Next Generation Leadership: Succession in Family Businesses
Within the family or external? Regardless of the succession model, a successful change of leadership requires careful planning – from clarifying roles and qualifying the successor to clear governance.
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Every succession arrangement is unique – no family and no company is like another.
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Family businesses require individual solutions – family and entrepreneurial dynamics make every succession a case of its own.
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Clear expectations create orientation – roles, responsibilities as well as ability and willingness must be aligned early on.
Our View:
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The specific requirements of succession planning in family businesses must always be treated as an individual case: no family is like another, no company is like another, and in family businesses this uniqueness is magnified.
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Rigorous expectation management on roles and responsibilities forms the basis for ability and willingness.
Esquai Formats & Interventions:
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Assessment of the current situation and analysis with all parties involved
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Clarifying roles, expectations and responsibilities in workshops
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Support and sparring for the incoming leader
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Development and documentation of the family constitution
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Strengthening leadership competencies and leadership tools
Our Focus Topics
