The quarterly publication of the International Legal Technology Association
Issue link: http://read.uberflip.com/i/21494
We hear and talk a lot about the latest trends in training/learning in law firms –– cutting-edge ideas and technologies that are making the process of teaching and learning easier and better. Several ILTA thought leaders recently sat down at a virtual roundtable to share their views on the topic. Each person’s interview can be heard in its entirety on the accompanying podcasts. What do you see as the current hot trends in training? Rebecca: E-learning is surely one of the hottest. So many people nowadays function in a world of on-demand media like Google, YouTube, smartphones, etc., and there’s so much information at their fingertips that technology training has to be as readily available in all types of digital media, including interactive features, demo videos, podcasts, wikis and blogs. There’s also a real focus on blended learning, which includes e-learning, classroom training, coaching and mentoring. I personally think that creating a blended environment of training, focused on individual learning plans, will be the key to success — from initial rollout to ongoing relevant training. Michelle: Yes, and the use of social media to make e-learning more interactive is definitely one of those hot trends. One of the things we talked about in our session at the ILTA 2010 conference was that, rather than traditional “push” formats, we’ll be using more self-directed “pull” training sources that users can access as needed. That includes the idea of continuing to move away from classroom training and making training more process-based. Tony: Over the last couple of years, I’ve seen a lot of emphasis on training that’s short and training that’s targeted to specific audiences, whether by job title or practice area. Also, given the still-recovering economy, remote training is growing in usage. I’m also beginning to see some trends in personalized training that is more goals-based, at least that’s the desire from training experts who want to help target the training. It’s not just about understanding a particular application, but rather how to use that application in a particular scenario, whether generating a pleading or a closing book in real estate or applying numbering within an estate planning document. We’ve been developing several different “mini-approaches” to our training which, in order to make it role-based, we nuance just a little bit for each particular use. That way, a user knows not only what the tool does, but also what it does at his/her desk, as opposed to a desk on another floor. We’re also very conscious of how accustomed users have become to multitasking. So we try to make it as easy as possible to give them the information they need in small bits — we call them “knowledge nuggets” — in places where they wouldn’t normally go to find learning content; namely, where they’re doing their regular work. Honora: I take a slightly different view. Rather than trends, I see a “pause point” — a period of re-evaluating various trends from the past decade and trying to make the leap that finally blends the best elements of each into a cohesive, balanced and effective program. Which of these trends do you think will “stick”? Michelle: All of them, I suspect, though the jury may still be out on where social media is headed. The bottom line is to provide our learners with more resources when they need them, and to make learning more student-focused, interactive and accessible. I believe all those trends accomplish that. Tony: One thing I see — and I’m certainly encouraging and promoting it in my firm — is that technology is becoming cheaper and easier to use by the subject matter experts. Unlike the days when content had to be created by highly trained, specialized trainers using very expensive technology and applications, even to create just a few minutes of e-learning content, we can now put that capability into the hands of folks outside the training area — in library services, accounting, HR, etc. These folks can use the technology to take what they know about their own areas to create content that I’m not familiar with. I don’t have to develop content for them anymore — just teach them to use the tools and turn them loose to create what they need. That’s an exciting future for learning in law firms; not only giving and having access to all that information, but also training in the “voice” of their own people, not just mine. Rebecca: You know, it’s funny — I recently reviewed the May 2007 Peer to Peer issue that focused on training, and I read articles about the benefits of e-learning, how to implement it, how to develop training using a blended learning approach, etc. We were talking about those topics then and we’re starting to shout about them now . . . that is a hot trend for the future! Honora: I agree. E-learning is definitely finding its legs, and I think it will become even more meaningful as part of day-to-day training and just-in-time assistance. As yet, though, its promise is still not completely realized. A lot of that is due to training personnel still learning the right format, length and interactivity of materials so that it’s truly engaging and effective. Peer to Peer the quarterly magazine of ILTA 21