Succession Planning.

A clear structured pathway for the future and peace of mind for you, the owner of the business.

What is a Succession Plan?

A business exit plan is a plan that outlines the steps and strategies a business owner will take to exit their business, whether that be through retirement, selling the business, or transferring ownership to a successor. Oldhams help businesses to develop business exit plans that typically includes details on how the owner plans to transfer ownership, how the business will continue to operate after the owner’s departure, and how the owner will be compensated for their ownership stake in the business.

Developing a business exit plan is an important aspect of business succession planning, and Oldhams can ensure that the business can continue to operate smoothly after the owner’s departure and that the owner is able to realize the full value of their investment. It can also help avoid disputes among family members or partners and minimize the impact of the owner’s departure on the business.

How we can help

Below are some of the steps we guide our clients through when developing a succession plan for their business:

  • Identify key positions: Determine the key roles and positions within the business that need to be filled in the event of succession. These positions typically include top-level executives, department heads, and critical operational roles.
  • Identify potential successors: Look for individuals within the organization who have the necessary skills, experience, and potential to assume leadership roles. Consider their performance, leadership abilities, and compatibility with the company’s vision and values.
  • Develop a talent pipeline: Implement a talent development program to groom potential successors. This may include mentoring, training, job rotation, and providing opportunities for skill enhancement and leadership development.
  • Create a succession plan: Develop a formal succession plan that outlines the process for identifying, selecting, and transitioning successors into key roles. The plan should include timelines, responsibilities, and criteria for evaluating potential successors.
  • Communicate and involve stakeholders: Engage key stakeholders, such as board members, executives, and shareholders, in the succession planning process. Communicate the importance of succession planning, seek input, and address any concerns or questions they may have.
  • Document critical knowledge and processes: Identify critical knowledge and processes that are essential for the smooth functioning of the business. Document these details to ensure a seamless transfer of information to the successors.
  • Conduct regular performance reviews: Regularly assess the performance of potential successors to ensure they are meeting the required standards and developing the necessary skills. Provide feedback and guidance to help them improve and grow in their roles.
  • Test succession plans through simulations: Conduct simulations or role-playing exercises to test the effectiveness of the succession plan. This will help identify any gaps or areas that need improvement before an actual transition takes place.
  • Plan for contingencies: Anticipate potential disruptions or unexpected events that may affect the succession plan. Have contingency plans in place to address emergencies, such as sudden resignations, illnesses, or unforeseen circumstances.
  • Monitor and adjust the plan: Continuously monitor and evaluate the succession plan to ensure its effectiveness. Make adjustments as needed based on changes in business strategy, market conditions, or the capabilities of potential successors.

SME's have trusted Oldhams to support them through the high's and low's of the full business life cycle for over 20 years. Get advice you can trust today.

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