In law firms, knowledge management (KM) initiatives succeed when people see value in sharing what they know, rather than being told to do it. However, the major cultural barrier to KM engagement can be summed up in one question: “It’s my expertise, why should I share?”
That is why the second step in the LEXICON framework is Empower KM Champions. The goal is to identify people who inspire others. These champions are the bridge between KM teams and busy colleagues. They lead by example, showing how effective knowledge sharing improves and strengthens collaboration across the firm.
The Role of KM Champions
KM champions are the human face of knowledge management. These people may not sit within the formal KM and Research function, but they dedicate time to share knowledge within their practice groups or departments. Most importantly, they speak the language of their groups (e.g., litigation, corporate, tax) so that KM does not feel abstract.
They are respected and influential colleagues—Professional Support Lawyers (PSLs), practice group representatives, training managers, or innovation leads. When they model good KM behaviors, their peers follow. They do not just support KM, they drive adoption—nudging, reminding, and embedding KM practices within team processes.
Credible champions advocate for KM tools, answer questions, and help colleagues find and contribute knowledge efficiently. They provide essential user insight to KM and research teams, highlighting barriers and helping refine systems so KM evolves with the firm’s needs.
Creating a Virtual Team of Champions
Champions should not work in isolation. A strong KM program depends on a strong network of advocates. One proven approach is a virtual KM champion team, which will become an extension of the central KM function.
Each practice group, department, or regional office nominates someone to represent local needs and communicate KM developments back to their teams. This two-way model builds accountability and shared ownership.
To make it effective:
- Define roles clearly: Champions are connectors, not administrators; they are “people people”. They lead by example, answer questions, pilot new initiatives, and test prototypes before a comprehensive rollout.
- Keep communication regular: Hold short virtual meetings every two weeks to share updates, gather feedback, and discuss successes or pain points. Encourage champions to bring real examples from their teams.
- Build trust through in-person connections: Annual workshops strengthen relationships, align strategy, and motivate champions by highlighting progress across the firm. These events also provide the stories and metrics needed to demonstrate KM’s value and ROI.
This approach transforms enthusiastic volunteers into a cohesive, decision-making network that directly shapes the firm’s KM success—locally, nationally, and globally.
Empowering champions through training and recognition
To keep motivation and engagement high, KM teams should invest in three areas:
- Training and development: Offer short, focused sessions tailored to each role – partner, associate, or business services professional. Provide champions with specialized updates, toolkits, and talking points so they can explain and demonstrate KM benefits confidently and accurately.
- Recognition and reward: Publicly acknowledge champions who make an impact. A mention in a firm-wide newsletter, an internal award, or a meaningful thank-you from leadership reinforces that knowledge sharing is valued and visible.
- Networking and peer exchange: Create spaces where champions can meet, share experiences, and learn from one another. A virtual champions’ forum, or an internal workspace can keep this community connected and energized.
Empowerment is not only about training champions but also trusting them to help shape how KM evolves.
Why Empowering Champions Matters
KM champions are credible, practical, and visible participants in daily work. They demonstrate that sharing knowledge is not an obligation but a shortcut to better performance. Many champions mentor colleagues, demonstrating KM tools in real workflows.
Some firms formalize the role with light metrics—such as contribution or usage goals—giving champions both direction and recognition for measurable success.
When champions are supported and celebrated, they turn KM’s abstract principles into everyday habits. They sustain engagement, create feedback loops, and embed knowledge sharing across the firm.
What’s Next in the LEXICON Series?
This post is the second in our series on the elements of the LEXICON framework for legal KM engagement. In the first article, we explored how linking KM to daily workflows builds the foundation for adoption. In this piece, we have seen how empowering KM champions turns that foundation into a living network of advocates.
Next, we will move to the “X” in LEXICON – exploring how to eXpand participation and communication to strengthen collaboration across every level of the firm. Stay tuned as we continue the series and show how each part of the framework helps your firm not just manage knowledge, but ensure it thrives.
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