Succession Planning

Let us help you start the succession planning conversation at your firm.
What you can't see over the horizon today can hurt you tomorrow. You can only deal with the issues if they're out in the open and on the table, and it's never too early to start. We are impartial and bring objectivity to an important and often emotionally charged discussion. Let's talk, in absolute confidence.

Talk About It – Get Started

With our objective and impartial intervention, you can start the conversation. The sooner the better, even if the average partner age is 35.

We facilitate and initiate discussion on all the issues to be confronted. You get to talk about:

• Legacy, firm culture, succession, financial and operational impacts
• What the firm is and what it could look like
• Practice transition
• Transition compensation
• Expectations of the transitioning partner and their expectations of the firm
• Urgent succession action
• Hiring, retaining and grooming future leadership
• Action, timelines and responsibilities
• Keeping your finger on the pulse

We help you start the conversation. It's serious business:

Here's How It Works
Stage 1:

• Meet with the prime mover group
• Determine desired outcome and deliverables
• Surface issues to be confronted
• Quantify, prioritize, sense for urgency and impact

Stage 2:

• Meet with the entire stakeholder group
• Determine desired outcome and deliverables
• Deal with practice transition and compensation
• Confront all the issues in open discussion
• Discuss leadership development
• Set follow up timetable