Nic Robinson

Very interesting indeed and certainly a practical step towards a greater sense of safety in the workplace. Back in the 90’s in PW Management Consultants (now that really was a great place to work) we had an anonymous tool for staff to feedback on Partners. A colleague of mine had been feeling badly bullied by a relatively new Partner and in the Start/Continue/Stop section simply wrote ‘stop being a bully’. I know for a fact that this led to a change in the Partner’s behaviour. But what do you think? Obviously we dream of cultures where everyone feels empowered to talk openly about such matters, but would you want such a tool in your business? And why or why not? https://lnkd.in/exQqmaFT #inclusion #DEI #equity

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Great article below from Lucy Floydd at The Lawyer where I provide quotes on the benefits of developing your personal brand on LinkedIn for General Counsel. I often use the analogy, that if you aren't using LinkedIn to your benefit, then you might as well be in a room of powerful contacts with a paper bag on your head. Spending time understanding how to show up on LinkedIn is equivalent to taking the paper bag off your head and joining the party. There are many other tips in the article on the importance of developing a personal brand – something that is relevant to private practice lawyers as well as those in-house. I am in good company in the article with Terra Potter Jenifer Swallow Dina White Emma Levin Asli YILDIZ , LLM John OReilly Catie Sheret Emma Tregenza Chris Fowler Matthew Gingell Emily Coupland Daniel Winterfeldt MBE KC (Hon) Andrew Cooke https://lnkd.in/eUKEa-h7 Let me know if anything resonates. #generalcounsel #legalrecruitment #removethepaperbag

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Excited to be part of this Litera panel next week! If you're interested in how technology is reshaping the legal landscape, make sure to register here: https://lnkd.in/e3CiDbi3 #InHouseCounsel #LegalInnovation #LegalTech #LegalTechnology #GenAI

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🔶 Who would have guessed the trade marks attorney profession is so friendly?🔶 A bit more of a personal post to wrap up the week this week. I've worked in this space for a long time now, and often (as you might imagine) a part of a trade marks attorney's role involves dealing with contentious matters, including disputes arising between clients and other parties. This means we often have to exchange correspondence with other trade marks attorneys that, whilst rarely personal, often contains strong views and at times can be combative/argumentative. Given we're often up 'against' other attorneys, you might be surprised to learn how collegial this profession can be. As a small business operator, I am lucky to have gained true friends with other trade marks attorneys that, on paper, would appear to be competition - or, even opposition. Additionally, I have built a network of relationships with attorneys so always have a place to refer a client if I'm conflicted, knowing the client will be well looked after. I have people I can (and do) turn to if I need a sounding board on unusual matters. Looking at posts on LinkedIn, for example, I realised a lot of 'likes' I receive come from other attorneys, and, the likes/comments I give are often on other attorneys' posts. I checked my LinkedIn messages and a fair chunk of those are lovely chats with other attorneys too. So, for a profession that involves a lot of fighting - it's actually (for the most part 😉) a lovely/friendly profession and I thank each of the other attorneys here for your support, chats, brainstorming and all the rest. (PS. I clicked the button to 'rewrite with AI', but, chose to keep my post in my words, even though the rewrite gave me a chuckle!) I hope everyone has a great weekend ahead!

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How do I develop my career as an in-house lawyer? This is a question I have been asked a lot over the years and this article aims to give some valuable insight / practical steps that will help you thrive as an in-house lawyer.

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Firms have for years be able to retain interest earned on client account monies, so why is it only recently that the SRA CEO has taken issue with it not being in clients' best interests, especially when he has been in post for the last ten years? Is talk of banning the retention of interest just a knee-jerk reaction after the Axiom Ince scandal, or has the CEO only just recognised that retaining client interest was never in the best interests of clients in the first place? As with its decision around not carrying out due diligence on Axiom Ince because of the risk of stymying M&A in the legal sector, has the SRA been allowing firms to retain interest up to this point due to not wanting to negatively impact their financial positions? Any thoughts? See page 3, 6 and 9.

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In the final instalment of our weekly Q&A series with LexisNexis UK exploring the top 10 questions asked by lawyers looking to move in-house from Private Practice; Karolina Mikulicz-Church and I are considering: 💥 Can you return to private practice after moving in-house? 💥 ❇ Having made the move in-house does not preclude you from returning to private practice although it is not a frequently trodden path.   ❇ Many lawyers we work with have successfully made this move, and the experience gained whilst in-house can be invaluable when returning to private practice. ❇ It is important to recognise that transitioning from in-house to private practice may involve a different set of challenges compared to your initial move. Be ready and prepared to effectively articulate the rationale for your move and how your in-house experience adds value to private practice clients. ❇ Some lawyers find that their in-house experience enhances their marketability, while others may need to strategically position their skills and experiences to align with the expectations of law firms.   ❇ Emphasise any commercial knowledge and practical experience gained during your time in-house. Clients often value lawyers who not only understand the law but can also provide strategic advice aligned with business objectives. ❇ Be proactive, maintain a strong professional network with solid relationships, and highlight the value you bring because of your in-house experience. ❇ Recognise that every career path is unique, and the process of returning to private practice may take time.   If you’re thinking about making the move and would like a confidential discussion, we'd love to hear from you. Drop us a line: 📧 [email protected] 📧 [email protected]

