Initial situation

In many family businesses, the question of succession is probably one of the most critical issues. It is not uncommon for the generations to have different views on the management of the company.

The basis for the handover and the future strategic direction are up for discussion in a special family environment. The aim here is to make the basis for the handover transparent and enable rational decisions to be made.

We support the handover of your company by answering the following questions.

Potential check and successor casting

  • What are the company's strengths, weaknesses, opportunities and risks?
  • How attractive is the business model?
  • Is there a "logical" succession solution with one or more family members?
  • If not, what options are there for finding a successor solution?
  • How can the candidates be evaluated?

  • How can they be made fit for succession?

  • Clarity about the company's potential and the succession candidates

Succession due diligence

  • What influences from the family sphere have an impact on the attractiveness of the company?
  • What are the starting points for the further development of the business model?
  • What about the company's assets, finances and financing?
  • Is there a company valuation or how can one be developed?

  • What opportunities and risks does the takeover entail for all sides?

  • Common basis for succession planning and family decisions

Strategic succession planning

  • What strategic goals are the people involved in and with the company pursuing?
  • What strategic priorities should be set in the company during the handover phase?
  • What does a strategic approach or road map for implementing the succession look like?

  • What organizational requirements need to be considered in the course of the succession?

  • Jointly developed concept and procedure for implementing the succession

Implementation of the succession

  • How is the succession communicated internally and externally?
  • Who should be involved in the implementation of the succession?
  • How are corporate and succession strategies harmonized after the formal succession?
  • How are uncovered specialist areas covered (on an interim basis) during the implementation period?
  • How can monitoring of the follow-up implementation be ensured?

  • Successfully implemented succession solution involving all relevant persons/institutions