Legacy Transition Advisory
Succession planning that respects legacy and prepares for the future.
Who it’s for: Founders, Chairs, Board Members, Family Councils.
A bespoke advisory service designed for founders, chairpersons, and board members to navigate the emotional and structural intricacies of succession. From aligning family values to resolving unspoken conflicts and building readiness in next-gen leaders, this service ensures a dignified and sustainable transition. It is a 6 step process as narrated below.
Step 1: Legacy Listening
Understanding the Founder’s Unspoken Wisdom
The journey begins with in-depth, confidential conversations with the founder or senior leader. This step is designed to surface core values, pivotal stories, past sacrifices, and emotional anchors that must be preserved. We don’t just plan succession—we understand the soul of the legacy.
Step 3: Alignment Circles
Creating Safe Spaces for Generational Dialogue
We bring together founders, next-gen members, and other key stakeholders in facilitated conversations that allow for honest sharing, healing, and clarity. These structured dialogues replace assumptions with understanding, building bridges of trust across generations.
Step 5: Succession Strategy Design
Crafting a Transition Plan with Dignity and Strategy
This is where the emotional and structural threads converge. We co-create a bespoke succession roadmap, integrating governance frameworks, role handovers, mentoring timelines, and symbolic acts of leadership transition that honour both the outgoing and incoming leaders.
Step 2: Family Dynamics Mapping
Making Visible What’s Been Left Unsaid
Using proven family systems frameworks, we map relational patterns, alliances, tensions, and emotional loyalties that influence decision-making. This step ensures that succession is not derailed by hidden dynamics and that empathy—not entitlement—drives leadership readiness.
Step 4: Successor Shadow Work
Preparing the Next Leader from the Inside-Out
Rather than just skills and KPIs, we focus on the inner development of the next leader. Through guided coaching, personal narrative work, and reflective exercises, successors confront fears, own their identity, and prepare to lead from purpose—not pressure.
Step 6: Ongoing Stewardship
Sustaining Stability Beyond the Handover
Even the most well-planned transitions need post-handover support. We stay engaged as behind-the-scenes stewards, offering mediation, recalibration, and confidential counsel to ensure the transition endures through real-world complexity and unexpected turns.
What Our Clients Say
