The work

A roadmap for the transition.

Leadership transition is a multi-stage journey. Engagements are usually commissioned by the owner and begin with a 90-day foundation, then evolve as the successor’s responsibilities grow. Ownership stays informed on progress; the successor’s conversations stay confidential.

Phase I: Strategic Alignment

A 90-day foundation

This 90-day foundation is the starting point for most engagements. We establish the advisory relationship, understand leadership readiness, and build a tailored transition roadmap. The goal is clarity: where the successor stands, where the business stands, and what has to be true before authority can credibly shift.

Pre-kickoff diagnostic and leadership assessment
One to two days onsite to meet the successor and ownership
Regular confidential 1:1 advisory sessions
Direct email and phone access between meetings
Periodic ownership alignment conversations
A written leadership roadmap for the transition

The Outcome

At the end of the initial engagement, I bring together what we have learned and establish a clear leadership plan for the next stage of the transition. It reflects the specific role, relationships, priorities, and areas of development that matter most as your responsibility grows. It is meant to be used, revisited, and refined as your role evolves.

Phase II: Leadership Development & Transition

Ongoing advisory

This is ongoing support through the transition and the years that follow. We work on executive presence, decision-making as responsibility increases, communication, family business dynamics, and the leadership challenges that come with the role.

Standing 1:1 advisory relationship
Support through live leadership and relational challenges
Preparation for board, family, and leadership conversations
A single advisor who holds the full context over time

What You Get

For the successor

A confidential sounding board outside the business, someone who has run something at scale and can help you navigate leadership challenges, build executive presence, and prepare for expanding responsibilities without performing for the room.

For the enterprise

A next-generation leader better prepared to assume responsibility, navigate the transition, and lead with confidence while respecting what the previous generation built.

Who I Work With

This work is for owners who want to get the transition right, and next-generation leaders who would rather hear an honest perspective than an easy answer.

The work is practical, personal, and specific to the business and the people involved. Scope and fees are discussed directly before we begin.

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