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info@m-a.green

Business succession

We support entrepreneurs in the systematic transfer of their businesses—from the initial analysis and identification of suitable successors to the successful transfer to internal candidates or external investors. We focus on companies in the fields of biogas, photovoltaics, wind power, agriculture and food, biomethane production, and other renewable energy technologies.

Our services in the area of business succession include status quo analysis, assessment of succession capability, development of a suitable succession model, search for and approach of suitable candidates or investors, and support during the transfer phase until successful completion.

Through our Europe-wide network, we reliably identify qualified successors or strategic buyers, ensure the continuity of the company, and create a structured, economically attractive succession solution.

Individual succession consulting – from analysis to successful handover

Status quo analysis

  • Goal & content: In this phase, the current situation of the company and the owner’s objectives are analyzed holistically in order to develop a sound succession strategy.
  • Result: Succession strategy paper with evaluation, target vision, and recommendations for action.
  • Revenue model: One-time fixed price.

Structured search process

  • Objective & content: In this phase, either a suitable successor (internal/external) or an investor is identified and approached on the basis of the defined strategy.
  • Result: Shortlist of qualified candidates or investors, including recommendations for action.
  • Revenue model: Retainer + performance-based fee (success bonus, % of sale price/OTE).

Post-merger Integration

  • Goal & content: After completion of the transaction, we accompany the handover phase to ensure the successor’s long-term success and corporate stability.
  • Result: Support and review concept for a successful handover.
  • Revenue model: Project-based flat fee or monthly support fee

The succession process in detail

First, we conduct a status quo analysis to get an overview of the company in order to prepare it ideally for succession.

1   Company and founder analysis

  • Conducting a structured analysis of the economic, organizational, and personal starting position.
  • The aim is to understand the founder’s motivation as well as their current role and dependencies in day-to-day business.

2   Assessment of succession capability

  • Analysis of the company’s value, taking into account the founder’s role (“with vs. without founder”).
  • Identification of potential and risks that should be addressed before succession.

3   Review of organizational and management structure

  • Evaluation of the second management level and possible internal successors (“high potentials”).
  • Derivation of development needs or qualification measures.

4   Develop succession options

  • Comparison of different succession models (internal solution, external candidate, sale).
  • Discussion of advantages and disadvantages from a strategic, cultural, and financial perspective.

5   Recommended action & timeline

  • Consolidation of all findings into a clear recommendation and roadmap.
  • Definition of milestones and decision points for implementation.

In phase 2, we pursue three different modules depending on customer potential and preference.

Module 1: Step-by-step handover

  • Development of a detailed candidate profile including professional, personal, and cultural requirements.
  • Implementation of an executive search process by DSP, including interviews and potential analyses.
  • Optional: Identification and development of internal candidates, e.g., through coaching or development programs.

Module 2: Investor search

  • Preparation of professional sales documents (teaser, information memorandum, company valuation).
  • Identification and discreet approach of investors via the Green network (strategic & financial).
  • Support with due diligence, negotiation, and structuring of the sales process.

Module 3: Parallel search for both options

  • Simultaneous evaluation of candidate and investor search to maximize options.
  • Continuous coordination between DSP, Green, and founders to assess market response.
  • Joint decision-making based on suitability, strategic fit, and economic results.

Finally, we offer expertise and support after the transaction to ensure a smooth handover and sustainable success.

1   Onboarding of the successor

  • Supporting the new managing director or investor during the induction phase.
  • Ensuring a structured transfer of knowledge from the departing founder.

2   Communication and change management

  • Moderating internal communication with employees and partners.
  • Support with the positioning and acceptance of the new management.

3   Organizational and leadership development

  • Adaptation of leadership structures, responsibilities, and decision-making processes.
  • Promotion of team cohesion and a culture of trust.

4   Monitoring & reviews

  • Conducting regular progress reviews (e.g., quarterly).
  • Documentation of results and derivation of improvement measures.

5   Support with investor involvement

  • In the event of a sale: Support with filling key positions through DSP.
  • Ensuring efficient cooperation between investors, management, and staff.
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