What Our Clients Are Saying
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
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.
Trust, communication, and careful preparation are the bedrock of successful transitions. Without them, even strong businesses can falter at the most critical moment. Approaching succession with clarity, respect, and strategic foresight ensures that both the business and its legacy endure for generations to come.
Prepare for a Successful Leadership Transition
Your business is more than a company — it's a reflection of your values, your vision, and years of your leadership. Preparing it to thrive without you requires more than good intentions. It demands a deliberate, human-centered approach to succession.
Most founders and owners are focused on solving business problems — managing growth, serving customers, driving results. Building the systems and developing the people needed to sustain the business beyond their own leadership often falls into the background until transition is near. That’s when the stakes become real—and the path forward becomes complex.
Success is not just operational. It's deeply personal.
Letting go of what you've built, entrusting it into someone else’s hands, surfaces real emotions: pride, fear, hope, and uncertainty. Without careful preparation, these unseen dynamics can delay or derail the process.
But when succession is approached intentionally—with a clear plan, stakeholder alignment, leadership development, and space to navigate the human side—it becomes a powerful chapter of growth, not just an ending.
We help founders, family businesses, and leadership teams design succession strategies that honor the past, strengthen the present, and secure the future. With the right guidance, the transition you make can be the strongest part of your legacy.
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.
DELIVERED THROUGH:
Consulting & Facilitation →
Ready to create your plan?
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.
DELIVERED THROUGH:
Executive Coaching →
Looking for support?
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.
DELIVERED THROUGH:
Training & Team Development →
Want to strengthen your team?
Who We Work With
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Family business owners navigating generational transition
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Founders preparing for exit, evolution, or reinvention
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Partnerships working through buyouts or leadership changes
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Executive teams facing CEO or key leader transitions
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Non-family members and incoming owners
Succession Services We Offer
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Succession strategy & planning
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Successor readiness assessment & development
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Family Business Covenant facilitation
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Executive team transition support
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Founder legacy and identity coaching
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Post-transition support and integration coaching
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Stakeholder communication planning