I had a call this week that perfectly illustrated why most succession planning fails—and what actually works.
A managing partner in her early 50s shared her journey: “When I was in my 40s, I thought I’d never want to retire. I love this. Never, ever going to want to retire.”
Then she paused. “A couple years ago, I hit a wall. I was like, I’m tired.”
The Identity Shift
That transition—from “I’ll do this forever” to “I need space”—happens to more law firm leaders than anyone discusses openly.
She’d built a solid 10-person firm over 15 years. Everything was running well. But something fundamental had shifted in how she viewed her relationship with the work.
“I’ve been patiently creating my exit path,” she said. “I think I’m ready to make those next steps.”
Both Sides Matter
What made this conversation different was her understanding that succession planning isn’t just about business logistics.
“I need to figure out partnership tracks for my people to take over,” she said. “And at the same time, what am I doing with my life? This has been such a big part of my life.”
You can’t solve the business side without addressing what comes next personally. And you can’t plan your next chapter without understanding what your business transition makes possible.
The October Opportunity
“I don’t want to build another business,” she admitted. “I just don’t have the energy for that anymore.”
That’s not burnout talking. That’s evolution.
October isn’t too late to start this process. While others wait for January to make changes, you could be making real progress before year-end. The years keep going faster—where do you want to be when 2026 gets here?
Where Do You Stand?
Take my Succession Readiness Assessment: https://summitsuccess.typeform.com/successionquiz — I review every response personally.
