Supercharge legal employee onboarding with case study-based upskilling

Joining the legal industry in learning and development has given me a unique perspective on corporate training. One observation that became apparent early on was that traditional theoretical training often falls short when it comes to equipping legal professionals with the practical skills and knowledge required for success in their day-to-day work. It became evident that our law firm, along with many others, was operating at a level one on the High-Impact Learning Organization Maturity Model by Bersin & Associates, referred to as incidental training. 

Incidental training, characterized by informal, unstructured and inconsistent on-the-job training, proved to be both costly and lacking in scalability for organizations seeking robust L&D solutions. Additionally, I discovered that certain aspects of the legal role couldn’t be adequately trained within the first 90 days, leading to employees having only a superficial grasp of legal principles and contributing to high turnover rates within the organization.

To address these challenges, our organization began implementing the use of case studies. This approach allows different legal teams to gain on-the-job experience in a controlled environment, utilizing real information while operating in a lower-stakes setting. By incorporating case studies into our L&D programs, we aim to bridge the gap between theory and practice, providing employees with valuable hands-on experience and a more comprehensive understanding of their roles within the legal industry.

By selecting cases that closely mirror real-life situations encountered by new employees within their respective teams, organizations can provide a solid foundation of transferable knowledge. These carefully chosen cases draw upon certified real cases within the firm while ensuring compliance with privacy laws through the modification of proprietary information.

At my organization, in order to make the training content compatible with existing learning management systems, various tools were employed. One notable method involved utilizing screenshots of websites used during the legal process, along with relevant forms, and modified client information to create fillable PDFs. However, this approach presented a new challenge: the need for meticulous review and feedback on each fillable PDF to maintain accuracy. While this step signifies progress toward a more formal and standardized training approach, it still places the organization at level one of the High-Impact Learning Organization Maturity Model.

Looking ahead, the next phase involves leveraging simulation tools, such as Storyline360, to create dynamic and interactive scenarios. This advancement will enable the L&D function to systemize feedback and branching based on responses at various points in the case study. By immersing new legal professionals in simulated environments that closely resemble real-world challenges, this approach enhances their ability to navigate complex situations with confidence and efficacy.

As the legal industry continues to evolve and adapt to the ever-changing landscape of technology and client expectations, the need for robust and effective training becomes even more crucial. Embracing innovative approaches to L&D, such as case studies and simulation tools, empowers organizations to stay ahead of the curve.

By providing new legal professionals with immersive and realistic learning experiences, firms can cultivate a culture of continuous improvement and expertise. As we look to the future, it is clear that investing in cutting-edge training methodologies will not only enhance individual performance but also position law firms for long-term success in a rapidly evolving legal landscape.