Training & Development is the structured approach to continuously improving the capabilities of your legal team. It ensures that lawyers and legal operations professionals are equipped not just with legal knowledge, but with the business, technology, and process skills needed to deliver modern legal services.

Legal work is evolving. Today’s legal teams must understand automation, data analytics, stakeholder engagement, and agile project delivery - not just statutes and case law. Training & Development ensures that your team keeps pace with the business and remains a strategic enabler rather than a reactive cost centre.

This station is not about generic CPD hours. It’s about targeted, role-specific learning that aligns with your transformation agenda. It includes onboarding, cross-training, leadership development, and legal tech fluency. It also supports career progression, retention, and team morale.

Importantly, this station complements the Knowledge Line - ensuring that the legal team not only captures knowledge but knows how to apply it effectively. Without structured development, legal teams stagnate, and transformation efforts stall.

The scope of Training & Development typically includes:

◼️Onboarding Programs – Structured induction for new legal and ops team members.

◼️Business Skills Training – Commercial awareness, stakeholder engagement, and negotiation.

◼️Legal Tech Fluency – Training on tools like document automation, e-signature, and analytics.

◼️Process & Project Management – Agile delivery, workflow design, and change management.

◼️Leadership Development – Coaching and mentoring for future legal leaders.

◼️Cross-Functional Learning – Exposure to compliance, finance, procurement, and operations.

◼️Knowledge Application – Training on how to use playbooks, templates, and clause libraries.

◼️Performance Feedback Loops – Embedding learning into reviews and development plans.

In GLS legal ops, the Training & Development is considered a "Repeater" resource within legal operations.

A Repeater Resource: Supports multiple legal functions, ensuring that structured legal requests improve contracting, dispute resolution, compliance, and advisory services.

A well-structured Training & Development enhances legal team productivity, reduces wasted time, and improves service delivery across the organization.

The best practice features of the GLP are as follows:

◼️Role-Based Learning Paths – Tailored development plans for lawyers, ops staff, and leaders.

◼️Blended Learning Formats – Workshops, e-learning, mentoring, and peer learning.

◼️Embedded in Daily Work – Training linked to actual matters and workflows.

◼️Continuous Learning Culture – Regular refreshers and updates aligned with transformation.

◼️Metrics & Tracking – Monitoring participation, progress, and impact.

◼️Integration with Knowledge Management – Training on how to use and contribute to KM assets.

◼️Leadership Sponsorship – Senior buy-in and visibility for development initiatives.

◼️Alignment with Business Strategy – Training supports legal’s role in business execution.

The Training & Development station delivers the following value to the Business:

◼️Faster Legal Support – Skilled teams deliver work more efficiently.

◼️Improved Quality & Consistency – Training reduces errors and rework.

◼️Lower Legal Spend – Internal capability reduces reliance on external counsel.

◼️Better Business Engagement – Legal teams speak the language of the business.

◼️Increased Agility – Teams adapt quickly to new tools, risks, and priorities.

Legal teams gain confidence, capability, and career progression. Training supports retention, morale, and performance. It also enables legal leaders to build bench strength and prepare for succession.

The Training & Development station is essential for:

◼️Legal departments of all sizes

◼️Legal operations teams

◼️General Counsel and Heads of Legal

◼️Legal tech and innovation leads

◼️Compliance and risk management teams

A legal team operating without a Training & Development program will face a wide range of inefficiencies including:

◼️Skill Gaps – Teams lack the capabilities needed for modern legal work.

◼️Low Morale & Retention – No career development leads to disengagement.

◼️Poor Tech Adoption – Tools are underused due to lack of training.

◼️Inconsistent Outputs – No shared standards or best practices.

◼️Transformation Failure – Change initiatives stall due to capability gaps.

This station leverages technology. E-learning platforms, LMS systems, and digital training tools support scalable delivery. Training also improves adoption of other tech stations (e.g., document automation, analytics).