It helped to know that I am not alone and that there are other like-minded women leaders out there.
Capital Partner | Linebarger Goggan Blair & Sampson
New York, NY
New York, NY
It helped to know that I am not alone and that there are other like-minded women leaders out there.
The Managing Partner Forum is a go-to resource for not only what’s currently important to law firm leaders, but how law firm leaders are dealing with the issue of the moment and preparing for those of the future.
We have enjoyed working with John Remsen and his talented team. The Managing Partner Forum provides excellent content that truly assists in operating a successful business in today’s challenging environment.
The MPF programs always provide relevant, timely educational content. They are high energy and interactive which makes them fun to attend, too.
Great conference, thank you for the invitation.
The information sharing at the MPIEs is especially valuable.
My partner and I really enjoyed the conference and we look forward to attending again next year.
Connecting with other firm leaders, as it felt more like a ‘retreat’ than a ‘conference.’ Fantastic format allowed for great information and advice sharing.
I go to a lot of conferences, and your event is the one I look forward to and gain the most from each year. The power of this group is incredible. So privileged to be a part of it. Thank you for what you do for our industry.
Connecting with other firm leaders, as it felt more like a ‘retreat’ than a ‘conference.’ Fantastic format allowed for great information and advice sharing.
ATL was a great time, and I really enjoyed the conference, as always.
That was my first experience at the conference, and it was tremendously valuable.
Great job! Keep it going. Thank you for the excellent work you do for the profession.
The collegiality and brainstorming opportunities can’t be beat.
The MPF Conference is always a great event. The MPIEs and Workshops were really good this year.
The program topics are timely and well presented. Every time I attend, I learn something new.
MPF is on top of the issues facing firm leaders, often before we even see them coming in our own firms, and provides timely advice from industry experts to see us through them.
I highly recommend the MPF Leadership Conference. I’ve participated many times, as have several of my partners. We leave with new ideas and fresh perspectives every time.
Hands down the best leadership conference for managing partners I’ve ever attended.
This is my 12th or 13th time attending, and it’s always the best conference I attend every year.
The MPIEs are interesting, informative and very useful!
I look forward to this Conference every year. It really helps me to be a more effective firm leader.
MPF provides tremendous value and excellent resources. Great information. Great speakers. Great networking opportunities.
In recent years, we’ve been helping quite a few firms with succession planning issues on the consulting side of our business. Consequently, we’ve done extensive research on the topic and this is by far the best White Paper we’ve read on succession planning for professional services firms. Although geared toward CPA firms (which I believe are paying more attention to succession than law firms), it discusses the same issues to which law firms should be paying diligent attention, including:
Nearly 1,000 CPAs from 500 multi-owner firms participated.
Succession planning is a hot issue for many smaller and mid-size law firms – both working with senior lawyers to transition their practices as they move toward retirement and grooming the firm’s future leaders for success. To assist with the former, check out our Senior Lawyer Transition Plan. It looks our five years and includes transitioning client relationships and passing on experience and know-how to younger lawyers.
In December, we published MPF Insight (see below), a report that summarizes results of our Leadership & Governance Survey and presents recommendations to law firm leaders. Since then, The National Law Review has written a series of four articles presenting its analysis of and commentary about the report. The final installment covers succession planning, an often neglected aspect of law firm management. Consider the following:
If you and your partners care about legacy and the long-term sustainability of your firm, succession planning should be an ongoing process, and planning around the retirements of your key people should start much earlier than you think. Now is the time to start planning for the future.
When it comes to succession planning within a law firm, we often hear from managing partners: “I’m concerned that our young partners don’t have what it takes to run this firm in the future. They lack the drive, commitment and work ethic to become owners of the business.” And from young partners, we hear: “The senior partners won’t let go. They cling to control and won’t introduce us to their clients and referral sources.” Firms need to find ways to bridge the gap if they want to be around in 2020 and beyond. Sue shares her advice to help your firm manage its succession process.
Of the dozen or so characteristics of today’s most successful law firms, succession planning is perhaps the most often neglected. Yet, succession should be an important element in many firm-wide strategic plans. Succession can be viewed in the context of firm leadership, client relationships and organizational involvement. It involves identifying and grooming future firm leaders, and rewarding retiring partners for successful transition, not just personal productivity.
In this thoughtful and well-researched article, Jim writes that law firms would benefit greatly from long-term planning and that succession – critical to sustainability – should command leadership’s full attention. We couldn’t agree more.
“A leader’s lasting value is measured by succession,” says leadership author and guru John Maxwell. Tom Grella, a long-term member of the MPF Advisory Board, puts his spin on the topic from the perspective of managing partner of a mid-size firm. Importantly, he writes about the role of current firm leadership in the process. Tom is Past Chair of the ABA’s Law Practice Management Section. This article appears in the May/June issue of the ABA’s Law Practice magazine.
Most firms don’t utter the "s" word — succession — until disaster strikes. This article leads off with a great example of that. Don’t let your firm fall into the malaise and wait until fate forces your hand. Succession planning benefits firm leaders of today and tomorrow.
In many smaller and mid-size law firms, more than half of the owners are in their 60s and 70s. They typically generate most of the firm’s business. They handle leadership and management responsibilities. And they possess decades of wisdom, knowledge and skills. Yet, most smaller and mid-size firms have no formal succession plans in place. And 70% of first generation law firms do not survive their founding partners.
As we all know, succession planning is important if your firm is to survive and prosper in the coming years. It involves difficult – often emotional – issues for many firms. Too often, these issues are never discussed, and succession is neglected.
Ida’s four-page article eloquently addresses some of the challenging issues with succession planning and the retirement of senior partners. We encourage you to read it if you’re dealing with succession and transition issues at your firm.