The topic of succession planning comes up frequently when I work with law firms across New Zealand. Tis, no doubt, is symptomatic of the ageing baby boomers’ era and the multi-generational transfer of wealth. Getting succession planning right is critical for any lawyer or law firm. Unless you plan to close the doors permanently on […]
Succession planning – is your law firm getting it right? Read More »
Some years ago, I interviewed several of the most successful lawyers I knew. They had consistently robust practices that generated enough work to keep themselves and others busy. They were the “go to” lawyers in their fields, and they earned good incomes. I asked them how they envisioned, built and sustained their practices and what,
It’s not just a practice. It’s a business Read More »
Buckle your seatbelt. I suspect 2017 will be a fast paced, bumpy ride into an uncertain and challenging future. What has worked well for your law practice to date may not be sufficient to get it to where it needs to be, or even maintain the status quo.
Future proofing your law practice Read More »
Smith & Same, a hypothetical general practice law firm with five partners and a total of 15 lawyers, has been in existence for 30 years serving clients throughout its regional area. John Same, the managing partner, makes many of the firm’s day-to-day decisions, but significant decisions are made by all of the partners. “three partners
Law office retreats that really add value Read More »
Many lawyers tell me that their firm does not have, or has never had, a strategic plan. Law firms with up-to-date, carefully drafted strategic plans that inform their day-to-day and long term decision making are, sadly, few and far between. Read the Full Article
Strategic Planning for Law Firms Read More »
If you are a New Zealand lawyer reading this article, you are part of an inter-generational cohort turnover in the New Zealand legal profession. What does thismean? I am referring to the fact that the generation of baby boomer lawyers are generally reducing their level of practice, becoming consultants (instead of partners) and/or retiring. Simultaneously,
Succession planning: a strategic approach Read More »
All Rights Reserved Emily Morrow
