Now seems like an appropriate time to look at how power transitions—at law firms—and the way to do it so there aren’t any major disruptions.
How not just the name of the managing partner, CEO or chairman changes, but how the process itself can set the tone for the firm moving forward. How a smooth, thought-out and process-driven transition can ease the firm into the next regime and how the lack of that can lead to hurt feelings, low morale and even departures.
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