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Woke up today reflecting on a conversation I had a couple of weeks back... The theme being 'we are not special in Legal Ops' 😱 But this is meant with love ❤️ For me it means, not reinventing the wheel ⚙ So if I can share a tip for anyone like me going it alone in Legal Ops - look out to the rest of your business and find the ops people. There are a lot of already made processes to help with implementation or change management etc. A lot of what we do will not be just a 'Legal' problem! Also talking about what has worked well before in your organisation can help ensure your projects land well too. #legalops #operations

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I have been chatting to many legal clients over the last few weeks who are still saying one of the key challenges remains attracting talent in a tight market. I have outlined some key advice I would give my clients across private practice and in-house to give them every opportunity to hire the best talent for their team! -           Define your employer branding and ensure that is comes through clearly in all communications – candidates want to know about company values, culture, career paths, work quality, commitment to DE & I etc. Also think about who you are competing with for talent and what makes you different -           If you have testimonials/client case studies I would ensure that you promote these -           Regularly review your compensation and benefits packages – we are more frequently being asked for detailed benefits breakdowns  with an increased focus on wellness benefits and benefits to assist with work life balance -           Work life balance – Hybrid working is no longer seen as a benefit but something that candidates are expecting and so having a good level of work life balance will open up a wider pool of talent -           Professional development and training – be clear and transparent if you can about typical career paths for people – not only will this help to attract talent but also it will assist with retention of existing employees -           Streamline your recruitment process! We are advising clients that they need to keep their process streamlined. I would still recommend two interviews so both the candidate and the client can ascertain if the role is right for both parties but many more processes and you run the risk of loosing candidates in process. -           Use the interview to promote the points above !! For any clients keen to discuss the legal market and talent availability get in touch today to discuss further [email protected] #legalcareers #solicitorcareers #legaljobs #recruitmentadvice

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Come on HR people, please please do better How disappointing that "HR Professionals" are of the opinion that having an anonymous feedback mechanism will cause problems because people will create ways to be offended. If my HR person thinks that I am creating ways to be offended, I'm sure as heck not going to want to talk to them about any issues I'm experiencing in the workplace. So when you have people who are treated poorly, how is HR supposed to find out? With "HR Professionals" like this, you won't. You will just continue to create workplaces that work well for some, but create trauma for others. There is SO much wrong with HR right now. We need to focus on creating better workplaces for everyone. This means having an understanding that the workplace can be totally different for you than it is for me. That doesn't make either of us wrong. It doesn't make either of us a complainer. It just means there are changes that need to be made so that we both feel heard, seen, respected, and valued. That's why I am proud to be part of DisruptHR Tucson and Phoenix. We are serious about making positive changes.

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Grant Settlement Proves Pull Of Offer That Can't Be Refused Hugh Grant's decision to settle his case against News Group to avoid the "most likely" outcome of paying millions in legal fees even if he won demonstrates the effectiveness of a common cost-saving legal mechanism despite criticism the media giant is being allowed to avoid scrutiny. Grant publicly announced that he had accepted an "enormous offer" to drop claims that he was illegally targeted by tabloid journalists on social media, By doing so, the "Notting Hill" actor threw a subsection of the courts' civil procedure rules — known as a Part 36 offer — into the spotlight. Similar to Don Corleone in "The Godfather" making "an offer he can't refuse," a Part 36 offer puts pressure on the opposing party to settle by offering to pay an amount of damages, plus costs, if they settle. But if they ignore the offer, and then fall short at trial, they will have to pay all the costs of the case — including those of the other side — from the date that the offer should have been accepted. The mechanism can provide a safeguard against exaggerated claims being run, as well as being a penalty to force compromise. To read more about this case or the Part 36 offer, please connect with me to discuss Law360 UK Phone: +44 7552 882 850 Email: [email protected]

