We believe business success is more likely to happen by design rather than by chance. Therefore, building good design early in an organisation’s development into working practices can lead to long term positive gains and career defining habits. Having the ability to clearly articulate business objectives, strategy and supporting structure requires careful consideration.

There are some constants and many variables in any business related to products, processes, marketing, finances, people & customers. However, there is one common denominator in all functions that requires good method by any leader or leadership team – decision making.

Good decision making will allow leaders to consider a variety of options and their consequences before taking a well-qualified action with greater confidence. It naturally injects motion and progress into business activities.

As operating partners and strategic coaches we will work with you every step of the way. While knowing that your coach has also sat at the top table as a CEO, GM or functional leader in a variety of different fast paced ‘scale up’ functions, divisions or organisations in complex situations.

Succession planning (including Intergenerational facilitation)

Succession planning is critical to the long-term survival and success of businesses and organisations. As organisations grow and evolve, ensuring a smooth transition of leadership across generations can protect company culture, preserve core values, and sustain financial growth.

Without a clear succession plan, businesses risk losing key leadership, institutional knowledge, innovation, adaptability and even brand identity. In many cases, the lack of succession planning leads to operational instability, disputes among stakeholders, and a potential decline in performance as the business struggles to adapt to new leadership dynamics.
Engaging with us to develop a well-structured plan, employing our combined 50+ years of intergenerational understanding and communication work not only ensures continuity but also builds confidence among employees, investors, and customers, reinforcing trust in the organisation’s future.

Our approach

Clients have developed best practices for succession planning (including intergenerational). These revolve around early preparation, transparency, and alignment with long-term business goals.

A successful plan starts with identifying key leadership roles and potential successors well in advance. This often involves assessing the skills and competencies needed for future leaders and providing development opportunities to groom them.

Open communication is essential. Engaging both senior leaders and potential successors in discussions about roles, responsibilities and expectations helps prevent misunderstandings.
We also enable clients to integrate governance structures like advisory boards or formal coaching/mentoring/facilitation programs to guide the process.

Finally, we ensure the plan is flexible, allowing for adjustments as the company’s needs change over time. Adaptability is so key in our fast-paced evolving world. This combination of foresight, development, and adaptability is key to fostering leadership continuity and the business’s long-term sustainability.

Advisors:

• David McCall
• Maggie Sarfo