Home / Leadership Advisory / Family Business
FAMILY BUSINESS
Preparing the next generation. Ensuring continuity.
A successful executive succession isn't just about choosing the right person. It comes down to clear criteria, ensuring everyone has their place, and timing conversations right. We address these three points before any names are even mentioned.
Preparing your executive succession ↗
An inheritance to plan for
Prepare the handover, clarify the selection criteria, and organize the stages of the transition.
An external executive to onboard
Clarify its mandate, actual autonomy, and interaction with family shareholders.
Roles to clarify
Distinguishing between what pertains to ownership, what pertains to governance, and what pertains to operational management.
Our method
A scoping effort that translates family expectations and business needs into decision-making criteria and explicit responsibilities.
01
Scoping interviews
With the parties agreed upon in the mandate: shareholders, current management, and designated successors.
02
Target Role Analysis
What the role actually requires over the next three years, regardless of who holds it.
03
Criteria and Decision-Making Process
What the decision will be based on, who makes it, and in what sequence.
04
Transition Plan
The steps, their timeline, and the checkpoints, right up to the actual start date.
Our Market Perspective
When a family wonders whether to appoint an heir or hire from the outside, the question is not a theoretical one. It depends on what the market actually has to offer for that role, in that industry, at that compensation level. As executive search professionals, our expertise provides this insight. And we share it with you, whether or not you ultimately decide to hire.
Perimeter
We specialize in managerial succession and leadership organization. Wealth management, tax, and legal matters—as well as disputes requiring specialized mediation—fall under the purview of the appropriate professionals, with whom we are pleased to coordinate.
What you receive
A summary of the expressed expectations and identified arbitration points.
The written definition of the future leader's mandate.
A documented comparison of succession scenarios.
A transition and integration roadmap.
YOUR POINT OF CONTACT FOR THESE MISSIONS
Founder of Laroze Partners
He built his initial expertise in financial and strategic consulting before expanding into tech and healthcare. He leads the consulting engagements himself, from scoping through to delivering recommendations.
Talk with Thomas Rozier ↗
Frequently Asked Questions
A confidential conversation
An initial confidential conversation to assess your transition and the work it requires.
Let's talk about your challenges ↗