PRODUCTS

Product List

  • Book
    • THE 5 CRITICAL SUCCESSION CONVERSATIONS

  • Conversation Guides
    • FOUNDATION CONVERSATION

    • SCENARIO TWO: YOU ARE THE SUCCESSOR; YOUR AREA OF EXPERTISE IS SIMILAR TO MINE.

    • SCENARIO THREE: YOU ARE THE SUCCESSOR; YOUR AREA OF EXPERTISE IS DIFFERENT FROM MINE.

    • SCENARIO FOUR: YOU ARE NOT THE SUCCESSOR; THERE IS ANOTHER ROLE FOR YOU.

    • SCENARIO FIVE: YOU ARE NOT THE SUCCESSOR; THERE IS NO OTHER ROLE FOR YOU.

    • SCENARIO SIX: YOU ARE NOT THE SUCCESSOR; WE WILL HIRE EXTERNALLY.

    • SCENARIO SEVEN: I AM IN THE EARLY STAGES OF NARROWING A WIDE FIELD OF POTENTIAL SUCCESSORS.

    • SCENARIO EIGHT: I DO NOT WANT TO RUN THE BUSINESS; I AM INTERESTED IN HAVING A ROLE IN IT.

    • SCENARIO NINE: I DO NOT WANT TO RUN THE BUSINESS; I AM NOT INTERESTED IN HAVING A ROLE IN IT.

    • SCENARIO TEN: I AM PASSING THE BUSINESS TO MULTIPLE SUCCESSORS, EACH WITH A SUBSTANTIAL ROLE.

    • SCENARIO ELEVEN: I NEED MORE SUPPORT IN THIS NEW ROLE.

    • SCENARIO TWELVE: I HAVE LITTLE FREEDOM TO EXECUTE BECAUSE OF YOUR PRESENCE.

    • SCENARIO THIRTEEN: YOU (SUCCESSOR) ARE UNDER-PERFORMING.

    • SCENARIO FOURTEEN: WE NEED TO INNOVATE OR THE BUSINESS WILL SUFFER.

    • SCENARIO FIFTEEN: YOUR NEW VISION WILL KILL MY BUSINESS.

    • SCENARIO SIXTEEN: THIS BUSINESS IS TAKING OVER MY LIFE (BOUNDARIES)

    • SCENARIO SEVENTEEN: I AM SELLING THE BUSINESS.

    • SCENARIO EIGHTEEN: YOU SHOULD SELL THE BUSINESS.

  • Templates
    • BUSINESS CONTINUITY PLAN

  • Coaching
    • 1:1 COACHING

BOOK

THE 5 CRITICAL SUCCESSION CONVERSATIONS is an amazing new book that helps every family in business transition the business from owner to heir successfully while keeping the family in tact and not making assumptions about the each other's intentions.

If you want to rest assured of a balanced approach that considers the needs of both the business and family, have peace of mind from being able to anticipate the potentially difficult conversations in a business handover, and confidently prepare for and master these difficult conversations to ensure that your business handover is smooth and successful... then this is the most important book you'll ever purchase!

You've waited long enough to have peace of mind in your business handover! Order Now!

$8.75

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CONVERSATION GUIDES

FOUNDATION CONVERSATION

Are We A Match? is an amazing new conversation guide that helps every business to gauge the level of the successor's interest in taking over the business from the owner and not make assumptions about the each other's intentions.

If you want to have peace of mind from not having to figure the steps of this critical conversation out on your own, do it on your own time at a fraction of the cost of a coaching session, and confidently navigate the conversation, course-correcting if things don't go as planned… then this is the most important conversation guide you'll ever purchase!

Now it's time for you to decide to not make assumptions about each other's intentions! Your business and family depend on it. Order Now!

$250

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SCENARIO TWO: YOU ARE THE SUCCESSOR; YOUR AREA OF EXPERTISE IS SIMILAR TO MINE.

Even the cleanest approaches to transition can get messy as soon as a new successor is announced. In this guide, we help you tactfully communicate you succession decision in a way that helps both the successor and your employees steer clear of troublesome ambiguity.

