There’s something uniquely vulnerable about working alongside your siblings in a family business. You’re not just colleagues debating strategy in a conference room. You’re siblings with decades of shared history, inside jokes, and (let’s be honest) unresolved childhood dynamics trying to build something meaningful together. Recently, I had the privilege of hosting a conversation with three next-generation leaders who’ve navigated the complex world of sibling succession planning: Shannon Schottler, Andrew Salmon, and Mark Mendes. Each brought a completely different perspective on working with siblings in family business, and their stories
How to navigate business transitions and family business succession without damaging the relationships that matter most.
Last year, I had the privilege of meeting Dr. Max Ziegenhagen, a psychologist who has spent years studying human connection. He shared a simple yet powerful model that completely shifted how I think about communication—especially in business succession planning. I call it the Three C’s of Communication, and it’s become a game-changer for the families I work with.
In the world of family business succession planning, we often focus on the tactical elements—legal structures, financial considerations, and timelines. But after decades of guiding business owners through business transition planning, I’ve discovered that the most successful journeys begin with something far more fundamental: imagination.
When white smoke rose from the Sistine Chapel yesterday and Pope Leo XIV stepped onto the balcony, I felt a wave of emotion I didn’t expect. I remember where I was the last time it happened—when Pope Francis was elected. I was younger, still learning what leadership really meant. I hadn’t yet become a mom or a business owner. I hadn’t yet walked with families through the meaningful work of preparing for what’s next in their business. Now, after guiding dozens of families through their transition journeys—and navigating my own—I
Have you ever closed your eyes and imagined walking out of your business today—never to return? What emotions bubble up? Relief? Panic? A mix of both?
This isn’t just a thought experiment. It’s a visualization that reveals your readiness for perhaps the most significant transition of your entrepreneurial journey. After decades of helping business owners through succession planning, I’ve found this mental exercise cuts straight to the heart of transition readiness.
Transitioning into this role has come with a steep learning curve. I stepped into a company with history, structure, and strong principles. And that’s exactly what drew me here—because I didn’t want to start from scratch. I wanted to build on something meaningful.
That said, I’ve been in sponge mode. Absorbing what works. Questioning what could be better. Figuring out what to preserve and where to innovate. And—maybe most importantly—learning to say, “I don’t know yet, but I trust myself to figure it out.”
When I first started my business in high school, I named it “Flaming Squirrel Design.” I was seventeen, designing logos and building websites. How does this tie into what I do now as a Transition Guide helping family businesses? Well… there are lots of valuable skills I learned that have come with me into my family’s limited partnership and my role as a successor in a private firm.
That’s the thing about succession journeys—they rarely follow a straight line. And whether you’re taking over your family’s business, stepping into leadership at a company where you’ve built your career, or joining an enterprise with the intention to lead it someday, there are universal truths about the successor experience that nobody really tells you about.
Owners wonder, “How do I let go of what I’ve built?”
Successors ask, “When will I finally get to lead?”
This tension isn’t just about assets—it’s about two different realities colliding.
And until you create a timeline, both sides are stuck waiting.
Recently, during our Transition Timeline workshop, one owner put it best: “My job isn’t to lead anymore. It’s to mentor and teach them how to do it without me. It’s to help them design it for them, not me.”
You’ve built a successful business through years of dedication, vision, and hard work. Now, as you consider what comes next, one question looms larger than all others: how do you talk to your family about business succession?
If you’re like most business owners, the mere thought of initiating this conversation creates knots in your stomach. You’re not alone. According to our research, the fear of damaging family relationships is one of the top concerns that prevents owners from beginning their business transition journey.
