We are always advising our clients as to how to handle succession planning, whether by involving their children from an earlier age in the day-to-day running of the structures, or by hosting annual meetings to ensure they are consistently engaged. What advice can we take from ourselves as we consider succession in our own teams? If we don’t introduce our clients to our colleagues, our clients might leave as we get older, thinking we don’t have a team behind us?  How can we induce our clients to stay, and how can we induce our bench to stay?