As the article mentions, Microsoft does not make it easy to manage SAS tokens in bulk. It’s pretty easy to have a bunch of Azure data blob storage items lying around for years with active SAS tokens that were totally forgotten about.
If you’re using SAS tokens to share data, and it’s good for that, remember to clean up after yourself.
Those are essentially the same steps I would recommend for anyone wanting to network in our industry. Get active in places where Legal Tech folks gather, like LinkedIn, conferences, and networking groups, and volunteer to be a part of some of those same groups. Whether that networking is for career opportunities or just to be connected with people in the field and share tips and information, that’s what I would do.
So, if those actions are what passive job-seeking looks like, we should all be passive job-seeking.
There should be no question about how to access resources. There should be an expectation that there are people you can reach out to who would help you navigate those resources and that managers are supportive of basic mental health activities that help avoid burnout.
Anything less just isn’t good enough.
Do we approach training from a “just in case” mindset, where we teach employees everything they might need to know before we get them started doing any productive work, or should we be approaching it from a “just in time” mindset, where they continuously learn new skills as they are needed?
Good employees want to learn new things and utilize technology to be more efficient, and that’s what we want from our employees. AI is all over the media right now. It’s the hot topic if every tech conference and a ton of legal tech webinars. According to this survey, they appear to be out there doing it on their own with little direction from their employer. That might become a problem, but it shouldn’t be a surprise. User have been finding creative ways to find the tools they need to get work done instead of waiting for the IT team and training to tell them they can. AI is just one more to add to that list, and one more that the talent development folks are going to have to play catch up on, quickly.
We’ve lost this idea. We’ve bought into the fallacy that being engaged at work, having best friends at work, and bringing our full selves to work is the “correct” way to function and get ahead in life. That working 60-80 hours per week at our jobs is somehow going to change the world. I think Toni’s father had it right.
Get your money, then come home. Nothing less, nothing more. Work is not home, your life isn’t there.