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O P I N I O N
Peace of mind Succession planning is tough, but if you put a plan in place and are careful to re-evaluate as circumstances change, you can succeed.
E very privately-held/family-owned business can bank on a change in ownership and a change in leadership. With the baby boom generation that is at or near retirement, there is an above average wave of ownership and leadership changes expected in all privately held companies in the near term. Even still, studies have shown that most privately held companies have not developed a formal and written succession plan.
J. Mark Lundy
plan that protects you and all stakeholders can provide peace of mind and reassurance. Given the obvious need and benefits of developing a succession plan, why do so many fail to do so? First, day-to-day operational demands seem more urgent than “long-term” succession planning. “How well you manage and prepare for a succession event may be the decisive factor in the overall financial success of your business and its stakeholders.”
As the owner of a closely held business, you may be thinking a lot about what’s next for your business, family, and future. How well you manage and prepare for a succession event may be the decisive factor in the overall financial success of your business and its stakeholders. Wisely managing this event will help you capitalize on the fruits of your labor. Failing to plan for this event could throw your future into a tailspin. While some may believe succession is years away, can you and the stakeholders sustain an unexpected event that accelerates the timing of this transition?
See J. MARK LUNDY, page 10
Developing a holistic succession and continuity
THE ZWEIG LETTER March 27, 2017, ISSUE 1193
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