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Welcome to a collaborative safe space where your voice, your thoughts and feelings will be heard and valued. I really appreciate you coming by. Your contributions will be invaluable in helping to gauge the efficacy of Legal Working Culture (LWC) .https://www.coreeq.org/post/legal-working-culture-revisited
Many of you may have read the blog, Silos and Swimlanes in which I introduce Legal Working Culture. Amongst other things LWC can underpin a Professional Capability Curriculum. It provides a constructive creative approach to retaining the collegiality in law by distilling observational research and valuable insights from leading lawyers across the three main disciples of law, the judiciary, academia and practising lawyers. https://www.coreeq.org/post/silos-and-swim-lanes-where-does-legal-working-culture-fit-with-the-australian-academy-of-law
At work lawyers navigate a dual identity as a professional and an organisational worker. Many lawyers also acquire formal and sometimes informal leadership roles. Legal Working Culture offers a framework to help lawyers, their managers and people and culture experts to identify and balance out their professional development needs in both professional and organisational leadership.
Many lawyers work as professionals employed by legal organisations. Within this context, their management and leadership and work-based learning are seen as an insignificant by-product of their professional legal work.
Many lawyers undertake this additional responsibility when they do not have formal positions of authority. This work is not formally acknowledged or validated.
By making visible this "better work" important shortcomings of the prevailing organisational and professional culture (and leadership) can become apparent. Possibly an uncomfortable truth for some organisations.
However People and Culture practitioners may see the benefits of such a work based professional development framework and approach.