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The legal industry is changing but to what, for whom, where, why and how? Join us each month to learn about the next best practices in legal practice and how it applies to your firm or organisation. Learn from the people who are “walking the talk.” Hear what they are doing and what has driven them to do things differently for their clients, their people, their organisations and themselves and, how they measure and learn from success and failure. We’re going to get candid, super practical and yes, we’re going to get legally innovative too!

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Feb 28, 2020

Who got us here, won't get us there! That's the new catchcry for the next legal workforce. Different times call for different capabilities. There are just too many fast moving pieces and too many capabilities required for the effective, efficient and relevant delivery of legal services/products for this to be the remit of one group within the legal industry - the lawyers. 
The next legal workforce is truly multidisciplinary, its a consequence of changed client/employee expectations and the integration of legaltech/AI but its impact is far reaching  - it's changing law firm business models, work practices and culture.
We discussed all of this and much more with global legal talent management guru Sue Manch, Chief Talent Officer at international law firm Winston & Strawn LLP. Sue has been a thought leader and change agent in this space for many years, she's someone who is redefining and reshaping the contemporary legal workforce and, in this podcast, provides great examples of how her firm is making change happen.
Topics we discussed included:
  1. How the changes in legal practice are impacting legal talent management strategies
  2. How the profile of the contemporary legal workforce has changed - new work, new roles, new ways and places to work
  3. The emergence of common core capabilities in law firms and how these feature in things like recruitment and promotion for everyone
  4. New and different ways to learn, what and when to learn, and the link between adaptability, continual improvement and continual learning
  5. The importance of coaching and its role in promoting business and personal agility, better communication, and better relationships
  6. The connection and importance of diversity and inclusion and its integral connection to innovation
  7. The importance of well being and mental health programs in law firms and how these are shaping different work practices, law firm business models and culture
  8. The need for, reality of, and steps being taken towards career paths for all law firms professionals, not just lawyers.
Thank you so much, Sue - your work inspires us all!