Beth Pipe, FCIPD

This Practice Note explains resilience for an individual in a work context. It provides practical guidance and suggestions to help you improve your personal resilience to change within the working environment.

This Practice Note will help you understand what the triggers are for changes in your levels of assertiveness and what you can do to help yourself.

This Practice Note provides guidance on building the business case for learning and development (L&D) in the in–house legal department. L&D represents a significant investment for any organisation. 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 provides information on formulating a learning and development (L&D) policy.

This Practice Note covers how to prepare and deliver a training course or presentation, including guidance on why it is important for any learning event to have a clear purpose, to be pitched at the right level and to avoid death by PowerPoint. It also provides tips on managing nerves and dealing with difficult delegates.

This Practice Note provides guidance on what learning needs are, identifying both individual and organisational learning needs, and how to undertake a learning needs analysis.

This Practice Note provides guidance on learning and development (L&D) plans.

This Practice Note explains what learning and development (L&D) is and provides information on any regulatory requirements that must be observed when undertaking L&D for the legal department. It also includes guidance on assessing the contribution L&D makes to your organisation, why L&D policies sometimes fail, funding L&D, responsibility for L&D, and ensuring that L&D delivers results.

This Practice Note explains the importance of influence, a key leadership skill, and why leaders need to be able to communicate effectively.

This Practice Note provides a general overview of all the key elements of learning and development (L&D). More detailed information can be found within the relevant Practice Note for each subject.

This Practice Note provides guidance on learning and development (L&D) plans. It covers what an L&D plan is, regulatory requirements, why an L&D plan is good practice, the content of the plan, budgets and resources, the corporate fit of the plan, why a plan might fail, how the plan can assist with recruitment and the induction of new employees, and reviewing and monitoring L&D plans.

This Practice Note summarises the issues faced by a manager implementing change and provides practical guidance on how to manage the team effectively throughout the process based on the different ways people may react to change.

This Practice Note provides guidance for managers who are concerned about managing a remote team versus a traditional office-based team and the challenges this can bring.

This Practice Note, provides guidance on how to prepare for and manage a virtual meeting, highlighting the most troublesome areas and how best to work around them.

This Practice Note, produced in partnership with Beth Pipe of OnLive Learning, provides guidance on the content of a written offer of employment, eg an offer letter, gathering references, preparation for a new employee and the importance of an induction programme.

This Precedent L&D policy and plan—annual review will help you to conduct an annual review of your learning and development (L&D) policy and plan and identify action points.

This Precedent Learning needs analysis (LNA) questionnaire is designed to be completed by direct reports to help identify and prioritise the learning and development (L&D) needs of managers or prospective managers. Whenever a LNA is focused on a particular group in an organisation, eg the managers, it is advisable to conduct a secondary level of investigation with those for whom the managers are responsible to obtain a more rounded view of L&D needs. This Precedent can be used for gathering this additional insight.

This Precedent Learning needs analysis (LNA) questionnaire can be used to gather feedback from your managers on individual learning and development (L&D) needs. The aim of an LNA is to identify any performance gaps relating to skills, knowledge or behaviour that can be addressed through L&D.

This Precedent contains a comprehensive library of core skills—key competencies, from which you can pick and choose to create a framework of core skills for each role within your firm.

This Precedent Performance appraisal and personal development plan can be used to create a tailored performance appraisal and personal development plan for an individual employee or for different roles in your firm. It is commonly known as an appraisal form and is intended for use by law firms, although it could be adapted for other organisations. There are pre-populated performance appraisal form Precedents available for a number of common law firm roles within the Appraisal and personal development subtopic.