WHERE YOU ARE IN THE PROGRAM

Your valuation is done. Your legal and financial structures are mapped. The business is fully prepared for a transition conversation. Phase 4 turns the work outward. The next three months are focused on finding, engaging, and reaching agreement with the right successor. Month 8 is the foundation of that phase: building a specific, grounded profile of who the right person is before you start the search.

MOST ADVISORS START LOOKING FOR A SUCCESSOR BEFORE THEY KNOW WHAT THEY ARE LOOKING FOR. THE SEARCH PRODUCES THE WRONG CONVERSATIONS.

Successor searches that begin without a clear profile produce conversations with candidates who are impressive but wrong for the practice, the clients, and the transition the advisor actually wants. The mismatch costs time, raises expectations, and sometimes produces agreements that fall apart because the cultural and relational fit was never properly assessed. A profile built before the search begins is not a restriction on who the successor can be. It is a filter that makes every conversation more productive.

Curriculum

1 Chapter · 3 Lessons

  1. 1

    Successor Profiling

    1. (Included in full purchase)

      Introduction

    2. (Included in full purchase)

      Ideal Successor Profile

    3. (Included in full purchase)

      Internal vs. External Assessment

What does your successor bring to your practice?

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