Succession planning of lawyer managers is frequently not given adequate attention until senior partners or other influential members of the firm announce their plans to retire, reduce their active involvement in the firm or leave.
Succession planning is a distasteful subject for attorneys to address since the reasons for addressing the subject — e.g., death, disability, retirement, involuntary departure and personal problems — deal with issues that significantly change the lifestyle, financial posture and status of partners and managers within their respective organizations. Further, from personal and political perspectives, no one wants to be perceived as the individual who is orchestrating the departure of senior partners and administrators who may have devoted their lives to developing the firm, or has to tell another partner he or she had better begin to identify, develop and delegate their work to someone who will be their replacement.
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