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Family Strategy

Next-Generation Transition

The family company is an inheritance to be protected and handed on. It is the outcome of the next and each generation’s commitment to the last” – Giovanni Agnelli, Chairman, Fiat Italy (1966-1996)

As owner-families move to siblings and cousins’ generations, a smooth transition of management and ownership to succeeding generation becomes critical. Succession planning and transition to the next-generation are daunting challenges for families, many a times resulting in family feuds and business failures.

As trusted advisors, we help you develop and navigate the transition plan in the best interest of business and family. We assist in selection of family and non-family CXOs to drive organization’s objectives while keeping family’s values and legacy intact.

We facilitate owner-families in generational transition through following services:

    Planning for Transition

  • Identifying needs and readiness of senior generation, aspirations and capabilities of younger generation to go through transition process in an unbiased, objective manner
  • Proposing a comprehensive Transition Plan to the family considering individual’s expectations, business environment, ownership and wealth structures
  • Aligning family members’ ambitions, business goals, ownership and wealth objectives with a long-term outlook
  • Creating an environment where family members can adapt to changes in the family and business, express their desire sand disagreements freely and forthrightly

    Managing Transition

  • Developing a mechanism to execute Transition plan harmoniously, with transparency and meritocracy among family and key non-family executives
  • Changing/designing roles, responsibilities, authority, and performance norms of next-gen members
  • Restructuring business portfolios and planning new ventures to achieve business goals and succession strategies

   Inducting and Mentoring Next-generation

  • Assessing competencies and capabilities of younger members to identify their strengths, challenges, leadership potential
  • Proposing a comprehensive Transition Plan to the family considering individual’s expectations, business environment, ownership and wealth structures
  • Recommending Individual Development Plans to next-gen members and mentoring them to build capabilities for suitable roles
  • Preparing and executing a time-bound Induction program for next-gen members to imbibe family’s ethos and practices, organizational culture and functions, business strategies


Setting a Family-Business Board

  • Creating professional systems and a formal Board structure for good governance and effective decision-making among family and non-family key executives
  • Planning succession for top management team and Board positions, assisting in selection of professional CXOs and non-family Board members structures
  • Training and development of family Board members, evaluating performance of Board of Directors