Build on tradition, shape change, introduce innovation and secure the future of the business.
Developing the next generation of leaders is a decisive leadership responsibility. Who could lead your department or the whole company tomorrow? How many candidates could you choose from?
For managing directors, succession determines the continuity of the business and its jobs. Yet even successful leaders often neglect it or fail to approach it strategically.
Unconscious attitudes and different backgrounds are often overlooked, and handovers are planned too late. The original article cites one in two succession processes failing and only 4% of businesses reaching the third generation. It highlights attitude, relationships and a lack of innovation as central factors. Conventional consulting alone may not address these issues.
The linked master’s thesis combines theory and practice, with highlighted key messages and a summary beginning on page 134.
LeadingX succession support
LeadingX has initiated and supported more than 20 successful business handovers. The common foundation is a consistent focus on awareness and attitude, because attitude shapes behaviour.
We connect leadership and personality; cooperation and teams; personal innovation and change; and shared innovation, transformation and change.
Examples
- Successful business succession: awareness and attitude combined with open communication across generations.
- Supporting a handover: strategic planning and implementation, leadership development, and stronger employee and customer loyalty.
- Generational change: draw on tradition, shape change, introduce innovation and secure the business.
Every handover is designed around its individual starting point and goals. Contact us early: too many handovers fail because the process begins too late.
