At Offit Kurman, we continually look for innovative solutions to current and future business needs. When we examined the LTC4 core competencies, developed by peers in the legal industry, we immediately recognized their potential to identify new trends in legal skills and technology. Previously, our technology training was limited to new hire onboarding, new software rollouts, and reacting to trends reported to the Help Desk. Since implementing the core competencies as the foundation for our learning and development program, we have improved the time it takes for a new hire to feel comfortable with our systems. We have also engaged our experienced staff with ongoing development opportunities to stay competitive in the rapidly changing legal technology landscape. LTC4’s core competencies provide a picture of proficiency in essential legal workflows. By building our programs around the industry standard, we have become able to proactively provide relevant, personalized learning plans and our employees have responded favorably.

Attorneys and staff at Day Pitney LLP are always asking for more opportunities to learn and become more efficient. For many years when technology was not quite as ubiquitous in the legal industry, ad hoc training efforts were more than enough to keep people learning. The Learning & Development Department could focus on features and functions that were unique to a particular application, and those features and functions would translate easily into someone’s workflow. But as technology has infiltrated the legal industry, legal workflows have become much more complicated. You rarely stay within one application to complete a task – so although Learning & Development Departments might offer training on a word processing software, common workflows now demand the intersection of word processors with PDFs, e-mail programs, and document management systems. LTC4 has provided us with a way to organize and deliver training in terms of those complicated workflows, rather than just the unique features of one or two applications. Furthermore, using LTC4 Core Competencies has allowed us to track where our population is as a whole; it enables us to identify variations in workflow that can be optimized in different departments or practice areas. This has resulted in more intimate knowledge of the needs of our workforce so that we can offer differentiated instruction to those groups. LTC4 is becoming more and more a part of our organizational DNA; it provides context to our training efforts and enables us to strategically plan for the learning opportunities we need to create for our organization as a whole.