Bridging Skills Gaps

As a junior lawyer, I got copied into client email threads and didn’t know what I should do besides waiting to be delegated tasks. Here are 5 things that I’ve learned to do to be more involved: 1️⃣ Project management Extract actions and proposed due dates from client correspondence. Bonus points if you have a project tracker that you can continually update. “Hi Jane, I’ve read through the 6 emails sent by [client] today and set out the action items below. I’ll keep updating this list as the day goes on.” 2️⃣ File management Save all correspondence and documents to the client / matter file. “Hi Jane, just letting you know I’ve saved these documents to [system]. Attached is the link to the [document] if you’d like to review it now.” 3️⃣ Offer to do the first draft of the document / task / email response “Hi Jane, [client] has asked us to amend the contract to reflect the agreed issues list by Friday (4 August). I can prepare a first draft for your review by Thursday morning if you’d like.” 4️⃣ Get familiar with the client Take note of their communication style, key contacts, approvals process, concerns, business drivers, preferred forms of documents, billing procedures, upload portals etc. Being aware of these things helps with providing a better personalised legal service. 5️⃣ Handle routine inquiries Simple and routine inquiries from clients can be handled by junior lawyers, freeing up the senior lawyer's time for more complex and strategic matters. Check with your supervisor about the types of things they would like you to handle. For those tasks, if not you’re not sure about your response, prepare a draft email for their review. “Hi Jane, I’ve prepared a draft response to [client] below but was not 100% sure about a few things. I’ve flagged my questions and proposed responses but would appreciate it if you could run your eye over it before we send it out.” Are these things that you do? Anything else you’d add? ------------- Btw, if you're a junior lawyer looking for practical career advice - check out the free how-to guides on my website. You can also stay updated by sending a connection / follow. #lawyers #lawstudents #legalprofession #lawschool

𝗟𝗟𝗠 -> 𝗥𝗔𝗚 -> 𝗔𝗜 𝗔𝗴𝗲𝗻𝘁 -> 𝗔𝗴𝗲𝗻𝘁𝗶𝗰 𝗔𝗜 The visual guide explains how these four layers relate—not as competing technologies, but as an evolving intelligence architecture. Here’s a deeper look: 1. 𝗟𝗟𝗠 (𝗟𝗮𝗿𝗴𝗲 𝗟𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗠𝗼𝗱𝗲𝗹) This is the foundation. Models like GPT, Claude, and Gemini are trained on vast corpora of text to perform a wide array of tasks: – Text generation – Instruction following – Chain-of-thought reasoning – Few-shot/zero-shot learning – Embedding and token generation However, LLMs are inherently limited to the knowledge encoded during training and struggle with grounding, real-time updates, or long-term memory. 2. 𝗥𝗔𝗚 (𝗥𝗲𝘁𝗿𝗶𝗲𝘃𝗮𝗹-𝗔𝘂𝗴𝗺𝗲𝗻𝘁𝗲𝗱 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗼𝗻) RAG bridges the gap between static model knowledge and dynamic external information. By integrating techniques such as: – Vector search – Embedding-based similarity scoring – Document chunking – Hybrid retrieval (dense + sparse) – Source attribution – Context injection …RAG enhances the quality and factuality of responses. It enables models to “recall” information they were never trained on, and grounds answers in external sources—critical for enterprise-grade applications. 3. 𝗔𝗜 𝗔𝗴𝗲𝗻𝘁 RAG is still a passive architecture—it retrieves and generates. AI Agents go a step further: they act. Agents perform tasks, execute code, call APIs, manage state, and iterate via feedback loops. They introduce key capabilities such as: – Planning and task decomposition – Execution pipelines – Long- and short-term memory integration – File access and API interaction – Use of frameworks like ReAct, LangChain Agents, AutoGen, and CrewAI This is where LLMs become active participants in workflows rather than just passive responders. 4. 𝗔𝗴𝗲𝗻𝘁𝗶𝗰 𝗔𝗜 This is the most advanced layer—where we go beyond a single autonomous agent to multi-agent systems with role-specific behavior, memory sharing, and inter-agent communication. Core concepts include: – Multi-agent collaboration and task delegation – Modular role assignment and hierarchy – Goal-directed planning and lifecycle management – Protocols like MCP (Anthropic’s Model Context Protocol) and A2A (Google’s Agent-to-Agent) – Long-term memory synchronization and feedback-based evolution Agentic AI is what enables truly autonomous, adaptive, and collaborative intelligence across distributed systems. Whether you’re building enterprise copilots, AI-powered ETL systems, or autonomous task orchestration tools, knowing what each layer offers—and where it falls short—will determine whether your AI system scales or breaks. If you found this helpful, share it with your team or network. If there’s something important you think I missed, feel free to comment or message me—I’d be happy to include it in the next iteration.

