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Program Summary

For those business owners who are ready to exit or need to preserve the wealth created in their company.  Our Legacy Value Builders Program™ help business owners create comprehensive succession plans, develop successor leaders and heirs, and establish family councils and governance.

Succession Planning Services

Succession has been called "The Final Test of Greatness"

Now that you have built a valuable company you will want to preserve that value as you transition to retirement or other ventures.  A succession plan enables you to execute from a position of strength and knowledge.

Without an effective plan for the succession of your business, it is very likely your business -- along with its value -- will diminish, or even fail altogether. 

However, by providing a road map (succession plan) to uncover, address, and manage your personal and business issues you can foster the confidence you need to preserve a secure future and focus on running your business.​

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Business Value Builders utilizes a proven methodology that includes a step-by-step process to navigate through the successful transfer of your business to the next generation of managers or owners.  The framework includes a process for testing different strategies - a monitoring process to ensure successful execution - and recurring review process to adapt the plan to unpredictable events and real life contingencies.

Our Personal Approach to Succession Planning

No two owners are alike.  Therefore, your personal goals and motives are what drive the succession planning process.  There is a methodology by which you can determine both how ready you are for your transition, and what type of owner you most resemble.

If followed, these measurements will determine the path which your succession plan will initially take.  To analyze whether you are ready to transition your business, you will follow a process to answer these questions:

  • Are you financially prepared to transition?

  • Are you mentally prepared to transition?

Your financial and mental readiness will be ranked as either High or Low.  Then depending upon your readiness you can check your alignment with four different types of transitioning owners and transition strategies highlighted in the chart.

Once the assessments have been completed and options reviewed a succession plan can be prepared that addresses your personal goals and requirements.

Exit Plan

Description of Exercises

Questionnaires

  • Succession Readiness Assessment - Evaluate both personal and business readiness of current succession plan.

  • Succession Plan Discovery Questionnaire - Guide to help gather key information needed to complete succession plan.

1. Purpose Stage

  • Establish your values and principles in order to guide you through the succession planning process.

  • Set a vision for your plan.  Without a vision, you will not know if your actions are taking you closer to your vision or pulling you farther away from it.

  • Why do you want to take on this project?  The why will establish the foundation for your entire succession plan.

  • What does failure look like?  Becoming familiar with failure and how to avoid it will give you the motivation to proceed.

2. Discovery Stage

  • Before you can proceed with your succession plan, take stock of any structures or provisions that may already be in place.

  • Not having a succession plan is like dying without a will:  the state where you reside will decide for you.  It is important to know what you have in place and what state law will dictate.

  • During the process, you will likely discover issues you did not fully understand or had forgotten.  Identifying them at this stage will allow you to better plan for succession.

3. Challenge Stage

  • To improve the chances of success, focus on all three elements during this stage - strength, opportunities, and threats.

  • Your business's greatest opportunities are often found by examining your greatest risks.

  • Once you identify your strengths, opportunities, and threats, then you can proceed in developing your strategies for reaching your long-term goals and visions.

4. Mission Stage

  • The Mission Stage is where you will establish your three-to-five-year goals to accomplish, which will address your threats and opportunities and move you closer to your long-term vision.

  • Use SMART Goals (Specific, Measurable, Action-Oriented, Realistic, and Time-Bound) approach when developing your goals to ensure you know when you have achieved them.

  • Develop actions steps you will take to move closer to your goals.

  • Use KPI's (Key Performance Indicators) to track the performance of lack of performance your actions are making on your succession plan.

5. Review Stage

  • From your list of three-year goals, decide which goals you want to accomplish in the next twelve months.

  • As with your mission goals, use SMART approach with your one-year goals to measure success, failure, for the need to readjust.

  • Don't try to boil the ocean.  Rather, try to achieve three to five goals within a twelve-month period.

  • Prioritize your goals by importance.  Decide on the goals you want to achieve within the next twelve months.

6. Quarterly Review Process

  • Create a schedule and commit to meeting and reporting on a quarterly basis.  Otherwise, the urgent will take the place of the important.

  • Decide from your annual goals which tasks to prioritize and work toward accomplishing in the next quarter that will move you closer to your annual goals.

  • Assign someone a task or tasks to report on at the next quarterly meeting.  Make sure they have the resources and responsibility to accomplish the task.

  • Set the date and location of your next meeting at the end of each quarterly meeting.

  • Don't forget to celebrate!