Succession planning is built on a shared goal. This goal does not emerge overnight; it grows from a willingness to take on responsibility together—for the development of both the company and the family.

Every succession involves change. Those handing over responsibility must learn to let go, while those stepping into new roles need the freedom to make their own decisions. That is why we establish clarity on how the transition should be structured. While seamless transitions can be beneficial, in other scenarios, they can jeopardize the success of the succession. Successors need the opportunity to forge their own paths and continue developing the business. A clearly defined timeline provides security for everyone involved and underscores the commitment to the transition.

We view the transfer of responsibility to the next generation as a key success factor in succession planning. The next generation needs the trust and the ability of the outgoing generation to let go. This does not mean forgoing advice, experience, or support. On the contrary: successful succession combines entrepreneurial freedom with the knowledge and experience of the previous generation.