Choosing the person to take over your business after you exit isnâ€™t about selecting someone whoâ€™s exactly like you or even selecting someone you like. The most important thing is that you choose someone whoâ€™s not only well-qualified for the role, but who also has the vision and skills to lead your company into the future.
With so much riding on your decision, you should be careful to avoid these three common mistakes business owners often make when naming successors. Such missteps can cloud your objectivity and diminish your chosen candidateâ€™s ability to effectively take control of your company.
1. Attempting To Clone Yourself
Choosing a successor isnâ€™t about cloning yourselfâ€”itâ€™s about finding someone to build upon what youâ€™ve already accomplished and take your business to the next level. The most qualified successor may turn out to be someone whose leadership style, skills, and business strategy are entirely different from yours. As long as the two of you share the same fundamental values and vision for the company, you shouldnâ€™t let the fact he or she manages things in a different way cloud your judgment. Your successorâ€™s way of doing things, while different than yours, may be more effective.
2. Not Considering The Future
Todayâ€™s marketplace is constantly changing, especially when it comes to technology, so the skill set and business strategies that work now may not work in the future. Think about how youâ€™d like your company to grow and evolve, and then identify those candidates whose skills and strengths best align with your vision for the future. Choosing a successor is about ensuring your companyâ€™s long-term success.
3. A Lack Of Transparency
When it comes to making a major change in your companyâ€™s leadership, itâ€™s best to be transparent about the process. People are often resistant to changeâ€”especially when it involves their employerâ€”and if your team only learns about the move when new leadership is announced, it could hurt their morale. Letting your team know that succession planning is ongoing also helps build your teamâ€™s trust in the process. Itâ€™s crucial that your successor not only has your trust and support but your teamâ€™s trust and support, too.
Enlist Our Support
No matter how you look at it, choosing the right person to take over your business can be incredibly challenging. This is especially true if your choice includes family members or close colleagues. We serve as your trusted, unbiased advisor to help you make your decision on whatâ€™s objectively best for the company and not let emotions get in the way.
Whatâ€™s more, effective succession planning isnâ€™t just about naming your replacementâ€”it involves every facet of your operation, and planning for your exit is just as important as any other planning you do for your business, if not more so. We can guide you through the entire process and help ensure the business legacy you worked so hard to build will continue to thrive no matter who is running the show. Contact us today to get started.
This article is a service of Ganvir Law, Personal Family Lawyerâ„˘. We offer a complete spectrum of legal services for businesses and can help you make the wisest choices on how to deal with your business throughout life and in the event of your death. We also offer a Business Strategy Session for an ongoing business, which includes a review of all the legal, financial, and tax systems you need for your business. Call us today to schedule.