{"id":52247,"date":"2017-10-08t05:00:26","date_gmt":"2017-10-08t09:00:26","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=52247"},"modified":"2017-10-29t17:34:32","modified_gmt":"2017-10-29t21:34:32","slug":"3-ways-firms-scare-off-successors","status":"publish","type":"post","link":"\/\/www.g005e.com\/2017\/10\/08\/3-ways-firms-scare-off-successors\/","title":{"rendered":"3 ways firms scare off successors"},"content":{"rendered":"

\"man<\/a>and 7 steps to making ownership attractive to new leaders.
\n<\/strong><\/p>\n

by terrence e. putney<\/em>
\nbridging the gap<\/i><\/a><\/p>\n

buying into a firm as a new owner involves great opportunity, but also significant risk. it is reasonable for ownership candidates to evaluate the potential for professional and financial rewards before taking such a step.<\/p>\n

more: <\/b>sponsorship: barrier to exit for diverse talent<\/a> | use collaboration technology to improve your firm<\/a> | 3 ways to keep your team members connected, engaged and energized<\/a> | growing, developing future leaders is a two-way street<\/a> | a winning culture is an intentional culture<\/a>
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therefore, firms must be willing to honestly assess the potential risks and benefits for candidates as they seek to attract new partner-owners who can contribute meaningfully to the firm\u2019s continued success.
\n read more →<\/a><\/p>\n