In Part One I explained why proper succession planning is so important. I also touched on why senior partners might be reluctant to retire, and offered advice on how to overcome this hesitancy. In that post I also provided a broader view on the definition of succession, suggesting it be considered more of an evolutionary process than an act in a point of time.
I suggested that strong business management is managing through constant change, and that this change should be actively managed in a law firm at three levels: the Partnership (and eventual transfer of ownership); practice groups, and . . . [more]