This guide addresses:
1. Typical resistance and how to address it
2. Clarifying roles and responsibilities

$250

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SCENARIO THREE: YOU ARE THE SUCCESSOR; YOUR AREA OF EXPERTISE IS DIFFERENT FROM MINE.

Successors know they have big shoes to fill, especially when their skills & expertise differ from that of the outgoing owner. This guide will help you clarify and plan for a gradual transition in which the outgoing owner helps the successor “ease in” to his or her position.

This guide addresses:
1. How to establish clear authority structures
2. What to do if additional expertise is required
3. When to hand over full control to the successor

$250

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SCENARIO FOUR: YOU ARE NOT THE SUCCESSOR; THERE IS ANOTHER ROLE FOR YOU.

Not everyone is up to the task of senior leadership. In this guide, we help you gracefully communicate as much to your intended successor without hurting them or their continued ability to contribute to the family business.

This guide addresses:
1. Dealing with the negativity of rejection
2. Protecting relationships between owners and rejected successors
3. Tactfully communicating the new change in direction to all involved

$250

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SCENARIO FIVE: YOU ARE NOT THE SUCCESSOR; THERE IS NO OTHER ROLE FOR YOU.

Sometimes, rejected successors have no choice but to leave the organization. This guide will help you wade through this complicated and painful scenario in a way that preserves the relationship and protects the company’s narrative story from negativity.

This guide address:
1. Preserving the relationship between the owner and the departing employee
2. Finding ways to provide support to the departed successor
3. Working together to create a positive story around this decision

$250

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SCENARIO SIX: YOU ARE NOT THE SUCCESSOR; WE WILL HIRE EXTERNALLY.

When the internal talent pool is exhausted, owners have to turn outside. In this guide, we help you learn how to communicate to your employees—many of whom were passed over for the position—that an outsider will be coming in to take over the company.

This guide address:
1. Gauging rejected individuals’ feelings and their potential risk
2. Defining roles for the incoming successor

$250

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SCENARIO SEVEN: I AM IN THE EARLY STAGES OF NARROWING A WIDE FIELD OF POTENTIAL SUCCESSORS.

Some owners are blessed with an embarrassment of succession riches. This guide will help you narrow the field down to the most qualified candidate without alienating the rest.

This guide addresses:
1. How to objectively evaluate each candidate—regardless of personal relationship
2. What to do about conflict between potential successors
3. How to handle unqualified or underqualified candidates

$250

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SCENARIO EIGHT: I DO NOT WANT TO RUN THE BUSINESS; I AM INTERESTED IN HAVING A ROLE IN IT.

It takes two to tango, and not every successor is eager to take the baton. For unwilling successors who wish to remain with the company, it’s important that owners understand why they don’t want the top spot in order to take the next best step. This guide will help you do just that.

This guide addresses:
1. How to uncover your chosen successor’s motivations for rejecting the position
2. Ways to prepare your employees for leadership at a later date

$250

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SCENARIO NINE: I DO NOT WANT TO RUN THE BUSINESS; I AM NOT INTERESTED IN HAVING A ROLE IN IT.

In some cases, successors will reject your offer and the company altogether. In those scenarios, it’s crucial that owners understand the employee’s perspective and take appropriate corrective action if necessary. This guide will steer you through those complex and contentious waters.

This guide addresses:
1. Discovering the true nature of a successor’s rejection
2. Proactively addressing any potential “scandal”
3. Maintaining a positive and healthy narrative around the transition

$250

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SCENARIO TEN: I AM PASSING THE BUSINESS TO MULTIPLE SUCCESSORS, EACH WITH A SUBSTANTIAL ROLE.

Sometimes, two (or more) successors are better than one. In this guide, we’ll help you clarify roles between incoming successors and ward off any hint of jealousy or infighting.

This guide addresses:
1. Discerning individual capabilities
2. Delineating responsibilities for successors
3. Distinguishing innovative and traditional leadership approaches

$250

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SCENARIO ELEVEN: I NEED MORE SUPPORT IN THIS NEW ROLE.