A recruiter gets 400+ applications on LinkedIn for one role. Here's how they decide who to contact first: LinkedIn shows recruiters exactly which of your skills match their job posting, and they're using this to filter hundreds of applications down to a manageable few. What's happening behind the scenes: ➙ Recruiters can see a "skills match" score for every applicant (5/10 for example would be pretty good) ➙ It tells recruiters exactly which skills match the role and where you used the skill ➙ If a skill isn't attached to a role on your profile it tells the recruiter how long the skill has been listed on your profile ➙ Recruiters can filter applications by skills ➙ No skills match = lower ranking or not showing up in filtered results 𝐖𝐡𝐲 𝐭𝐡𝐢𝐬 𝐦𝐚𝐭𝐭𝐞𝐫𝐬 𝐟𝐨𝐫 𝐘𝐎𝐔𝐑 𝐣𝐨𝐛 𝐬𝐞𝐚𝐫𝐜𝐡: You could be the perfect candidate, but if your LinkedIn skills don't mirror the job posting, you're invisible to recruiters. How to fix it (takes 15 minutes or less): ✓ Pull up your top 5 target job postings ✓ Identify the 10-15 most common skills listed ✓ Add these exact skills to your LinkedIn profile skills section ✓ Attach each skill to a position listed on your profile Pro tip: Even a 5/10 skills match is considered "pretty good" because most applicants I've seen don't even have 5 matching skills. #LinkedInTopVoices #JobSearch #Careers

Skill maintenance was a topic of hot debate during my time with army special operations. Specifically, how to determine the rate of skill decay and therefore the duration between refresher training to improve the chances of skills being reproducible in the heat of the moment. It’s a near impossible question to answer and will differ from person to person and skill to skill however, there is some science that underpins the principles of refresher training and informs the intervals between practicing the skills to reduce the chance of losing them. Skill classification starts the process. Specifically, determining whether the skills are: Physical vs Cognitive Natural vs Synthetic Closed Loop vs Open Loop Accuracy vs Speed skills Studies show that cognitive, open loop, and accuracy skills, in natural environments, decay faster and should be prioritised for refresher training. Other critical factors that impact the rate of skill decay are: How the information was initially encoded, and Cues present at retreival Paying attention to the detail and structure of training, and learning to retrieve skills in response to a variety of cues that are likely to be present in real world scenarios, dramatically improves retention. No matter how good the initial training however, skills decay over time, with one study demonstrating a 92% drop in performance of a trained skill after 365 days without refresher training. This newsletter takes a deep dive into the theory to help inform the prioritisation of refresher training for critical skills that, for military members and first responders, might make the difference between life and death. #military #training #realitybasedtraining #police #lawenforcement #ambulance #emt #paramedic #firefighter #correctionsofficer

Here's how to train junior lawyers to write better emails. Starting out, I often made two mistakes in my emails: ❌ they were too long: long paragraphs + too much signalling of all the work I had done ❌ poor bedside manner: I brought legal issues with a sense of pride “look at all these issues I found!” (but in the client’s mind this is tone deaf, it’s all just ‘bad news’ getting in the way of closing the deal - so issues need to be presented with care). Over time I learned non-lawyers simply refuse to read long emails. I also learned painful lessons on HOW I presented legal issues to the business. When I was a junior lawyer, I was seconded to an energy company in Brussels. The business was trying to close a big urgent deal. They REALLY wanted me to say it was all fine. And… I wrote them a long issues list with everything I thought was wrong. No solutions. Just problems. My legal analysis was sound, but my delivery atrocious. Suffice to say I didn't score any points for that.. It took me a few years to learn how to not fall into these traps. But it shouldn’t have to take that long. Here’s how to train junior lawyers in weeks, not years. At Lexoo, we regularly hire in-house lawyers to negotiate BAU contracts for our clients. That means we need to do a lot of training to make sure we all write emails that are to the point. Here’s our training process: ✅ Explain the theory: I tell the above stories and explain that every word we type is time taken from the recipient. So each word needs to have ‘earned’ it’s right to be there. Rough rules of thumb: 💡 Only mention points where a decision or action is needed, no need to justify our own existence! For any decisions, try to suggest solutions they can say yes/no to, instead of open-ended questions. 💡 For unexpected issues, make sure to show empathy and that you care about doing the deal and finding a solution. ✅ Then show how to do it: the theory is necessary but not sufficient. As trained professionals, we have deep grooves in our brain to work a certain way. It takes conscious effort to snap out of them and create a new groove: 💡 All learning is painful, so get your team member excited to learn: Explain that learning this skill will make clients and business stakeholders love working with them. It’ll set them apart as a great commercial lawyer for the rest of their careers. 💡 Review: Suggest that for the next 5-10 emails they send you a draft first. Then record a Loom video (which records your screen) of you adapting the draft. This means you can easily talk out loud and explain with each change (even minor ones) why you made it. Then send back the revised draft with the link to the Loom video. Takes minutes! I’ve found that after 5-10 emails you’ll see a big change. PS: I'm running a workshop on using risk heatmaps to negotiate what matters on 9 Aug: https://lnkd.in/egkk7pGw

