Succession Planning Isn’t Just for Retirement — It’s for Growth
The Misconception About Succession Planning
When most lawyers hear “succession planning,” they think of retirement. The senior partner passes the torch, and that’s the end of the story.
But in reality, succession planning isn’t just about preparing for someone to leave — it’s about building a firm that can grow and thrive no matter who’s in the seat.
Why Succession Planning Fuels Growth
Reduces Risk. Clients don’t panic when a key attorney takes a leave, because someone else can step in.
Builds Leadership Depth. Training future leaders ensures the firm isn’t overly dependent on one or two people.
Improves Retention. Rising stars stay longer when they see a career path ahead of them.
Supports Scale. When processes are documented and leadership is spread across multiple people, the firm can take on more work without bottlenecks.
Example: The Firm That Couldn’t Scale Past One Partner
I worked with a boutique firm where every decision went through one senior partner. The firm grew — but only as much as that partner could handle. When we built a succession plan that delegated decision rights, documented processes, and empowered a leadership team, growth accelerated. Clients no longer had to wait for one person’s approval.
Succession planning wasn’t about replacing the partner — it was about expanding capacity, increasing leverage, and creating stability.
What Succession Planning Looks Like (Beyond Retirement)
Process Documentation. SOPs and workflows that make knowledge transferable.
Role Scorecards. Clear responsibilities and measurable outcomes for each leadership seat.
Leadership Development. Training attorneys and staff to step into greater responsibility.
Continuity Planning. Cross-training key roles to avoid single points of failure.
The COO’s Role in Succession
A fractional COO helps build the structure so succession is ongoing, not one-time. They:
Identify single-person dependencies.
Build systems and processes that transfer knowledge.
Develop a leadership rhythm where more voices drive strategy.
Ensure succession planning is tied to growth, not just exit.
The Bottom Line
Succession planning isn’t just for retirement — it’s for resilience and growth. It builds a firm that doesn’t depend on one or two people, but on a strong, scalable system and leadership team.
At ING Collaborations, I help firms build succession plans that strengthen culture, improve retention, and create space for growth. If your firm’s future still depends on a handful of people, let’s change that.