Enter the matrix: mapping skills in a typical law firm

Enter the matrix: mapping skills in a typical law firm

This post is part of a series reviewing the 'Legal Service Design Jam' event that LexisNexis hosted, in collaboration with The Bio Agency, at Janders Dean's 2016 'Horizons' conference in May 2016.

For the background to the skills matrix examined below, please read these posts first:

In this article, we take a closer look at one of the outputs from the group that focussed on the issue of ‘People’ .

Know thy firm

A key insight that came out of the People team’s session was the importance of knowing what skills law firm has and – importantly – where they can be found.

Finding and documenting this information was important for a number of reasons, including:

  • Recruitment: improve recruitment by recruiting for skills (rather than just focusing on the ‘conventional’ skillset of a lawyer, for instance)
  • External consultants: identifying where there are skills gaps that may need to be filled (temporarily or otherwise) by external consultants
  • Training: being able to target training where it is needed in order to reduce/remove skills gaps
  • Team selection: being able to assemble teams for particular projects based on the particular mix of skills required
The making of the matrix

The team brainstormed a list of skills/characteristics to focus on and proceeded to map these out on the basis of whether they were:

  • legal or non-legal
  • senior or junior

This was captured as a matrix with four quadrants, divided as follows: senior (upper quadrants); junior (lower quadrants); legal (left-hand side quadrants); and non-legal (right-hand side quadrants) – and this was the result:

If (for the sake of clarity) we tabulate the key skills/characteristics and where they were pl

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