Service Category

Preparing Businesses for Change

Succession Planning is not a transaction or a moment in time. Rather, it is a process of preparing people, leadership, and ownership for what comes next. With our team, Succession Planning brings stability, clarity, and confidence to moments that would otherwise feel uncertain.

About Succession Planning

Succession planning exists to help business owners prepare intentionally for growth, transition, and increased value. When leadership and ownership are shaped by design, owners gain clarity and flexibility around how the business evolves and what comes next.

By embedding ourselves into the rhythm of the business, we act as an extension of the entrepreneur’s inner circle. As trusted sounding boards and succession guides, we help owners make complex decisions feel personal and purposeful while building value that outlasts the founder.

Practical ownership transition planning addresses more than ownership documents. It considers leadership readiness, family dynamics, operational continuity, and the emotional weight that comes with transition. For family-owned and closely held businesses, these factors are inseparable. Decisions about control, responsibility, and timing significantly impact relationships as much as they influence outcomes.

At Legacy & Succession, our role is to help business owners think through these realities before urgency takes over. We coordinate planning that aligns leadership development, ownership structure, and long-term intent so transitions feel smooth rather than disruptive. The result is not a single event, but a shared understanding of what continuity looks like and how it will be carried forward.

‍

Our Services

How We Help
Business Owners and Families
Protect and Promote
What They've Built

Exit Planning

Value Acceleration

Key Employee Development & Retention

Liquidity Tax Strategy

ESOP Strategies

Management Buy-Out Planning

Inter-Family Succession

Next Generation Leadership & Development

Buy-Sell Funding

Risk Reduction

Business Relationship Agreement

FAQ

Common questions from our clients

When should Succession Planning begin?

Ideally, Succession Planning should begin long before a transition is expected. Starting early allows time to develop leadership, clarify ownership intent, and address family or partner concerns thoughtfully rather than under pressure.

Is Succession Planning only for family businesses?

No. Succession Planning is essential for any closely held business where leadership, ownership, and continuity are crucial. Family dynamics may add complexity, but non-family businesses face similar risks when transitions are unplanned.

What happens if no succession plan is in place?

Without a succession plan, transitions are often driven by crisis. This can lead to leadership gaps, operational disruptions, conflicts among stakeholders, and decisions that do not align with long-term intent or values.

How does Succession Planning differ from Exit Planning?

Succession Planning focuses on continuity and leadership transfer, whether ownership stays internal or not. Exit Planning addresses ownership liquidity and the transition of ownership upon departure. The two often overlap but serve different purposes.

Your Cart