| |

Speaking of ILTA

ByMike McBride Reading Time: 2 minutes

The conference session schedule was released today, an yup, not only will I be attending, I’ll be speaking a couple of times as well.

In looking over the details, obviously I’m drawn to the Litigation Support sessions at first, and frankly, I’m a little underwhelmed by the titles. Seems like some of the same topics we talk about at every conference every year, but then again it’s fairly obvious that many, many firms still don’t really get it. I’m hopeful that as the details get fleshed out, we hear some fresh ideas. There are certainly enough quality speakers in that track’s sessions to give me hope that there will be!

As far as my own presentations, the session content is still in the very early stages of being developed, but I’m excited about the topics. On Tuesday, Aug 24 Ill be on a panel discussing The Power of One: Adding Value to Client-Focused Practices and on Weds. the 25th I’ll be taking part in a double session in the ILTAU hands-on lab talking about Managing Information Overload through Personal Knowledge Management. I’ve been thinking quite a bit about both of these topics, and am looking forward to really getting those thoughts organized and presented. You might even see a blog post or two discussing specific thoughts in the meantime, since you guys make a good sounding board and always let me know when I’ve got something wrong. 😉

Hopefully, we’ll all be able to have some good discussion around the topics, either here on the blog or in person at the conference.

So if you’re going to be at ILTA, look for me and say hello, and whether you are or not, what pops into your head when you read those session titles? What would you tell a room full of folks, or want to hear about? I’d love to read your thoughts!

Share with your friends!
LinkedInBlueskyMastodonThreadsRedditBuffer

Similar Posts

  • How Work From Anywhere Could Help Repair a Broken Employer – Employee Relationship

    ByMike McBride Reading Time: 4 minutes

    So, I left, for a job I could do from anywhere. And, most of all, I appreciate the fact that I can do this job from anywhere, even if the pandemic has meant doing it from the same exact spot in my house for the last 15 months. Because, when the time comes, I can be where I need to be, and continue working. That matters. That shows that the company trusts me, and I want to continue to earn that trust by meeting deadlines and getting my work done.

    That kind of relationship, or culture if you will, seems to be missing from many companies based on what I’m seeing other people talk about, online and off. Yet, every company out there like top brag about their top-notch “culture”.

    Culture isn’t what you say you do, culture is what you do together. And if, together, you have no trust between employees and management, well that’s your culture, regardless of what your mission statements says.

  • |

    How do Law Firms Become "Innovative"?

    ByMike McBride Reading Time: 2 minutes

    Recently, I’ve had some conversation about the idea of whether a particular law firm is innovative or not. It’s a tough question to answer, in my mind, because it really depends on how you define innovative. Just having innovative technology in place does not make a firm innovative, yet at the same time, even the…

  • Great Quote On Ediscovery Practice Groups

    ByMike McBride Reading Time: 1 minute

    I really want to blow up this bit of the Grappling with the e-Discovery Monster article and hang it in my office, it says that much! Others in the industry emphasize that just having an e-dis­covery practice group doesn’t mean that the entire firm has a grasp on e-dis­covery. “The general goal for firms is…

  • |

    Linked: Women in the Workplace

    ByMike McBride Reading Time: 2 minutes

    This is an acute problem for many of us, who want to participate in doing the work of promoting diversity and inclusion but are still getting measured by everything other than that. And, as the survey points out, it is oftentimes women who take on this work, in an effort to help other women and minorities achieve.

    But, as much as the C-Level folks talk about the importance of this work, it is not a part of the job performance, nor is time and effort really allocated for it.

    How many of you volunteer to take on this work, running an employee resource group, putting together presentations, leading group discussions, often at the behest of top management, and then when it comes times for performance reviews, the only thing that matters is time spent on bringing in revenue?

    The message seems to really be, “It’s great that you want to do this work for us, but make sure you do it on your time because your productivity will be measured against the people who don’t spend any time at all doing this work”

  • It’s official!

    ByMike McBride Reading Time: 1 minute

    Last night was, finally, the official beginning of my term as a member of the Friends of the Columbus Library Board of Trustees. (There was a swearing in and everything..) It was an enlightening meeting, in terms of learning about the various ways the Friends work with the library and support the library. It should…

  • How to avoid outsourcing

    ByMike McBride Reading Time: 4 minutes

    I was litening earlier to the latest In the Trenches, spefically to special guest Chuck Tomasi’s take on how to make yourself more valuable to your employer. He is in management now afterall so it’s a different perspective. I was struck by this idea of getting outside the technology and understanding the core business processes…

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Your post must include a link to this post.

How does this work?
Write a response on your own website and include a link to this post. Then submit your response’s URL here. Your response may appear here after moderation. To update or remove it, edit or delete your original post and submit the same URL again. Learn more about Webmentions.