Beth Pipe, FCIPD

This Precedent Annual long-form L&D planning workflow—medium to large firms will help you navigate our L&D planning Precedents.

This Precedent Annual short-form L&D planning workflow will help you navigate our L&D planning Precedents.

This Practice Note provides guidance for in-house lawyers on different approaches to delivering learning and development (L&D), and covers factors to consider when selecting learning methods and learning styles.

This Practice Note provides guidance on different approaches to delivering learning and development (L&D) and covers: factors to consider when selecting learning methods; learning methods, and; learning styles.

This Practice Note will help you to create a social media presence which works for you and your organisation.

This Practice Note provides guidance on building the business case for L&D. L&D represents a significant investment for any firm. With so many potential solutions on offer, it is essential to establish the business case for any planned L&D activities to demonstrate its contribution to the bottom line.

This Practice Note is intended for law firms. It provides information about conducting an appraisal meeting. The essence of any performance management is the relationship between employee and manager. Both should know what needs to be done to meet their own goals and contribute to those of the organisation as a whole.

This Practice Note considers the importance and benefits of cultural awareness in the workplace, the risks of not being culturally aware and how both organisations and individuals can work to improve their cultural awareness.

This Practice Note Drafting an appraisal form provides guidance on drafting an appraisal form which can be used to assess and review an individual’s performance against both objectives and core skills (competencies).

This Practice Note provides guidance on how to embed learning and development (L&D) into the in–house legal department by ensuring it is aligned with business strategy, is incorporated into day to day activities and that employees are engaged.

This Practice Note provides guidance on how to embed learning and development (L&D) into an organisation by ensuring it is aligned with business strategy, it is incorporated into day-to-day activities and employees are engaged.

This Practice Note provides information on formulating a learning and development (L&D) policy. An L&D policy outlines the firm's viewpoint for the development of its employees, and generally covers areas such as the firm's training standards, scope, priorities and how employees access L&D.

This Practice Note Good practice in personal development and appraisals is intended for law firms. It discusses preparing and implementing a successful personal development and appraisal process.

This Practice Note, produced in partnership with Beth Pipe of OnLive Learning, explains how nurturing and developing home grown talent can be beneficial to a firm, keeping important skills and knowledge in-house as well as being a useful motivational tool for ambitious and talented individuals. Recruitment is an expensive and time-consuming activity, especially when you are recruiting to fill senior level positions—growing your own leaders can be far more time and cost-effective.

This Precedent audit tool, produced in partnership with Beth Pipe, can be used to help you assess the effectiveness of your absence management strategy.

This Precedent Balanced scorecard: partnership promotion criteria, produced in partnership with Beth Pipe of OnLive Learning, can be used to help assess whether an individual meets your firm’s partnership promotion criteria and can therefore be considered for partnership. It offers a holistic approach to leadership development and ensures you consider both quantitative and qualitative measures.

This Precedent framework is intended for law firms. It sets out suggested core skills that apply to each role within the firm. Having a central framework of core skills helps to achieve transparency and consistency in our expectations of performance for different roles within the firm. Where relevant, this Precedent reflects the SRA’s Competence Statement.

This Precedent Emotional intelligence—summary sheet, produced in partnership with Beth Pipe of OnLive Learning, gives a high-level summary of five key leadership attributes that enable leaders to get the best out of themselves and their teams and makes suggestions about how to develop skills in these areas.

This Precedent, produced in partnership with Beth Pipe, can be used as a guide for developing an absence management strategy for your firm. It has been populated with sample responses.