Succession plans can be delayed and, in some circumstances, perhaps not even commence because the stakeholders are concerned about the readiness of the future owners to take on the business. In this article we discuss how to prepare the next generation for the challenges that lie ahead 

The issue of business culture is seen by some enterprises as esoteric nonsense that belongs with big corporations and highly paid consultants! 

In actual fact, it applies to every business and can have a direct and profound impact on your bottom line.

Establishing a business plan should not be a one-off

event. The planning process is a journey over time.

Ongoing decisions that are made to keep the business

on track need to be based on continual sound predictive

Family Business is a unique business structure and we must find the delicate balance of combining the Family system and the Business system, while also keeping them separate enough to avoid conflict.

Trying to determine the right time for change is one of the most challenging aspects of Succession Planning.

How can we be sure all parties are ready for the next chapter in their lives?

This guide will assist you in developing a sound Business Transition and Succession plan. It is designed to be used in conjunction with independent and professional advice and facilitation.

Transition Partners will work with your current advisors such as your aaccountant and solicitor to create a tailored and effective solution to your meet your particular business and family needs and aspirations.

This article discusses how to conduct your first Succession Planning Family meeting. 

What should be your objectives and outcomes? What are the key considerations and questions to get the conversation  flowing?

Most importantly, what rules should be agreed to to ensure a successful meeting.