Who can, should, and wants to take control of the business’s operational management?
management? How can it be ensured that the family will accept this choice?
What are the future roles of junior owners, who have no management position in the business?
And how can successors prepare for their roles?
A new generation in a family business poses both opportunities and risks. It’s not only about who receives how many shares. Succession requires a coherent concept and a clear roadmap. In addition to clarifying who will take control of the business and identifying other roles, a succession plan must include smart, fair, tax-optimized solutions for transferring assets. After all, a family business can not remain successful long-term without a successful successor. As a long-standing partner of family businesses, we have successfully supported numerous business-owning families in designing succession. Experience and a proven methodology form the basis of our work.
We’ll work with you to develop a cohesive overall succession plan, taking into account the business, family, assets and individual aspects of the preceding and succeeding generations.
Depending on your individual situation and your specific challenges, we will bring you together with the most suitable expert for you and your questions. Feel free to contact us!