Most leaders understand the bench strength concept, but far too few firms proactively do what’s needed to develop the strength their firms will need 15, 10, or even 5 years down the road. So, how do you correctly measure and monitor bench strength? What do you need to do to ensure that those who have the ability to become owners receive every opportunity to achieve their potential? What has changed for today’s partner advancement, retention and requirements, and how do you factor these new trends into your planning? Join Jeremy as he discusses how to effectively plan for your future partners.

Most firms have a succession plan in place to move people from new staff to partner. But is this progressive succession strategy going to help your firm thrive as the profession changes with more consulting services, increased diversity, more data integration, Baby Boomer retirement and new generations with different expectations for leadership? Ensure your new partners brings not just technical know-how but new ideas, new services, new clients and new expertise. We’ll discuss a more strategic approach to picking future leaders and preparing them to lead your firm into the future.

Most firms have a succession plan in place to move people from new staff to partner. But is this progressive succession strategy going to help your firm thrive as the profession changes with more consulting services, increased diversity, more data integration, Baby Boomer retirement and new generations with different expectations for leadership? Ensure your new partners brings not just technical know-how but new ideas, new services, new clients and new expertise. We’ll discuss a more strategic approach to picking future leaders and preparing them to lead your firm into the future.