Training is an ongoing necessity for lawyers, encompassing CLE/CPD requirements, state and local ordinances, and updates in laws and regulations - and training these highly intelligent professionals can be difficult for many law firms. But why? And how can firms address these challenges?

Law firms have always found it challenging to deliver value-added professional development for lawyers that they actually use.

Since our inception, SkillBurst has worked to solve the first issue by developing digital legal professional development courses that deliver brief, interactive training modules law firms can seamlessly customize to fit their needs.

And now, we’re streamlining the process of deciding what courses to offer or take (and in what order).

As summer associate season gears up and a new class of first-year associates prepares to enter law firm life in the fall, legal professional development is more important than ever, and it’s time to start thinking about how to set these young lawyers up for success, for their individual practices and as part of the larger firm.

Last week, our Senior Director of Innovation Sam Moore had the privilege of attending Legal Innovators California and chairing the dynamic panel “Harnessing the Power of Generative AI in Legal Practice.”

When he debriefed with colleagues and fellow attendees Anusia Gillespie and Ian Gillespie post-conference, they all noticed a common theme: junior associates need “future skills,” and they need them now.

So, how can law firms address this need?

No one knows about the importance of completing compliance training (such as anti-harassment training) better than lawyers. And while it’s technically sufficient to simply take a course and “check the box,” lawyers can spot generic training a mile away - and they don’t appreciate having their time wasted. So, what can you do to ensure your training meets the firm’s compliance needs and keeps your lawyers engaged?

In today's evolving compliance landscape, training is not just a box to check – it’s a key component of mitigating risk and fostering a culture built on respect and inclusivity. But the traditional approach of static, one-size-fits-all compliance training is becoming increasingly outdated. How can you stay ahead of the curve?

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.

Many of our law firm and corporate clients have been hard at work creating on-demand compliance courses to train people at their client organizations. Our government clients have been busy creating compliance courses to train their own personnel. And they all have similar questions…

SkillBurst CEO Steve Gluckman was interviewed by the Centre for Legal Innovation’s podcast series Disrupting Legal Education. Listen in as he discusses a new revenue-generating training offering.