Succession
Succession isn't a handover date. It's a growth plan both generations build together, years before anyone steps back.
Legacy × Scale · free, 90 minutes, live on Zoom · Sun 11:00 AM IST (Hindi) · Tue 7:00 PM IST (English)
Start years before the handover. Give your successor a result to own, such as a market, a channel or a product line, with a budget, real authority and agreed numbers. Review results, not effort. Move big decisions from the dinner table to a regular business forum, and widen their authority as trust is earned.
Earn trust before you ask for change. Your father is protecting what built the business; you're protecting its future. Both of you are right. Agree together on what must never change, such as values, quality and customer trust. Then propose one change at a time, as a project you own with clear numbers, and let results argue for the next.
Plan for it while the founder is still active. Put the business on systems and a second line of leaders, so it doesn't depend on one person. Agree a written family charter on roles, ownership and how decisions are made. Give the next generation real responsibility early. Succession decided in a crisis is rarely decided well.
Business → Brand → Institution → Legacy →Scaling a family business →All questions →
Legacy × Scale · free, 90 minutes, live on Zoom · Sun 11:00 AM IST (Hindi) · Tue 7:00 PM IST (English)
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