Modern Law Magazine Issue 69

INTERVIEWS
“It is not a one size
fits all approach.”
What role does mentorship and collaboration play
Q in fostering a culture of continuous learning within
a law firm, and how have these aspects influenced your
own professional development?
Collaboration within departments and across
A departments naturally fosters a sense of curiosity and
desire to learn more.
For example, discussions between divorce lawyers and
conveyancing lawyers could help each other understand
the time the complexities of finalising a sale/purchase
of a house and understand the emotions and urgency of
some divorces. This can create an empathetic environment
amongst lawyers and can give them a broader perspective
on specific areas of law that may occasional cross over into
their area.
It can be all too easy for law firms to form and work in
‘silos’ which can stifle creativity which dull the interest to
learn.
Mentorship allows for sharing knowledge and ideas and
when done well, is a two-way dialogue. Together with
collaboration it creates a culture and environment for
continuous learning to thrive.
Can you share some success stories or examples
Q of how lawyers who have utilized the Law Training
Centre for continuous learning have enhanced their
professional skills and contributed to their respective
legal fields?
We have a fantastic case of a non-legal member of a
A tribunal utilising our fully flexible SQE prep course to
combine her decades of legally related employment with
the Solicitor qualification to apply to become a judge.
Another example is an LPC graduate who began our
SQE2 prep course whilst searching for a training contract
or qualifying work experience. He has since secured a
training contract under the old qualification route but is
continuing with SQE2 as he finds it gives him skills that he
can immediately transfer and put into practice at his firm,
giving him an edge over the those who undertook the
more linear of study then get into work.
Given the diverse nature of legal practice, how does
Q the Law Training Centre customise its programs to
cater to the varied needs and specialties of practicing
lawyers, ensuring a personalised and effective learning
journey?
You are correct – Law is diverse and increasingly
A specialised.
Our courses are researched, developed and delivered
by subject matter experts covering all the key areas of
specialism.
We blend the practical knowledge and experience with
the academic aspects that also have to be taught to make
for a fully rounded and prepared lawyer. Personalisation
is bult into every step of our courses from pre-enrolment
through to assessment itself. For example, before
enrolment prospective learners will go through their
options with our advisors, as often there is more than
one way to achieve their aim, and the ultimate choice will
depend on various factors including their availability for
synchronous and asynchronous learning and preferred
mode of assessment.
As we deliver qualification across all the major lawyer
routes from paralegals to solicitors and notaries, we have
a unique insight into the varied demands placed on each
type of professional.
We utilise these insights and develop our courses to
go beyond the standard exam requirements to deliver
a learning journey that not only meets their immediate
qualification goal but also giving them a perspective
view of their next possible step. The practice of law today
is about continuous learning and progression, so our
learning is personalised to that person and their area of
specialisation.
QIn your view, how critical is it for law firm owners to
actively support and encourage their employees’
engagement with continuous learning, and how does
the Law Training Centre contribute to this larger
industry need? / As a lawyer, how important do you
believe it is for law firm owners to actively support and
invest in the continued learning and education of their
employees?
We know that law firm owners and leaders’ attitudes
A to continuous learning directly influence lawyers’
decisions to stay or move on.
Work life balance has widely been reported on and an
interesting part of the balance is continuing professional
development or training, or the lack thereof.
We work with over 700 law firm ranging from boutique
high street firms, regional top 200 players and magic
circle. Regardless of size, when there is support beyond the
financial element of sponsoring the course, the learner’s
engagement and progress through courses is notably
improved over those who do not receive such support.
In a smaller firm setting it can take the form of the leaders
checking in periodically and discussing their studies. In
some firms that are run by leaders who have qualified
fairly recently, they often have taken a similar pathway, so
are more empathetic and can relate to what the person is
needing.
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