OnLive Learning

This Practice Note on standing your ground explores some simple models to use in difficult or challenging situations.

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 in your firm. It also includes guidance on assessing the contribution L&D makes to your business, why L&D departments sometimes fail, funding L&D, responsibility for L&D, and ensuring that L&D delivers results.

Being good at managing change is important to legal leaders for two reasons. The first is that the pace of change across corporations generally is faster than ever and shows no signs of slowing. In order to thrive, you need to be flexible and good at finding new opportunities in changing situations and to role-model this for your teams. The second is that if you are planning any changes in the way you deliver legal services to your business, putting time into change management up front will make it more likely that your changes take root and you realise the intended benefits of any new ways of working.

This Practice Note, written in partnership with Beth Pipe of OnLive Learning, describes and explains the pros and cons of different recruitment tools that can be used.

This Practice Note provides information for law firms about unconscious bias, including what it is, how it can impact diversity and inclusion (D&I) and how it can be addressed.

This Practice Note, produced in partnership with Beth Pipe of OnLive Learning, attempts to get under the skin of leadership, understand what it is and how it differs from management and identify the key behaviours of great leaders.

This Practice Note, produced in partnership with Beth Pipe of OnLive Learning, considers what makes a great leader and introduces five key skills that enable leaders to get the best out of themselves and their teams.

This Practice Note, produced in partnership with Beth Pipe of OnLive Learning, deals with key recruitment issues such as do you need to recruit at all, who should your recruit and how to recruit the right person.

This Precedent Risk management policy is intended for general commercial organisations in the UK. It outlines the risks faced by a typical business and provides a set of actions to be taken to prevent the risk from occurring and reduce the impact of the risk should it happen. This Risk management policy helps you identify risks and implement a plan for managing them. There are various categories of risk, the majority of which should be included in your Risk management policy.

This Precedent Risk questionnaire is intended to create a framework for eliciting information about the risks presented by each department within your business. You could send it to the head of each department for completion or use it to structure an interview. The responses can be used to populate a risk register. You should also complete the questionnaire in relation to your own department and use this to identify compliance and legal risks.

This Precedent Risk register is a tool for collating and managing all your risk information in one place. To formulate an effective risk register, you must first identify the risks your organisation faces. It is also helpful to have an understanding of your organisation’s appetite for risk. The risk register enables you to categorise each risk the organisation faces, score each risk and then decide on your response to each risk, eg reject or accept and, if you accept, to control or mitigate the risk. There is a separate Precedent for a privacy risk register.

This Precedent Risk scorecard is also known as a risk matrix. It provides suggested scores and benchmarking for the component parts of risk, ie probability and impact. This allows you to quantify risk, using the formula risk = impact x probability.

This Precedent sample operational objectives, produced in partnership with Beth Pipe, is intended for law firms. It can be used as a guide to help you implement initiatives and interventions from your absence management strategy.