Succession Management Pillar 1 of 5: Transition Management and Retirement Process

07.25.18 | Posted By: Susan Duncan
In our recent blog post Succession Planning: The Problem and a RoadMap, we concluded with a RoadMap for how to establish a framework for an approach to succession planning.  This post provides additional detail about five components that comprise the pillars of succession management. Pillar 1 Components   Done correctly, as described in our post Read More

Succession Planning: The Problem and a RoadMap

07.11.18 | Posted By: Susan Duncan
  Eight adults per minute turn sixty-five and by 2020, 20% of the workforce will be 65 or older.  In law firms, the problem is exacerbated as senior rainmakers aged 60 or older often control 50% or more of the client base and key relationships, and often serve in key leadership positions.  According to studies Read More
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A Race to the Bottom for the AmLaw 200 and Below? Doesn’t Have to Be.

06.14.18 | Posted By: Susan Duncan
A month ago, at a conference on change management, a managing partner of an AmLaw 200 firm asked a question that likely weighs on the minds of most AmLaw 200 managing partners, some of the AmLaw 100 firms and many of those below the top 200. His question was: We hear all the time that Read More
A Race to the Bottom for the AmLaw 200 and Below? Doesn't Have to Be.

Women’s Success Strategies for Advancement

09.20.17 | Posted By: Susan Duncan
Despite the progress women have achieved in general and in law firms, many women continue to express frustration about how to compete and be successful as they climb the career ladder.   Enlightened firms have tried to tackle unconscious bias through mandatory training and intentionally putting more women in management positions. Some clients have gone Read More

The Succession Management Continuum: Where is Your Law Firm?

10.04.16 | Posted By: Susan Duncan
Recent surveys show that less than a third of law firms have a formal retirement or succession planning process in place.  Those that have one tend to focus more on retirement age and phase-down compensation approaches usually with a focus only on a few partners expected to retire within two to five years.  A much Read More
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