Thought-provoking Things Worth Sharing - Issue #54
eDiscovery and Legal Tech
Labels: Not Just for People Anymore! | Ball in your Court — craigball.net I’m a tool guy. I pride myself on having the right tool for the task at hand. Digital forensics demands a broad range of specialized software, adapters, cabling, screwdrivers and spudgers. Yes, “spudger” is a real word. The forensic examiners I know enjoy swapping tool recommendations because often having the right tool to collect or…
Getting a “Clue” Regarding eDiscovery Project Management — ediscoverytoday.com eDiscovery Today has decided to publish a new FREE white paper to help people in getting a “Clue” regarding eDiscovery project management!
EDRM Announces Special Masters and Discovery Mediation Bench Book — ediscoverytoday.com Congrats to EDRM for the announcement of the public comment version of their new Special Masters and Discovery Mediation Bench Book!
A Constant Struggle: 3 E-Discovery Pitfalls With New Data Types | Legaltech News — www.law.com From dealing with modern attachments to the forensic implications that come with mobile devices an ILTACON 2022 panel discussed some of the common pitfalls that come with collecting emerging data sets.
Shedding Light on Shadow IT in eDiscovery - Part 1 — www.tcdi.com Shadow IT and ESI are a growing problems that counsel needs to be aware of when handling eDiscovery requests moving forward.
Workplace Culture and Careers
In Praise of Your Team's Quiet, Steady Worker - R.I.P. Charlie Watts — www.mikemcbrideonline.com That's what Charlie Watts meant to me, the reminder that no matter how much flash you've got, someone needs to play the drums and be the steady backbeat that keeps the song going. Without it, you're just making noise. We'd do well to remember that. Rest in Peace Charlie.
The Psychology of Quiet Quitting — adamgrant.bulletin.com When people don't feel cared about, they eventually stop caring.
Linked: The case for turning off your Zoom camera — www.mikemcbrideonline.com Stop considering people who aren't on camera as less engaged. This is just your bias. Your smartest employees understand the additional stress being on camera causes and take every opportunity to limit that effect for themselves. Keep people who are that self-aware. Recently, I was doing a training session with some new employees and started off by telling them to turn their cameras off. I am fairly sure it was their favorite meeting of their week. Think about how easy that was. I was showing them how to use a cloud tool, I wanted them focused on the screen, what I was doing and what I was saying about what I was doing. They were. I didn't need their cameras to tell me that.
“Oh, By the Way …”: How to Recover Spontaneity in the Hybrid Work World | ATD — www.td.org Leaders need to use their time differently to create the opportunities for interactions that used to happen spontaneously, which now take additional time and attention. Although there is no easy answer to this challenge, there is ongoing, abundant experimentation.
Linked: Remote Workers Waste 67 Minutes Of Their Day Being Digitally Present — www.mikemcbrideonline.com It's true. There are times when we need to meet virtually. With each other, or with a customer. A lot of our work, however, simply doesn't require us to be in a meeting to get it done, and yes, that includes reporting on the status of projects. There's no reason much of our work can't be done asynchronously, and if people felt free to work that way, they would get more work done instead of showing up to meetings just to be marked present.
Security and Privacy
Linked: Don’t Forget to Name Your ‘Digital Executor’ — www.mikemcbrideonline.com As we head into the metaverse, or whatever the cool kids are calling it this week, this is only going to become more complex and more necessary. It won't just be a social media profile and photos, it'll be an entire identity in the crypto-blockchain space that will not be accessible to someone else without the appropriate transfer. Don't leave it to chance. Your family is going to be dealing with enough.
How Poor Cybersecurity Practices Limit Your Law Firm’s Success Law firms need to up their cybersecurity practices to prevent threats and minimise the damage caused by unauthorised access.
Mental Health
Linked: Three-quarters of employees’ careers impacted by mental health, report finds — www.mikemcbrideonline.com I think a little anxiety and anger are appropriate now. Being distracted from your work should actually be a pretty normal reaction to what is going on in the world. Just replace your own national politics for the UK in that survey and can you really say that something hasn't prevented you from being your best at work during the last couple of years? I'm in the US, I think it's crazy that there are people going about their work as if nothing is happening, but I also know that is the corporate culture for many of us as well. For the hours you are "at" work, that's our time. Spend your own time worrying about the world, grieving for lost loved ones, caring for your family, or your own needs, etc. This is wrong on so many levels. Your people are not hours of labor on a spreadsheet, they are human beings, and human beings should absolutely be affected by what is going on in the world. Expecting them not to be during work hours tells me a lot more about the management team than it does about the workforce. It surely doesn't say anything good about the management team either.
The employer’s guide to wellbeing at work in 2022 and beyond Read the employer’s guide to wellbeing in 2022 and beyond and find out how to support the health and happiness of your employees.
Linked: Addressing employee burnout: Are you solving the right problem? — www.mikemcbrideonline.com Kudos to McKinsey for the research, but really just for the first line of this paragraph: "As an employer, you can’t “yoga” your way out of these challenges. Employers who try to improve burnout without addressing toxic behavior are likely to fail. Our survey shows that improving all other organization factors assessed (without addressing toxic behavior) does not meaningfully improve reported levels of burnout symptoms. Yet, when toxic behavior levels are low, each additional intervention contributes to reducing negative outcomes and increasing positive ones."