Take the guesswork out of ownership transitions and business succession

As the owner of a family business, you'll want to know that your business continues to thrive after you retire, whether your children succeed you or you sell your business to others.

Family-owned businesses are very unique in personality, needs, and behavior.

Before selling your business or transferring ownership to the next generation there are several questions that should be answered:

  • Are you ready to exit your company? What's next?
  • Are your successors capable of and ready for ownership?
  • How is your company positioned in today's M&A marketplace? Are you ready to sell if the opportunity arises?
  • After a sale, can you work for and answer to a new board?
  • Can your family members successfully transition from an employee to entrepreneur; financially, professionally, and emotionally?
  • How do you satisfy all shareholders and stakeholders (family)?
  • What are your true priorities and perceptions regarding your money, legacy, safety, security, etc..?
  • Have you considered all of the surrounding tax, estate, and financial planning issue?

Knowing how and when to sell your business, may be the most important decision, you, as an owner, will ever make.


Assessing Successors

All family members and key personnel who are or might be involved in the ownership/management will be given an assessment.

Assessment are given to determine, understand and utilize motivations, patterns, beliefs and to ensure desired outcomes and performances while protecting against wasted dollars on misdirected efforts and underperformance.

We identify the individual's perception of themselves, their roles, their decisions, and relationships to their peers within the business.


Methods to Successful Succession

An objective observer takes the emotion out of the valuation rationale. With our consulting partners you gain critical marketplace information about your company. You receive a complete financial profile to aid in the succession planning process.

When assessing Successors and Key Employees we look for:

  • Knowledge of the business
  • Interpersonal skills and persuasive ability
  • Clarity of goals, future roles and confidence
  • Work History and experience
  • Financial, technical or leadership capability
  • Managerial and project abilities
  • Decision making and leadership style
  • Motivation, goals and competitiveness
  • Long term career interests
  • Familiarity of company finances

The family succession plan must recognize and accommodate the needs, goals and objectives of each family member, in or out of the business.

In order for your business to maintain continuity, you need to implement a succession plan that complements with your goals and objectives.

Succession planning starts with you, the business owner. After information has been gathered and your goals and values examined, we review the results of our initial analysis and provide you with recommendations or options.


Benefits and Payoffs

Save and protect money by using innovative interviewing, coding, and analysis, which elicits more information than any other services combined.

Have actionable information using information science as well as quantitative analysis to plan your succession.

Increasing the success of your company, by gaining a complete understanding of the specific capabilities and readiness of your Successors.

Identify your Management's strengths and weakness, how they make decisions, and how you can best motivate them.

Develop a practical succession plan, not cookie-cutter, using the same proven framework as Fortune 500 Companies.