It’s not uncommon: one or more attorneys become the successor of a law firm through assumption of ownership. The reasons are varied but the problem is the same.
In one firm I know, this situation has created an uncomfortable office situation with turnover and general stress among staff. They needed to make decisions about what legacy they wanted to keep, what they want the law firm should look like under their ownership and leadership. They needed to decide what they were all about and why they were coming to work every day.
They were having a cultural crisis.
In this video, we talk about how to get to where you want to be and create a smooth transition when taking on a legacy firm.
