Transition a retiring partner's client relationships to a successor

Help me plan the transition of a retiring partner's client relationships to their successors at my professional services firm. Firm type: [accounting / consulting / architecture / engineering] Retiring partner and timeline: [ROLE, retirement date, how involved they will be after] Client book: [PASTE - client, annual fees, services, years with the firm, key contacts, relationship strength, and risk of leaving] Proposed successors: [names or levels, current involvement with each client, strengths and gaps] Partnership agreement terms: [e.g. "retirement payments tied to client retention over 3 years", non-solicitation clauses - or "unsure"] Concerns: [e.g. "top 5 clients are loyal to the person, not the firm", "partner reluctant to let go"] Produce: 1. A client segmentation table: client | fees | retention risk | best successor | rationale | transition start date. 2. A phased plan per segment: introduce the successor, co-lead, successor leads with retiring partner in support, full handover. 3. A client communication plan: who tells the client, when, and draft talking points that reassure the client about continuity of service and knowledge. 4. Ways to transfer knowledge that lives in the partner's head: client history, preferences, pending issues, informal agreements, and relationships with the client's other advisers. 5. Signals of retention risk to watch, and actions if a client wavers. 6. Incentives so the retiring partner actively supports the transition, consistent with our partnership agreement. 7. A 12-month milestone checklist. Use only client data I provide. Have the partnership agreement and any retirement payment terms reviewed by our attorney, and confirm any professional rules on notifying clients or transferring files.