When law firm leaders finally decide to step back and lead differently, resistance always shows up. Teams push back, clients get nervous, and partners wonder if the change will stick. But resistance isn’t a sign of failure—it’s proof you’re disrupting patterns that have been in place for years. The key isn’t avoiding resistance. It’s holding the line long enough for the new way to become the new normal.
Law firm leaders often carry the weight of every decision, leaving them feeling indispensable—and isolated. Succession planning isn’t just about logistics. It’s about identity, leadership, and creating a firm that thrives without you.
Most law firm leaders think succession planning is only about client handoffs and deals. But the real challenge is the identity shift—from “I’ll do this forever” to “I need space.” Here’s how to navigate both the business transition and what comes next personally.
Many law firm leaders think putting off succession planning is an act of selflessness—focusing on clients first. But the truth is, it creates a bottleneck. At the SC Bar Senior Lawyers Symposium, I watched 30 managing partners realize that avoiding their own future doesn’t protect anyone—it traps everyone. The shift came with one question: What if taking care of yourself actually made you better at taking care of everyone else?
Most law firm leaders spend years “getting ready” for succession planning without ever moving forward. The truth is, succession readiness isn’t about perfect preparation—it’s about answering three honest questions that reveal whether you’re truly prepared or just procrastinating.