Most transitions fail for one reason. It’s not because the legal documents were wrong, but because the relationships were not done and looked after properly. I’ve been doing this work for over 30 years, and I’ve watched brilliant technical advisors create perfect estate structures, flawless tax strategies, and airtight legal documents—only to see those transitions completely fall apart. The attorneys did their job. The CPAs did their job. The merger and acquisition folks executed the transaction beautifully. And the family still ended up fractured. https://youtu.be/Qh1YZLFNiuo Here’s what I’ve learned: technical
A lot of business owners find themselves lying awake at night, turning over the same question: what happens next for the business, and for the family. It’s more common than most will ever say out loud. At some point, the idea of bringing in a consultant crosses their mind. And then comes the doubt: is that actually necessary, or is it overkill? This is our honest answer. More Than a Plan Most people picture a consultant as someone who hands you a binder full of recommendations and calls it
Most business owners believe that succession planning is succession planning. A good attorney, a solid estate plan, the right financial structure, and you’re covered. Yet when you look closer at how transitions actually play out, something important emerges: the way you approach the process shapes everything. It shapes whether your transition brings clarity or confusion. Unity or frustration. Momentum or resistance. And most owners don’t realize which methodology they’re using until it’s too late to change course. https://youtu.be/ojRkfIGf4Kg That’s why I want to walk you through three transition models, ones
Succession planning. Just saying those words can make business owners uncomfortable. Why? Because most people hear “succession planning” and immediately think you’re stepping away, handing over the keys, getting ready to retire. https://youtu.be/nozqaVVHfx0 But that belief is costing owners time, leverage, and peace of mind. Here’s the truth: succession planning does not mean you’re leaving. What it means is that you’re leading your team, your business, and your family forward. It’s about strengthening your business, protecting your options, and increasing your freedom. Not necessarily handing over the keys anytime soon.
I was meeting with a business owner last month who told me he’d been thinking about creating a succession plan for years. When I asked what had stopped him, he said something I hear often: “I’m not ready to leave yet, so why would I need a plan?” It’s a fair question. If you’re not planning to transition your business anytime soon, why invest time and energy in succession planning? The answer is simpler than you might think: succession planning isn’t about leaving. It’s about being prepared for whatever comes
What an interesting concept: thinking about building a transition strategy together. That’s what we do with this concept of Transition 3.0. You’re moving from doing it for them to doing it with them. There are a lot of benefits in doing it together, not to mention that you get to know your kids better, you get to know your family better, you get to spend time together, and you also get to transition knowledge and background and stories and experience. It’s just a wonderful opportunity to design and build a
When someone asks me what I do for a living, I tell them I help business owners transition their businesses to the next generation with their family intact and their successor ready. Almost without fail, the next question is, “What exactly is a business transition?” It’s a fair question. And if you’re reading this, chances are you’ve been thinking about your own transition journey, even if you haven’t put words to it yet. Beyond Succession Planning A business transition is not a legal transaction or a financial plan. It’s
I was on a call with a business owner who had done everything right. He’d read “It’s a Journey,” worked through some of the exercises, thought deeply about his transition. He has a daughter working in the business and a strong non-family employee. Both could be part of his future plan. We were talking about my own story. Years ago, my team did a SWOT analysis and identified my lack of a transition plan as one of the biggest threats to the business. I didn’t have a successor in mind
I met Brecken Glenn through the Bailey Program for Family Enterprise, and within minutes I knew her story would resonate with so many next-gens navigating what’s next in their family business journey. Four and a half years into working at Affinity Partners—her family’s real estate development firm in Northern Colorado—Brecken is already asking the hard questions most people don’t ask until a decade in: Am I here because of my last name, or because I belong here? https://youtu.be/VNQZszrV3sw The Path She Didn’t Plan to Take Brecken grew up thinking she’d
