The next generation had grown up around the business. One sibling had taken a more active role and clearly cared about the future. It seemed obvious he would take over, but nothing had ever been discussed.
There was no formal plan. The other siblings were unclear about their place. The management team were guessing. The MD, their father, hadn’t opened the conversation.
TWYD was brought in when tensions started to surface.
We began by mapping what each family member believed had been agreed, and compared this with the reality. We supported the MD in having structured conversations with the family and translated long-held assumptions into a clear path forward.
From there, we designed a transparent succession plan focused on readiness, not birth order, and created development pathways for others in the family.
The business moved forward with clarity.
“You gave us a language and a process to have the conversation we’d been avoiding. It changed everything.”
Family MD