{ "media_type": "text", "post_content": "What are your success stories about succession planning? I was hired as a lateral to work on/help sustain a retiring partner's book of business. During my interview in 2017, he said his target retirement would be 2019-2021. Now, after a good 2020 (for our practice area), he mused that he might not retire until 2025. I don't want him to feel pushed out, and have a lot to learn from him, but I do want to help/plan handoff of work. Interested in guidance for how to have these conversations!", "post_id": "5ffdcc23193fdc0021881e3d", "reply_count": 1, "vote_count": 4, "bowl_id": "552d1d24dc1c586b09d2d052", "bowl_name": "Law" }

What are your success stories about succession planning? I was hired as a lateral to work on/help sustain a retiring partner's book of business. During my interview in 2017, he said his target retirement would be 2019-2021. Now, after a good 2020 (for our practice area), he mused that he might not retire until 2025. I don't want him to feel pushed out, and have a lot to learn from him, but I do want to help/plan handoff of work. Interested in guidance for how to have these conversations!

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You can’t push the partner out, but I would be very proactive about taking more (or total) leadership on matters as much as you can, and work on becoming the point-person for the clients. The goal is that the clients will feel just as comfortable contacting you as the partner. That’s how you take over the book of business (and start building your own referral business hopefully).

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