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.
This content has been archived. It is available through our partners, LexisNexis® and Bloomberg Law.
To view this content, please continue to their sites.
LexisNexis® and Bloomberg Law are third party online distributors of the broad collection of current and archived versions of ALM's legal news publications. LexisNexis® and Bloomberg Law customers are able to access and use ALM's content, including content from the National Law Journal, The American Lawyer, Legaltech News, The New York Law Journal, and Corporate Counsel, as well as other sources of legal information.
For questions call 1-877-256-2472 or contact us at [email protected]