When a firm elects a new managing partner or introduces a new leadership team it creates an important opportunity to strengthen confidence across the firm and reinforce key messages for clients, recruits, alumni and the media. Use this checklist to guide internal and external communications so the transition is clear, coordinated and aligned with the firm’s direction for 2026.

Strategic Foundation

• Confirm leadership platform and priorities
• Review strategic plan and identify growth themes
• Gather financial metrics for potential disclosure
• Identify areas where the firm is a market leader
• Confirm messaging around hiring goals and client targets
• Document preferred interview topics and topics to avoid
• Determine participation in key industry interviews

Internal Communication

• Finalize internal announcement and Q and A
• Provide talking points for leaders across the firm
• Post leadership message to the intranet and schedule regular updates
• Coordinate intranet content contributions from other leaders
• Prepare Town Hall or Fireside Chat materials
• Align culture, DEI and talent messaging with HR
• Update templates, signatures and directories

External Announcement and Media Relations

• Draft press release announcing new leadership
• Update firm and leadership bios
• Identify target reporters and outlets
• Prepare briefing memos for media meetings
• Build media tour schedule for Q1 and Q2
• Determine whether to use eReleases for distribution
• Draft People on the Move listings
• Monitor peer firm announcements

Client and Market Outreach

• Draft client announcement email
• Identify priority clients for personal outreach
• Schedule in person key client meetings for Q1 and Q2
• Identify clients suited for virtual meetings
• Provide talking points for relationship partners
• Add messaging to client surveys and interviews
• Align outreach timing with BD priorities and events

Digital, Social and Thought Leadership

• Draft announcement posts for social media
• Plan one month amplification strategy
• Update website homepage and leadership profile
• Recommend LinkedIn ad campaign or boosted posts
• Consider short video or podcast style messages
• Identify early thought leadership opportunities
• Update employer brand and recruiting materials

Office Visits and Roadshows

• Build office visit schedule for Q1 and Q2
• Plan Town Halls or conversational meetings
• Schedule local reporter meetings
• Prepare leave behind materials
• Capture photos and clips for later use
• Document questions and themes from visits

Recruiting, Retention and Culture

• Prepare messaging on talent strategy
• Coordinate with HR on practice group stability updates
• Develop language on culture and engagement
• Update affinity group plans with DEI leadership
• Highlight pro bono and community commitments
• Refresh recruiting and onboarding materials

Website, Collateral and Branding Updates

• Update leadership web pages
• Refresh marketing collateral
• Update pitch materials and proposals
• Ensure directory submissions reflect changes
• Update speaker bios and event materials

Budgeting, Planning and Coordination

• Realign budgets to support transition activities
• Review sponsorships for leadership visibility
• Coordinate calendars across offices
• Identify duplications or redundancies
• Create a progress dashboard for leadership

Measurement and Reporting

• Track media placements and social engagement
• Monitor traffic to leadership pages
• Document key client meetings and outreach
• Track intranet engagement and Town Hall attendance
• Prepare monthly transition updates