce gently • Build up incrementally• Tie into appraisal / reward structure• Automate the process• Provide CLE credit (if possible) • Measure productivity improvements
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LTC4 – Industry Core Competency Standards
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What is LTC4TM?• Legal technology core competencies
• A coalition of leading law firms that has created an industry standard
• Target audience– Support staff– Associates
• Positive attitude ‐ certification rather than assessment– Offering CLE/CPD where possible
• Preparation for technology audit for attorneys
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Steering Group
22 firms/legal depts. and growing!
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LTC4™ workflow‐based competencies
Available Learning Plans…• Document Production• Managing Electronically Stored Documents/Emails • Collaborating with Others: E‐Mailing and Sharing
Documents
In Development…• Time and Billing• Road Warriors• Security• Data, Reports & Exhibits
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Preparing forthe Suffolk/Flaherty audit
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Audit Goals
It’s heeeeeere….
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Audit goals per Suffolk/Flaherty
• Deliver a test of attorney skills using basic, generic business tech tools such as Microsoft Office and common legal apps, for simple yet important tasks
• Dramatically increase the productivity of lawyers
• Reduce wasted “busy” time (and money) spent on simple tasks
• Demonstrate where efficiencies can be easily found using the existing tools
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LTC4™ audit prep goals
• Help firms prepare for the audit in a positive, immediate and useful way
• Increase awareness of the benefits of up‐skilling attorneys
• Introduce core competencies for attorneys as a general benefit and/or preparation for audit
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Audit update
• Audit owned by Suffolk university• All inquiries/suggestion about audit to Suffolk• Content of audit based on Flaherty audit and
crowdsourcing @ www.legaltechaudit.com• Audit released to pilot group in early 2014
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Now what can you do?
• Go to crowd‐source site– See what your peers are saying– Provide your feedback
• Start the internal conversation in your firm• Align your attorney skill‐up program to LTC4™
attorney core competency workflows
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Putting It All Together
Help! I need a roadmap!
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Sample Project
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Sample Project
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Establish
• Identify up‐skilling audience• Build support of management & attorneys• Identify stakeholders in depts. and offices• Validate core comps. with stake‐
holders• Validate core comps. with SMEs
and users• Prepare firm goals / measurables
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Goals
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Structure
• Align workflows with learning profiles• Validate program details – levels, credits, passing
scores, retakes, etc.• Obtain blessing/support of HR
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Courseware & Tools
• Identify tracking system – LMS, XL, etc.• Identify supporting e‐learning• Identify additional support tools• Organize content in LMS into workflows
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Marketing
• Key to success of the program• Create title/logo/slogan for program• Prepare stakeholder/user communications• Prepare certificates, swag, etc.• Identify/educate cheerleaders to assist
with marketing efforts
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Measurement
• Analyze results• Identify remedial actions• Create an ROE dashboard• Generate reports for stakeholders• Identify Continuous Certification
Program
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Everything starts with a goal…
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Measurement
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Measurement
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Measurement
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Continuous Certification
• Application upgrades• Advanced features/new feature releases• Periodic refresh of skills
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Carpe Diem…
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Now is the time…• It takes time to implement an up‐skilling program• We are approaching the tipping point with up‐
skilling training in law firms• A simple change in priorities can lead to increased
efficiency and profitability
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Now is the time…• Implement an up‐skilling program• Be prepared for the audit
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Thank you!
Interested in joining LTC4™ ?Please contact us to find out more about LTC4™, KnowledgeChecks, and preparation for the audit