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Business succession

We support entrepreneurs in the business succession process—from the initial analysis through the development of a suitable succession model to the successful handover to internal successors, external candidates, or investors.

Our focus is on companies in the sectors of biogas, biomethane, photovoltaics, wind power, and the agricultural and food industry. Through structured preparation, discreet engagement, and a Europe-wide network, we create economically viable and strategically appropriate succession solutions.

Customized business succession planning – From analysis to a successful handover

Status quo analysis

  • Objective & Scope:
    In this phase, we conduct a comprehensive analysis of the company’s current situation and the owner’s objectives in order to develop a well-founded succession strategy.
  • Deliverables:
    Succession strategy document including an assessment, vision, and recommendations for action
  • Pricing Model:
    One-time fixed fee

Structured search process

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

Support during the handover phase

  • Objective & Scope:
    Once the transaction is complete, we provide support during the transition phase to ensure the company’s long-term success and stability under new leadership.
  • Outcome:
    A support and review plan for a successful transition.
  • Fee Structure:
    Project-based flat fee or monthly support fee

The succession process in detail

We begin by conducting a status quo analysis to establish a solid foundation for specifically preparing the company for succession.

1 Company and Founder Analysis

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

2 Assessment of Succession Readiness

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

3 Review of organizational and leadership structure

  • Assessment of the second management level and potential internal successors (“high potentials”).
  • Identification of development needs or training measures.

4 Develop succession options

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

5 Recommendations & 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 search and handover models, depending on the initial situation and objectives.

Module 1: Step-by-Step Handover

  • Development of a detailed candidate profile, including professional, personal, and cultural requirements.
  • Conducting 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 during due diligence, negotiations, and structuring of the sale process.

Module 3: Parallel Search via Both Channels

  • Simultaneous evaluation of candidate and investor searches to maximize options.
  • Continuous coordination between DSP, Green, and the founder to assess market response.
  • Joint decision-making framework based on suitability, strategic fit, and financial results.

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

1 Onboarding of the Successor

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

2 Communication and Change Support

  • Facilitating internal communication with employees and partners.
  • Support in positioning and gaining acceptance for 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).
  • Documenting results and deriving improvement measures.

5 Support in Engaging Investors

  • In the event of a sale: Support in filling key positions through DSP.
  • Ensuring efficient collaboration between investors, management, and the workforce.
Would you like to plan your business succession early and in a structured manner?

Talk to us about your current situation and potential succession plans.

Schedule an initial consultation now

Be sure to check out our other services as well.