Your business is your legacy—here’s how to ensure it thrives in capable hands.
Mike ran a successful commercial HVAC company in the Southeast. After 35 years of building the business from the ground up, he assumed his son and daughter—both talented and interested—could simply “take it from here.”
So he handed over the keys. No leadership training. No succession plan. No clarity.
Within a year, chaos crept in. Long-time employees left. Margins eroded. Family tension soared. Mike stepped back in, discouraged and defeated.
That’s when he reached out for help.
Together, He and his coach walked through a proven process:
The Turnaround
- Identified successors who were capable and committed—not just by family ties, but by readiness.
- Built a leadership development plan—coaching, accountability, and stretch roles to build confidence.
- Created a detailed succession roadmap, covering operations, financial transition, and cultural continuity.
The result? A confident transition, a thriving next generation of leadership, and a father who could finally enjoy his retirement—and his family.
Your Next Steps:
- Identify potential successors—inside or outside your organization.
- Develop a leadership training plan to prepare them well.
- Work with a legacy advisor to craft your detailed succession plan.
Don’t wait until you’re ready to leave. Start when you’re ready to lead the transition.
Schedule your legacy planning session today.
