Creating your initial Succession Plan

Anna Stubbs • April 3, 2023

A Succession Plan is about maximising the value of your business so you can achieve a better outcome when it's time to exit. Many business owners don't think about a Succession Plan until they're ready to sell the business. However, it takes 3-5 years (minimum) to define and execute an effective Succession Plan.

1. Start by clarifying your business and personal goals.
Establish what you want the business to deliver to you personally. Then, set business goals that will allow you to achieve your personal goals. This will help you plan for extracting the value you require to enjoy the lifestyle you wish to lead upon succession.


2. Your vision for the business.
Succession Planning forces you to clarify and discuss your vision for the business, which will play a huge part when transferring to new ownership. Vision ultimately enables a more effective working culture, helping to align and prepare your team for succession. When your team understands the vision and how their key responsibilities and tasks contribute to the realisation of this, they become more engaged. This helps develop a more stable environment; one that's receptive to adopting new leadership and ownership.


3. Establish your business support network.
It’s important to take time out from running your business to work on developing it. Engaging your important business advisors will provide fresh and impartial perspectives at this potentially emotional time. Decision making requires a level head and independent advice to ensure you achieve your desired results.

Your solicitor may also be involved at the planning phase and will definitely be involved in drafting and signing the sale and purchase agreement, as well as when dealing with any post settlement matters.


Working with an accountant will be particularly helpful at the due diligence, valuation, and grooming stages. Our broad business knowledge and expert tax advice could help significantly increase the value of your business. Utilising a mentor or coach will help you remain accountable to your leadership role, which will ultimately have the greatest influence on your succession strategy and outcome.


We can help you with accountability coaching. In fact, we want to help you groom your business for maximum value by increasing growth and profitability, improving efficiency and capacity, and managing risks.


If you’d like to start your Success Planning journey, contact us.

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By Anna Stubbs • July 15, 2026
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Is your small business up to date with employment law?

By Anna Stubbs • July 15, 2026
“Just 20% of SMEs identify regulatory compliance as an organisational priority, compared with almost a third of larger firms (32%). With little or no HR support and limited guidance, small businesses often lack awareness of employment law and may struggle to comply with the changes.” CIPD Labour Market Outlook, May 2026  The recent Labour Market Outlook report from the Chartered Institute of Personnel and Development (CIPD) shows that some small and medium-sized enterprises (SMEs) have a poor awareness of employment law and are not prioritising their regulatory duty as employers. But with the Employment Rights Act 2025 introducing several recent changes to UK employment law, it’s vital that your SME is aware of current employment law and your regulatory requirements as an employer. Five recent changes to employment law that came into force from April 2026.