There is a big change happening in hiring now. A recent OECD study found that companies are often looking for skills first. Recruiters most often searched using skills criteria only when using LinkedIn searches filtering over filtering for both skills and degrees. This pattern is partly driven by labour shortages in key industries. So what does that mean for you? Companies are starting to look more at what you can do, not just what school you went to or degree you have. When creating your LinkedIn profile: • 𝗟𝗼𝗼𝗸 𝗮𝘁 𝘆𝗼𝘂𝗿 𝗽𝗮𝘀𝘁 𝗷𝗼𝗯𝘀: Think about what skills you actually used. What problems did you solve? How did you work with others? What tools did you use? Ensure those skills are mentioned throughout your profile.    • 𝗙𝗶𝗹𝗹 𝘆𝗼𝘂𝗿 𝘀𝗸𝗶𝗹𝗹𝘀 𝘀𝗲𝗰𝘁𝗶𝗼𝗻: Having reviewed hundreds of LinkedIn profiles for my clients, I know the skill section is one that many skip as it can be time consuming. Remember that you can add up to 100 skills. Add all the important skills you have and ensure your connect them to the role where you acquired this skill. • 𝗦𝗵𝗼𝘄, 𝗱𝗼𝗻'𝘁 𝗷𝘂𝘀𝘁 𝘁𝗲𝗹𝗹: Don't just list what you did. Tell a short story about how you used a skill to get a good result. What do you think about this hiring trend?

Just built an IT Audit AI agent use case — and it’s only the beginning. Having shared posts over the past few weeks about the disruption Agentic AI is bringing to technology auditing, I thought… why not get stuck in myself? What many people don’t know: I started out as a coder. My early career included hacking Linux as a teenager — and now, years later, I’ve rekindled that curiosity. As a leader, I believe it’s important to understand things hands-on — especially when advising clients or coaching teams. I recently highlighted the emerging skills needed in risk and audit, and decided to upgrade myself. This week, I built a document summarisation agent using Python and OpenAI. I know there’s tons out there, but the point here is I put this together myself and any IT Internal Audit/ Compliance team can do this too! It scans long PDF reports, extracts key insights, and generates audit-relevant summaries — within seconds. Think about the time saved on policies, SOC reports, or control narratives. But more than that: Agentic AI isn’t just a trend. It’s a smart, practical partner for IT risk professionals. I’ve written a whitepaper on “Agentic AI in IT Risk & Controls” exploring how goal-driven agents can enable: • Continuous control monitoring • Automated evidence collection • Change risk evaluation in DevOps • Vendor risk review automation • Narrative generation for audit reports Client example: One of our consumer & retail clients manages over 20 third-party systems. To improve access reviews and change assurance, we deployed an agent that connects to ServiceNow and IAM logs, flags risky changes, and drafts evidence summaries. It’s reducing audit prep time and enabling real-time insight. At EY, our audit and technology risk teams are diving deep into how Agentic AI is disrupting business processes. We’re mapping out new risk models and defining what future-ready auditors will need in terms of skills and mindset. We’ll be sharing our views on this changing compliance landscape soon. Big thanks to Piers C. Maree-Louise Kernick Gareth James Abhishek Mohal Jason Walters Danila Solovyev Kevin Duthie — and everyone else helping shape the future of digital trust. If you’re in risk, audit, or compliance — or just curious about how AI is reshaping our field — let’s connect. The journey has only just begun. #ITRisk #AI #AgenticAI #Python #AuditInnovation #OpenAI #RiskTransformation #DigitalTrust #Leadership

