Part 4 of the "Process-Oriented Approach to Family Business Succession Planning" Blog Series

Understanding and Setting Goals for Succession

For family businesses, understanding and setting clear goals is essential to drive the succession process effectively. Identifying these goals simplifies the process of exploring options and lays the groundwork for a smooth transition. The focus on the business owner's goals, particularly concerning the continued viability of the business, is paramount. Ownership and management succession play a crucial role in this context, but it is equally important to address the financial implications of the senior generation owner's departure.

Addressing the Financial Implications of Transition

When a business owner begins to plan for succession, it is critical to consider the financial consequences of their departure. In cases where the owner has diversified personal wealth and cash flow sources beyond the business, the financial challenges may be less daunting. However, it's common for the business to constitute a significant portion of the owner's personal net worth and to be a primary source of personal cash flow. This cash flow, stemming from salary, bonuses, dividends, and distributions, often requires replacement post-transition.

The Role of Financial Goal-Setting

Financial goal-setting introduces objective and quantifiable measures into the succession planning process. It prompts a review of personal financial statements, including the balance sheet and income statement, to inform decision-making. Starting with a detailed examination of expenses and projecting future costs with inflation in mind allows for a comprehensive understanding of the owner's financial needs and wants. This distinction aids in planning for scenarios where cash flow may be insufficient, requiring adjustments to meet future needs.

Analyzing Income Sources and Assets

After assessing expenses and future cash needs, attention shifts to income and assets that can generate cash flow. This includes evaluating social security, pensions, annuities, and the potential for assets on the balance sheet to provide liquidity. If existing sources are adequate, it brings a sense of relief. However, a more common scenario involves identifying a cash flow deficit and strategizing to manage controllable financial variables. This may involve spending adjustments, balancing investment risk and return, and defining financial necessities tied to the business transition.

Making Critical Decisions for Business Transition

Once the financial landscape is understood, several critical decisions emerge:

• Determining the feasibility of transferring ownership as a gift or through sale, and under what terms.
• Assessing if the business's value can provide sufficient capital for the owner's needs.
• Exploring alternative methods for cash extraction from the business, such as employment or consulting arrangements.

The involvement of next-generation owners and their willingness to accept financial constraints imposed by the departing owners is also a vital consideration.

Leveraging Professional Expertise

Given the complexity of financial planning and succession planning in family businesses, the expertise of a professional team is invaluable. Their skills and analytical tools are essential for quantifying financial aspects of the transition. While the process can be overwhelming, with the right support and strategic planning, the challenges of succession and financial planning can be navigated successfully.

Read other posts in our "Process-Oriented Approach to Family Business Succession Planning" Blog Series:

Part 1: Effective Business Succession Planning: A Call to Action
Part 2: 18 Must Answer Questions for Family Owned Business
Part 3: Balancing Family Relations with Family Business
Part 5: Identifying the Business Owner's Goals - Taxes
Part 6: Business Succession Planning: Keeping Your Buy-Sell Agreement Relevant
Part 7: Business Succession: Who Are the Stakeholders and How Can You Satisfy Them?
Part 8: Don't Let the Failure to Communicate be Your Business Succession Plan's Downfall