Why advocacy and dispute resolution still matter

Regardless of practice area, early-career lawyers benefit from developing the ability to analyse issues, structure arguments and communicate clearly. Advocacy and dispute resolution skills underpin clear and persuasive communication, structured thinking and analysis, and effective handling of client matters. Rather than these capabilities being limited to contentious roles, they are transferable across a wide range of legal work.

The challenge in the SQE and QWE model

Under the SQE model, exposure to contentious work is no longer guaranteed. During QWE, trainees may work in teams with limited dispute-related work, have uneven access to advocacy experience, or focus on non-contentious matters throughout their training. As a result, some trainees approach qualification without having practised key elements of advocacy or dispute resolution.

What effective capability looks like

Developing competence in this area requires more than understanding legal principles; trainees need opportunities to practise skills such as:

• analysing facts and identifying key issues
• structuring arguments and supporting positions
• responding to questions and opposing views
• communicating clearly and persuasively
• handling client interactions effectively

These skills develop through application, feedback and repetition.

A structured approach to development

Where exposure is limited, firms are increasingly using structured training to build these capabilities. Programmes focused on advocacy and dispute resolution typically combine realistic case scenarios, practical exercises and simulations, and structured feedback from experienced practitioners. This approach allows trainees to experience situations that mirror practice, even where live work opportunities are limited.

What to look for in a practical training programme

When selecting or designing training, firms should focus on how effectively the programme supports applied learning.

Key considerations include:

• Realism of scenarios – whether exercises reflect current legal practice
• Opportunity for practice – the extent to which trainees actively participate
• Quality of feedback – whether feedback is specific and actionable
• Balance of delivery – how online and in-person elements are combined
• Time efficiency – how the programme fits around workload

The aim is to ensure that training develops capability, not just knowledge.

Supporting confidence as well as competence

A common issue for trainees is not only skill development, but confidence. Without opportunities to practise advocacy or dispute-related tasks, trainees may feel underprepared even if they understand the underlying principles. Structured training helps address this by providing a safe environment to practise, exposure to realistic scenarios, and feedback that supports improvement. This builds both competence and confidence ahead of qualification.

Conclusion

As the SQE and QWE model reshapes training pathways, firms need to take a more deliberate approach to developing key professional skills. Advocacy and dispute resolution remain central to effective legal practice, therefore it is essential to ensure trainees have the opportunity to build these capabilities before qualification. Structured, practice-focused training provides a practical way to achieve this, supporting both performance and confidence at the point of qualification.

Further Information

If your firm is considering how to strengthen advocacy and dispute resolution skills within trainee development, it may be useful to explore how structured training can support consistent capability building.