Navigating Succession Planning in Law Firms

By Elisabeth Folk

At SGI, we often meet lawyers at a crossroads—seasoned professionals thinking about retirement, shifting priorities, or just wanting to ensure their life's work continues with purpose. Succession planning is one of the most critical, and yet most commonly deferred, aspects of firm leadership. But waiting until “later” is a risk few firms can afford.

So how do you start the conversation—and more importantly, how do you create a plan that actually works?

Letting Go (Without Losing What Matters)

For many firm founders and senior lawyers, the hardest part of succession isn’t logistical—it’s emotional. You've built something that reflects your values, your relationships, your reputation. Letting go feels like giving that up. But in truth, thoughtful succession planning allows you to protect what matters most: your firm’s integrity, your legacy, and your clients’ trust.

The Case for Starting Early

Succession planning isn’t a project you check off in a quarter. It’s a process that benefits from time, conversation, and clarity. Identifying future leaders, aligning on firm values, and preparing your successor(s) takes intention—and time. The most successful transitions we’ve seen are the ones where firms start the conversation long before anyone’s thinking about packing up an office.

Change is Coming—Lead It

Leadership transitions are moments of vulnerability—but also immense

opportunity. When firms anchor change in a strong sense of purpose, they maintain the trust of clients, staff, and the broader legal community. Succession isn’t about recreating the past—it’s about carrying forward your values in a way that meets the moment and the future.

Building the Bench

Many firms struggle here: the talent is there, but the leadership readiness isn’t. That’s where mentorship, coaching, and strategic delegation come in. Whether it’s through SGI’s Know :: Be :: Do:: group training or one-on-one coaching, we help firms develop the next generation of leaders—lawyers who are equipped to step up and lead with confidence, clarity, and impact.

Don’t Go It Alone

Succession planning isn’t a solo sport. Whether you need strategic planning, operational restructuring, or just a sounding board, external support can make all the difference. SGI’s consultants, coaches, and fractional law office managers work alongside firm leaders to lighten the load and keep the process moving forward.

A Legacy You’re Proud Of

At its best, succession planning isn’t about endings—it’s about continuity, growth, and legacy. It’s a chance to shape what your firm becomes, long after you’ve stepped back. And with the right plan—and the right people—you can do it in a way that feels aligned, intentional, and right.

At SGI, we’re here to walk that path with you.