Last week I wrote about keeping an eye on what was happening with Twitter, and later that day, someone sent me a news story about their plans to close up the Revue Newsletter tool by the end of the year. So, easy decision. Plus Substack made it even easier by having a tool to import all of the archives.
I’m looking forward to seeing what new things we can do with the new tool, but for now, here’s this week’s newsletter!
Given all the news the past week, I’ll just drop this here if you need it.
What to Do After Being Laid Off
Now on to the rest of the thought-provoking stuff.
Legal and eDiscovery
“New findings from the Thomson Reuters Institute’s Legal Department Operations Index reveal that legal teams are looking to reduce outside counsel spending and implement time-saving technologies despite slow adoption.”
Laying a Good eDiscovery Foundation
“It can be very easy to be so involved with the eDiscovery process on a daily basis that bigger-picture questions are pushed to the bottom of the list. This can be anything from asking whether the tool you’re currently using is actually the best fit for the type and number of cases you’re handling, how eDiscovery costs are being handled within the firm, or whether the people performing eDiscovery are well trained. Gaps in any of these areas can mean a process built on a cracked foundation.”
5 Steps to Protecting Ediscovery Data When an Employee Exits
“Exiting or terminated employees can be a major risk if you don’t have a thorough plan in place for their exit and the transition of their responsibilities. This is especially the case if they are active custodians for open matters.”
Getting the Message: Considerations for Use of Mobile Devices in the Workplace
7 Things I Wish Law School Taught About eDiscovery
Mental Health in the Workplace
Global Recommendations for the Mental Health and Wellness of Workers
“For the first time, the World Health Organization (WHO) and International Labour Organization (ILO) recommended manager training to emphasize mental health and wellness in the workplace.”
Linked – Mental Health At Work: How To Dodge OOO Anxiety
“More importantly, consider what you communicate in your actions when someone does take PTO. Does everyone on the team email them while they are out so they can get a response as soon as they are back? Do you cram in a bunch of meetings or work they need to do before leaving?
Do you think this helps them feel less stressed?
It’s much more likely that they’ll take PTO but not get any benefits from being away from work. That’s missing the point entirely.”
Leading With Compassion While Promoting Individual Accountability
“Now, this is a really complex one, and one article could never provide all of the answers or the 'solve' for this issue. But, we need to talk about the fact that finding a balance for this is tough so we can normalize conversations about it and focus on equipping leaders with the skills on how to address it with their teams. So let's dive in.”
Careers and the Workplace
Networking is a necessary — and misunderstood — skill. Here’s how to hone it.
“Want to learn how to network but don’t know where to start? Here’s a simple guide that shows you the term isn’t as cringey or scary as it’s all made out to be. It’s actually quite intuitive, and like most things, becomes easier the more you do it. So give it a shot, because talking to the right person could go a long way.”
Quick Thought – The Scourge of Back-to-Back Meetings
These experiences showed me one thing, though. We might have better, more productive, and more efficient meetings if we had fewer and allowed people time to prep before and download after.
Training and Development
The “career ladder” is broken. Here’s how to develop your employees instead.
“These days, the conventional “career ladder” metaphor can only take employees so far before it breaks. The first problem with the “ladder” is that it tends to give only a small percentage of the workplace access to predictable career progression. The even bigger problem? It does not equip companies to get people rapid access to the skills the organization most needs in the midst of rapid growth and/or change.”
Companies Expect More From Managers But Haven’t Sufficiently Equipped Them, Research Shows