Most successors will need significant coaching and support, especially in the early stages of transition. In this guide, we’ll help incumbents discern successors' relative comfort levels and establish structures for ensuring they receive the support they need in each step of the process

This guide addresses:
1. How to prepare successors to navigate informal communication channels
2. What successors can do to establish themselves as an authority
3. The reality of ‘imposter syndrome’ and how to combat it

$250

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SCENARIO TWELVE: I HAVE LITTLE FREEDOM TO EXECUTE BECAUSE OF YOUR PRESENCE.

When owners linger too long into and beyond transition, they create a complicated and confusing scenario for successors. This guide will help owners and successors develop expectations surrounding authority, decision-making, and the owner’s eventual departure.

This guide addresses:
1. What successors can do to let owners know their presence is creating problems
2. How successors can ensure the previous owner does not challenge their authority

$250

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SCENARIO THIRTEEN: YOU (SUCCESSOR) ARE UNDER-PERFORMING.

The best defense against underperformance is a carefully delineated set of standards and corrective actions. In one of our most popular guides, you’ll learn how to forge consensus on those expectations through clear communication before, during, and after transition.

This guide addresses:
1. What to do when key stakeholders are unhappy with the successor
2. How to correct flagging business operations and/or sales
3. When to intervene and how

$250

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SCENARIO FOURTEEN: WE NEED TO INNOVATE OR THE BUSINESS WILL SUFFER.

Research shows that those family businesses who survive into the second generation and beyond are those who’ve learned how to innovate their way through transition. This guide will help owners and successors discern how best to weave innovation into the company’s culture.

This guide address:
1. Innovation and the company’s heritage
2. How to “fix” a business that isn’t broken
3. Creating and communicating a culture of innovation

$250

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SCENARIO FIFTEEN: YOUR NEW VISION WILL KILL MY BUSINESS.

For departing owners, nothing is more difficult than watching a successor come in and execute a vision that runs counter to your own. In this guide, we help owners and successors learn to come together in a way that protects the owner’s legacy without sacrificing necessary change.

This guide address:
1. How to flesh out the successors’ motivation for change
2. Ways to deal with the sensitivities surrounding the owner’s legacy
3. Determining the scope and bounds of an incoming successor’s creative freedom

$250

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SCENARIO SIXTEEN: THIS BUSINESS IS TAKING OVER MY LIFE (BOUNDARIES)

Family business uniquely blurs the boundaries between home and work life. In one of our most popular guides, we help owners and successors work together to find necessary balance.

This guide addresses:
1. Dealing with feelings of overwhelm from family overexposure
2. Addressing intrusive behavior
3. Striking a balance between family and business

$250

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SCENARIO SEVENTEEN: I AM SELLING THE BUSINESS.

Succession may not always be the answer. In this guide, we help owners communicate—with tact and empathy—the difficult decision to either sell or close the family business.

This guide addresses:
1. How to deal with the emotional impact of the decision on the family
2. Addressing the potential impact on the family, workforce, and community

$250

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SCENARIO EIGHTEEN: YOU SHOULD SELL THE BUSINESS.

Sometimes owners need a little help seeing the writing on the wall. In this guide, we help stakeholders encourage owners to consider whether selling is the best option.

This guide addresses:
1. Evaluating the options
2. Weighing the owner’s wishes with those of the stakeholders
3. Preserving the relationship between both parties

$250

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TEMPLATES

BUSINESS CONTINUITY PLAN

Is your business prepared to continue in the event of your sudden death or departure? With this template, we help you distill key processes and functions into a comprehensive continuity plan that’ll ensure the doors remain open on your family business long after you’re gone.

$150

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COACHING

1:1 COACHING

If you want to quickly understand issues that will prevent your business from being handed over smoothly, reopen the lines of communication, work through difficult conversations, and create a sound plan to prepare the successor to take over the business from the current owner... then this is the most important coaching you'll ever purchase for your business!

Break out of your habitual patterns, consider things from outside your limited view and preserve the essence of your company through the trials of a transition!

Our experts are standing by to help you protect and prepare your business for a smooth transition. Contact us today for an evaluation and ask about our special rates!

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