Succession Planning

All too often, businesses face a change in leadership without a clear plan to support succession. Its not unusual to shift into reaction mode as time and money is lost while a position remains vacant. Or worse yet, a rushed decision is made and the wrong successor is hired.

What Our Clients Are Saying

​From start to finish our transition plan was well done. To replace a COO and minority owner who ran the company for 16 years was daunting. To finish with no voluntary staff loss and better morale is a big win. I feel we are well positioned for the next phase of growth and would not be in this place without Omni. Excellent business support available behind the transition plan allowed us to handle the inevitable unpleasant surprises. Overall 5 of 5 stars… well done.

Ron Brown, Medical Director/CEO
True Balance Institute

Imagine having a seamless transition from the outgoing incumbent to the incoming successor. This can be done using our proven approach.

  • Identify Critical Roles
  • Create Profiles
  • Identify & Assess Potential  Successors
  • Assess Development Needs
  • Develop Potential Successors
  • Measure Progress

For more complex succession plans, including family succession plans, we work with management and ownership teams beyond the transition to successor, to include family meetings, business planning and next generation leadership development.