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Who’s On-Deck? The Importance of Management Succession Planning

In Baseball, the concept of being “On-Deck” refers to being the next person in line to bat. In Business, determining who is “On-Deck” to lead an organization is an integral part of the business life cycle. Management Succession Planning is a critical component of any successful business, but it is particularly important in privately owned businesses where the transition of leadership can be particularly complicated. Ensuring that there is a smooth transfer of power from one generation of leadership to the next is essential for the long-term success of a company. Today, we explore the importance of management succession planning in privately owned businesses and offer some tips for getting started.


Why is Succession Planning so Important?

Succession planning is the process of identifying and developing new leaders to take over when the current leaders leave. In privately owned businesses, this is particularly important because there may be family dynamics at play that can complicate the transfer of power. Additionally, privately owned businesses often have a more intimate relationship between the leadership and the employees, making a well-planned transfer of power even more crucial to the success of the company.

Succession planning can also help to ensure that the business remains financially stable during the transition period. If a company is unprepared for a change in leadership, it can lead to instability and uncertainty among investors and other stakeholders. On the other hand, a well-executed succession plan can provide a sense of continuity and stability that can help to maintain the confidence of all involved.


Tips for Getting Started:

  1. Start Early: Succession planning should start as early as possible, ideally several years before the current leaders plan to step down, or before an ownership transition occurs. This early start allows for a smooth transition and gives the new leaders time to acclimate to their new role.

  2. Identify Potential Successors: It's important to identify potential successors early on and start grooming them for leadership roles. This can include providing training and mentoring opportunities to help them develop the skills they will need to take on a leadership role.

  3. Develop a Plan: A well-thought-out succession plan should include a detailed roadmap for the transfer of power, including a timeline for the transition, a plan for communicating the change to employees and stakeholders, and a plan for managing the financial aspects of the transition.

  4. Communicate with Stakeholders: Communication is key during the succession planning process. It's important to keep employees, investors, and other stakeholders informed of the progress of the plan and to address any concerns they may have.

  5. Regularly Review and Update the Plan: A succession plan is not a one-time event. It should be reviewed and updated regularly to ensure that it remains relevant and effective. At Seacap, we have clients we work with annually to update their succession plans to ensure they stay on course and remain relevant.

Succession planning is not just about finding a successor for the current leader of a business, it is also about ensuring the long-term success of the company. A well-executed succession plan can help a business maintain its competitive edge, retain talented employees, and build a strong culture that can carry on for generations.

One of the challenges that privately owned businesses face when it comes to succession planning is the emotional component. Many family-owned businesses are closely tied to the identity of the family and the emotions that come with that can make it difficult to make objective decisions about the future of the company. It is important for families to set aside emotions and work together to make decisions that are in the best interest of the business.

Finally, it is important to ensure that the new leaders have the support they need to succeed. This can include mentoring and coaching, as well as ongoing communication and feedback. By providing support and guidance, the new leaders can feel confident and prepared to take on the challenges of running the business.


Succession planning is a critical component of any privately owned business. By identifying and developing new leaders and creating a detailed plan for the transfer of power, businesses can ensure a smooth transition and maintain stability during a period of change. Start early, identify potential successors, and communicate with stakeholders to ensure a successful succession. With the right planning and execution, the transition of leadership can be a positive and transformative experience for the business and its employees.


Through our Strategic Advisory Practice, we work with private companies facing issues like these every day. We’re here to help. Give us a call to confidentially discuss your needs.

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