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Thinking, not training, is the key to learning.
Unless people think about improving their work, training them won't make a big difference. That's according to the Harvard Business Review.
And what's good for business is good for the law firm. Here are three ways to train your workers effectively:
Change should start at the top. To effectuate change organization-wide, leaders must commit to the program.
If the plan is to train workers to stop sexual harassment, for example, law partners and managers have to stop first. All the training in the world won't help if the executive suite is an uncomfortable place to work.
Business leaders often see training as a cure-all for workforce deficiencies. Ron Carucci, who writes about leadership management, says that's not how the force works.
He said training can be a "powerful medium" if it addresses a "root cause" of a problem. A placebo, on the other hand, is a temporary solution.
For example, wellness training won't necessarily fix work stress. Long-term changes may be required.
Sometimes law firms need changes that go beyond training. For example, they may need new tech more than tech training.
Employees may lag because their systems are lagging -- not the other way around. According to law firm reports, the key to happier associates may be a technology update.
After the upgrade, it will be time for training.
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