Breaking into IT Audit, GRC, and IT Risk Assurance: More Than Just Certifications! Lately, I’ve had a lot of people reach out asking how to break into IT Audit, GRC, or IT Risk Assurance. The first thing they often ask? “Which certification should I get?” Don’t get me wrong—certifications like CISA, CRISC, CISSP, Sec+ and ISO 27001 LA can be valuable. But here’s the truth: certifications alone won’t land you the role. I’ve seen too many aspiring professionals focus solely on collecting certifications without gaining real, hands-on experience. The result? They struggle to apply their knowledge in real-world scenarios. So, what should you focus on instead? 🔹 1. Learn by Doing Don’t just memorize frameworks—practice! Conduct mock audits, review IT control reports, try out GRC tools like ServiceNow, Archer, or OneTrust. Build something—whether it’s an IT risk register, control assessment framework, or policy document. 🔹 2. Master the Fundamentals Understand the foundations of IT security, compliance, and risk management. Get comfortable with ISO 27001, NIST, COBIT, GDPR, SOC 2, and other key frameworks. 🔹 3. Start Small, but Start Somewhere If you’re transitioning from IT support, cybersecurity, or finance, look for opportunities within your current role. Volunteer for IT audits, risk assessments, or compliance-related tasks. 🔹 4. Network with Industry Professionals The IT Audit and GRC community is incredibly welcoming. Engage on LinkedIn, join ISACA, (ISC)², or IAPP chapters, and attend cybersecurity or risk conferences. A conversation can open doors that certifications alone cannot. 🔹 5. Don’t Just Chase Certifications—Chase Knowledge Yes, CISA, CRISC, and CISSP are great, but they shouldn’t be the first step. Understand the field, build practical skills, and then pursue certifications as a validation of your knowledge—not as a replacement for experience. 🔹 6. Sign up for a hands-on Mentorship Program where you can learn from professionals, who will show you, WHAT WE DO, WHY WE DO IT & HOW TO DO IT. Yes, CISA, CRISC, and CISSP are great, but they shouldn’t be the first step. Understand the field, build practical skills, and then pursue certifications as a validation of your knowledge—not as a replacement for experience. The IT Audit, GRC, and Risk Assurance space is growing fast, but getting in requires more than just passing exams. The right mix of skills, experience, and industry knowledge will set you apart. 💡 If you’re looking to get into the field, what’s your biggest challenge? If you’re already in, what’s one piece of advice you’d give to newcomers? Let’s discuss! #ITAudit #GRC #RiskAssurance #Cybersecurity #CareerAdvice #Big4

AI now writes, codes, and analyzes faster than any human — but it still can’t connect. Connection is now the new currency of leadership. McKinsey & Company recently found that 87% of executives believe AI will reshape their workforce within three years — yet only 22% feel prepared to lead through it. ➤ The gap isn't technical. It's human. Here's what I'm seeing coaching senior leaders right now: → They're drowning in AI efficiency but starving for human resonance. → They can generate a strategy deck in minutes, but they can't read the room. → They have the data, but they've lost the ability to sense what's unsaid. The leaders thriving in this shift aren't the ones resisting AI. They're the ones who've realized something critical: ✅ Automation raises the floor. Connection raises the ceiling. ✅ AI handles the transactional. You handle the transformational. ⸻ Here’s your 3-step playbook to stay indispensable in an automated world: 1️⃣ Balance AI with empathy. Use AI to process data — not to replace dialogue. 👉 After every AI-assisted task, ask: “What part of this still needs a human touch?” 2️⃣ Lead with curiosity, not certainty. In meetings, ask one open-ended question before giving a directive. 👉 Curiosity signals humility — the core of modern leadership. 3️⃣ Build emotional literacy as a business skill. Host 15-minute “EQ labs” on empathy or self-awareness. 👉 Reward leaders who model it, not just talk about it. In a world run by algorithms, your emotional intelligence IS your algorithm. Coaching can help; let's chat. Enjoy this? ♻️ Repost it to your network and follow Joshua Miller for more tips on coaching, leadership, career + mindset. #ai #executivecoaching #growthmindset #leadership

Over the years, I have realised that the single biggest gap in leadership development isn’t knowledge. Its application. Leaders don’t struggle with what to do; they struggle with how to translate that knowledge into behaviour, into systems, into results. Leadership, at its core, is a mindset and an understanding of systems. And that’s where the shift must happen from content delivery to deep transformation. Here’s what that looks like in practice: 1. Mindset Transformation: Encouraging leaders to look inward, reflect, and unlearn habits that no longer serve them. Mindset shapes perspective, and perspective shapes reality. 2. Systems Thinking: Understanding how culture, incentives, and processes interact because leadership is never about one person; it’s about influencing the whole system. 3. Embedding Change: Moving beyond classroom learning to real, adaptive environments where new thinking is tested and refined. Leadership development cannot remain an individual curriculum. It must become an organisational journey, one that’s supported by diagnostic tools, personalised coaching, and visible reinforcement from the top. True resilience is built not through direction but through empowerment, helping people achieve what once seemed impossible. #LeadershipTransformation #MindsetShift #SystemsThinking #EmpoweredOrganizations