I am in conversations to give up my current area of responsibilities to move to another area and grow it from scratch. My current area is doing great (mostly based on my sweat and tears over the last

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I can sympathize. Is there someone else you could recommend and really sponsor for the role and maybe offer to the leadership to be their mentor as they go through the process. I would imagine a high performing woman or minority would be of a special interest to them..


Several years) and I’m finally at a point where I have things under control. Going to start something new is giving me a ton of stress. And of course I’m not sure if I will have as much success. If I’m to be honest, I don’t really want to do it. Any thoughts on how I handle this conversation with leadership. I don’t want to come off like I’m looking to coast for the next few years on the practice that I’ve built, but on some level I think I deserve it. And my kids are in their teens. I already feel like I missed a lot of their childhood. I don’t want to have regrets about these final years before they go off to start their lives.

What would you gain from doing it? If not much else, then you need to have the conversation. Do you think it will be held against you in any way? Sometimes people are funny that way. I’m just asking so you are clear on the climate at your company, but I also think you need to explain that the first 3/4 of your career was about you and excelling and you feel like the last 1/4 needs to be about your family since you have missed out a lot. I would talk to some close partners at your company who you can trust to see also how they would approach things at your company.

Don’t do it...I did it last year. Has been a slog. Worst year of my career

I mean more responsibility, power, more comp. but quite contingent on success yes. I have tried to think through some alternatives but there aren’t really any reasonable/obvious choices. I have been trying to work my network to see if we can attract someone from outside to do it. There is also a case to be made that this new area just doesn’t need to be pursued until a later date.

At least here, we are very committed to a sustainable work-life balance. I think if you framed it as “not sure I want to do this for my career” you would probably get a lot of pressure but if you framed it as “I promised my spouse I wouldn’t undertake another such effort” or “I really need more flexibility than that would provide to see my kids” you would get zero pressure

So maybe a contrarian view, but they wouldn’t be asking if you hadn’t been able to do it in the past. Struggling in the same model myself but this is where succession planning becomes important. We have an up or out model, you should coach your people to try to take your job so you are able to scale and take on new responsibilities. We can’t get “promoted” anymore, so to me the more rewarding aspect of this role is being able to make room for the next generation of leaders. They will have your back when you move up. Just part of the natural cycle.

If you do not want to do it, I wouldn’t. If you decide to explore the decision, what support / investment would it take for you to do it? Hard requirements / investments with specific timelines. Separately, with teen kids, does your firm have part time? We do, and while it is under utilized, Partners and Senior Partners can be very successful at my firm at 70-85%, affording you an extra day or two at home. And, it may be a way to have both. Good luck.

Which firm?

Do the role but don’t sacrifice the time with your family. Given your experience and tenure I bet it’s possible.

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