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I'm pleased to announce the launch of legallens.org.uk. This site offers in-depth analyses of legal and ethical issues, updates on current legal trends, and thoughtful discussions on ethical challenges. We'll also keep you informed about regulatory changes and best practices affecting the legal profession. Legallens.org.uk grew out of my LinkedIn newsletter, Legal Lens, where I initially shared articles chronicling my own experiences and hoping to support others in similar situations. Over recent months, the newsletter has expanded to cover a range of topics that have resonated with our readership. As the collection of articles grew, it became clear that a more structured platform was needed. Hence, legallens.org.uk was created. Our primary aim is to improve accessibility by categorising the articles. However, we have a broader vision: to develop a platform that not only provides valuable content but also connects visitors with individuals and organisations who can offer assistance in their legal matters. In the coming weeks, we plan to add more articles and hope to bring on board individuals and organisations capable of offering genuine support. While I'll continue to post articles on LinkedIn, legallens.org.uk aims to serve as a comprehensive resource where people can find help and share their experiences. Reflecting on this journey, legallens.org.uk seeks to demystify legal processes, highlight crucial considerations, and connect people with appropriate resources and support. We hope to advocate for voices that often go unheard, as many of us have faced similar challenges. Thank you for your continued support. I look forward to growing this community together. #LegalLens #LawAndEthics #LegalUpdates #EthicalChallenges #LegalSupport #Advocacy #UnheardVoices

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I totally agree with Richard Moorhead, there have been so many recent examples where lawyers have been shown to have acted unethically, the Post Office scandal being at the forefront of these! The assumption that all lawyers will act ethically purely based on their professional status needs to be revisited, with more training on ethics being provided; do all lawyers meet the SRA competence requirements around ethics, namely: A1 - Act honestly and with integrity, in accordance with legal and regulatory requirements and the SRA Standards and Regulations, including: 1. Recognising ethical issues and exercising effective judgment in addressing them 2. Understanding and applying the ethical concepts which govern their role and behaviour as a lawyer 3. Identifying the relevant SRA principles and rules of professional conduct and following them 4. Resisting pressure to condone, ignore or commit unethical behaviour 5. Respecting diversity and acting fairly and inclusively I wonder if the Post Office lawyers were honest when making the required competence declarations on their practising certificate renewal applications?

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End of an era! The final LIBOR rates were published by IBA at the end of September. When plans to abolish LIBOR were announced in 2017 by Andrew Bailey, then Chief Executive of the UK's Financial Conduct Authority (FCA), there were many who anticipated serious market disruption, but instead this article by Freshfields summarises how market participants and the regulators worked together to achieve a smooth and successful transition of this vital market benchmark rate.

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Pietro Gagliano thank you for sharing this. As I have been representing #cosmetic #brands against #counterfeiters from #China and SEA, I know all too well about the #safety #dangers that fake cosmetics pose to #health and #safety. Unlike the case of fashion counterfeits, consumer are generally aware of these risks and really want to buy genuine cosmetic products! However, if such purchase is done online, the chance of being duped is very high. While for certain luxury fashion products pricing can be a clear red flag (big price differences between real and fake), this is often not the case with cosmetics. In the example cited in the attached article, the victim said the product looked real but it smelled bad! That is a clear indicator of a counterfeit cosmetic. Consumer should never apply cosmetics that smell bad. Instead, they should contact the manufacturer to verify the products!

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📝 The Importance of Correctly Drafted Settlement Agreements 🤝 A recent important judgment in Clifford v IBM United Kingdom Ltd has restated the importance of a carefully drafted settlement agreement for employers and employees. 🎯 This case is a crucial reminder that settlement agreements need to be well-drafted with the parties’ intentions at the forefront. Ensuring that a settlement agreement is comprehensive and clear can prevent future disputes and employment litigation. For those in my network I would recommend taking the time to read this blog. https://lnkd.in/e8uxe9vc

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With the upward pressure on fees within Biglaw caused in part by ever-inflating associate salaries as firms battle to keep hold of their little darlings, are we starting to see clients looking for advice and expertise elsewhere to shave legal costs? ❓ What effect is this likely to have on both sectors of the industry? ❓ Could this see an acceleration of the bleeding away of talent from the elite to mid-tier firms? https://lnkd.in/ezq2HkEu

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One of the perks of Marsden partnering with Winmark's CLO community this year is access to regular Thought Leadership pieces we can pass onto our wider network. *don't @ me for the dog photo - blame LinkedIn for skewing the algos. Yes, directed at you Kate Bramwell 😉 Attempt to find a photo of Barbs 'thinking' wasn't easy... A quick snapshot of some recent articles and white papers: - From Winmark direct, Legal Department ROI and KPIs. Management guide for CLOs. https://lnkd.in/ebVeaESs - From Clifford Chance, Defining tomorrow's legal function https://lnkd.in/enatuQUM - From Wolters Kluwer, How to build a Legal Operations function https://lnkd.in/eQEDYUxc Thanks also to all the contributors to these articles - too many to mention! Interested in discussing further or looking for information on other areas to help with developing a high performing legal team - get in touch! - [email protected] / 07951031598 #legalops #legaloperations #marsden #legalconsultant #legallondon #legalsearch #legalrecruitment #legalnetworking #compliance #legaltech

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