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Generational change

GUARANTEE THE BEST BUSINESS CONTINUITY DESPITE THE NECESSARY CHANGES
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THE CHALLENGE
The generational handover is a crucial moment in the life of a company, because it implies the transfer from one generation to another of a real wealth of management know-how and skills, acquired over years of experience. With the transition, the set of relations with the territory, as well as numerous jobs, are also at risk. Also for this reason, the generational changeover process must be managed in the best possible way.
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THE PROBLEM
The generational transition is never simple or obvious: the succession is almost never adequately planned and the paths to follow are often different depending on the situations and personalities involved.
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THE SOLUTION
The success of the generational change is linked not only to the correct identification of the share transfer operation, but also, and above all, to the choice of the business model and the stability of future family and corporate governance.
Through careful strategic planning and a very precise assessment of the managerial skills already present in the company and those necessary, EsaProfessional accompanies companies in the change.

POSSIBLE ACTIONS


• Generational report on business continuity.


• Assessment of skills and orientation of designated successors.


• Involvement of supervisors and external coordinators of all stages of the transition to guarantee objectivity and simplify the steps.


• Inclusion in the company of temporary managers who act as a bridge between the two generations.

EXPECTED RESULTS


• Definition and implementation of the best financial, tax and organizational tools to limit the impacts on the life of the company.


• Planning of the management of the generational change professionally and with adequate time in order to examine all the peculiar aspects of the individual concrete case and avoid the most common errors that are encountered daily in similar situations.


• Maximum care of the strong psychological involvement of those who find themselves in the situation of having to leave the management of their business and rigorous methodological support for the assessment of the heirs’ capabilities in relation to the future needs of the company.

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