Business Succession
Succession is one of the most pivotal moments in the life of a business. It’s not simply about choosing who will take over; it's about how leadership, values, and vision are handed off—and sustained into the future. For family businesses, where personal and professional lines are deeply intertwined, succession planning carries even greater weight.
Prepare for a successful leadership transition
Family businesses are a vital force in the economy, responsible for more than 60% of U.S. Gross National Product and over 75% of job growth. Yet despite their importance, only 30% survive into the second generation, and just 12% make it to the third.
The leading causes of failed transitions are not external market forces—they are internal breakdowns: lack of trust, poor communication, and insufficient preparation for leadership succession.
Succession planning is not simply about legal documents or operational plans. It is about navigating the human side of leadership change: clarifying roles, expectations, and values; honoring the past; and empowering the next generation with the skills, confidence, and mandate to lead.
In many cases, the unique personality, history, and pride embedded in a family business—while sources of great strength—can also create barriers to open dialogue and smooth leadership transitions. Without structured processes, family dynamics can complicate decision-making, strain relationships, and threaten business stability.
A deliberate, human-centered approach to succession fosters alignment across family and non-family stakeholders alike. It creates space for courageous conversations, defines leadership pathways, and protects the culture that has been painstakingly built over years or decades.
Handled well, succession is not an ending—it is a powerful beginning to the next chapter of the business’s legacy.
Our succession solutions
Custom-tailored succession program
A full-spectrum approach to one of the most critical transitions your business will ever face. We design a bespoke succession process to meet your context, timeline, team dynamics, and leadership goals. Whether you’re planning years out or feeling the pressure now, we help you navigate succession from the inside out.
Successor & executive coaching
From readiness assessments to identity work, our coaching helps successors grow into their new role and supports founders in stepping into what’s next with grace, clarity, and purpose. We walk alongside both parties to ensure confidence, continuity, and trust remain strong throughout the transition.
Succession team training
Align your people, reduce friction, and maintain momentum during change. We offer customized team sessions and training that address the human side of transition—communication, culture, expectations, and engagement—so your team stays unified and energized.
Who we work with
- Family business owners navigating generational transition
- Founders preparing for exit, evolution, or reinvention
- Partnerships working through buyouts or leadership changes
- Executive teams facing CEO or key leader transitions
- Non-family members and incoming owners
Succession services we offer
- Succession strategy & planning
- Successor readiness assessment & development
- Family Business Covenant facilitation
- Executive team transition support
- Founder legacy and identity coaching
- Post-transition support and integration coaching
- Stakeholder communication planning
Related challenges
Leadership Transition
Passing the torch to new leadership can feel daunting. A successful leadership transition requires thoughtful planning, clear communication, and role alignment. We guide your team through this critical period, minimizing disruption and fostering a confident, unified vision for the future.
Learn more →Family Business Tension
When family dynamics spill into the workplace, it can create misunderstandings, rivalries, and stress that impact performance. We help families establish clear roles, boundaries, and communication channels to ensure both business success and family harmony.
Learn more →Executive Development
Building and strengthening your executive team's skill set is crucial for driving impactful change and long-term growth. We work with your leaders to cultivate adaptability, resilience, and vision, equipping them with the tools needed to lead effectively in today’s dynamic business environment.
Learn more →Questions owners ask about succession
- What is business succession planning?
- Business succession planning is the process of deciding who will lead and own a company after its current owner steps back, and preparing both the successor and the organization for that handoff. It covers ownership and legal structure, but the part that decides whether it works is the human side: whether the successor is ready, whether the team accepts them, and whether the owner can actually let go.
- When should a business owner start succession planning?
- Three to five years before the intended transition is typical, and earlier for a family business. Successor readiness, role clarity, and the owner's own shift in identity all take time. Owners who start under pressure, after a health scare or an unsolicited offer, can still transition well, but they have fewer choices.
- What does the succession planning process look like with McArthur Executive Development?
- Every engagement is designed for the business. It usually begins with an assessment of the owner, the likely successors, and the leadership team, followed by facilitated conversations that put unspoken expectations on the table. From there Dan works with the successor through coaching and with the team through training, and stays through the handoff and the period after it.
- How is this different from what an attorney, accountant, or exit planner does?
- Those advisors handle valuation, tax, legal structure, and deal terms. Dan McArthur is an organizational psychologist, and his work covers what they don't: successor readiness, family dynamics, leadership alignment, and the owner's transition out of the role. Most owners need both, and he works alongside the rest of the advisory team.
- Does succession planning apply to small businesses and partnerships?
- Yes. The stakes are often higher in a small business, where the owner is the culture and a handful of people carry the institutional knowledge. Partnerships face the same questions with an added layer: partners rarely want to exit at the same time or on the same terms.
- Where does the practice work?
- With owners, families, and leadership teams across the United States, in person and remotely. The practice is based in Portland, Oregon.
What clients say
Dan's expertise in succession planning has been especially invaluable during our current transition, ensuring a smooth handover and preparing our next generation of leaders to step up with confidence.
Brady Wilkerson
GM, Heathman Lodge
Dan has been instrumental in helping our executive team navigate C-level leadership transitions. He facilitated critical group conversations, provided one-on-one coaching, and helped us stay accountable to a clear, actionable path forward.
Maili Morrison
President of COHO Services
Dan stepped in during a period of massive transition—brand changes, executive turnover, and layoffs—and immediately understood both our industry and our people. His leadership helped us rebuild trust, regain momentum, and come out stronger than ever.
David Kingston
Red Lion Hotel