I Wish I Would’ve Started This Before…
It’s a phrase we hear more often than you might imagine: “I wish I would’ve started this before…” For many clients, especially those whose businesses have grown into successful enterprises, the urgency of succession planning sneaks up on them. Much like a wealth manager, physician, or attorney, we’re here to offer professional guidance, but there’s often a preferred timeframe to engage in this critical process. When the time for transition arrives, it becomes clear how invaluable early succession planning would have been.
Where are you in your succession planning journey?
I haven't started thinking about succession yet
I've thought about it but haven't taken action
I'm actively working on a succession plan
I have a complete succession plan in place
In our experience, succession planning isn’t something many people prioritize until they’re on the verge of burnout, ready to move on, or face a critical life change. It’s in those moments that business owners, partners, and leaders suddenly realize: Wait a minute—how long do I need to keep doing this? It’s a scenario familiar to many, and the technical term we often use to capture this sentiment is a simple but profound “Oof.”
If you find yourself in similar shoes, take heart. This is a journey we’ve helped countless clients navigate, each one with unique circumstances but with a common need: a plan that ensures their business can continue to thrive without them. Join me as I walk through real examples of past clients (all of whom we’ll call “Friends” here). These examples have been anonymized to maintain confidentiality but reflect actual situations we’ve encountered over the years. As you’ll see, no two cases are alike, and neither are the solutions.
Example 1: The Co-owner with a Calling
One of our Friends was the co-owner of a professional services firm. A man with a deep commitment to his faith, he felt a strong pull to serve his place of worship in a larger capacity. This calling was powerful and unmistakable, and he was ready to move on. But here’s where things became complex: his departure would potentially put half of his firm’s revenue at risk. In addition to taking his unique expertise with him, he’d also leave a significant gap in business development. In other words, the company’s future depended on the very work he wanted to leave behind.
It’s a situation that many business owners can relate to—feeling the pull of a new chapter, yet feeling bound to what they’ve created. In this client’s case, we focused on strategies that would ensure both a smooth transition for him and a strong future for the business. We identified key individuals within the company who could step into business development roles, gradually increasing their responsibilities to build their skills and confidence. Additionally, we worked on diversifying the client portfolio to prevent a single departure from jeopardizing revenue. Through this careful approach, he was able to step back over time, creating a legacy in both his business and the community he was called to serve.
Example 2: The Equity Partner Who Beat the Odds
Our next example is an equity partner in a law firm—a tenacious individual who had survived cancer and returned to work with renewed perspective. For years, she had served in a high-stress, high-demand role, building strong relationships with long-standing clients. Now, with a fresh lease on life, she was ready to embrace a slower pace and step out of the daily grind. But as anyone in the professional world knows, transitions in law firms aren’t just about finding a replacement. They involve a delicate handover of client relationships, leadership roles, and specialized knowledge.
For her, we devised a phased plan focused on internal mentorship and relationship-building. Identifying and grooming a successor was just the first step; equally essential was the process of introducing her clients to the new partner gradually, to instill trust and confidence. Through regular meetings and joint consultations, clients came to see the new partner not as a replacement, but as an extension of the service they had trusted for years. This transition allowed her to gracefully step back while ensuring that her legacy—and client base—remained intact within the firm.
Example 3: The Managing Partner Who Excelled—Almost Too Well
Our third Friend was the managing partner of another professional services firm, where she had taken the helm and led the team to incredible success. She’d been so effective, in fact, that no one else in the firm could quite match her level of competence. Over time, her very success had become a trap. She was the linchpin holding the firm together, and that made stepping back seem impossible. How could she leave without the firm losing its edge? Yet she longed to return to the hands-on work that had drawn her into the field in the first place.
In her case, we focused on strengthening the skills and confidence of her team. Through targeted coaching and leadership development, we helped the firm’s rising stars step into more prominent roles. By sharing her knowledge and expertise, she was able to distribute the weight she’d been carrying alone. We also worked on revising the firm’s operational structure to support a more team-oriented approach, ensuring that her departure wouldn’t disrupt the business. With a plan in place, she was able to gradually shift from her role as the firm’s leader back to a place where she could do the work she loved, knowing that her team was prepared to carry on.
Why Succession Planning Matters So Much
As these examples show, succession planning is rarely just a one-time task. It’s a journey, often one that requires foresight and, ideally, a willingness to start well before the need arises. If you’re a business owner, executive, or partner, consider this: succession planning isn’t just about securing your retirement or reducing your workload. It’s about ensuring the longevity of what you’ve built, protecting the livelihoods of employees who rely on the business, and creating a lasting legacy that can thrive without your day-to-day involvement.
A well-designed succession plan is more than a safety net—it’s a roadmap to growth, continuity, and resilience. It helps businesses weather unexpected changes, such as illness, economic downturns, or personal transitions, and ensures that there’s a plan for the future even if life takes an unforeseen turn.
How CSR Can Help You Take the Next Step
No two situations are alike, which is why CSR approaches each client with a unique lens. With over 20 years of experience, we have the benefit of a broad perspective on what makes for effective, resilient succession planning. Drawing from this wealth of experience, we adapt existing models and tools to meet each client’s specific needs. This is what we mean when we say “Consulting, Solutions, Results” (CSR). Our process is about more than just planning; it’s about implementing strategies that create sustainable solutions.
For each of the scenarios shared above—and many others—we’ve developed case studies that showcase the strategies that worked and the insights we gained. If you’re facing a similar situation, we encourage you to reach out. These case studies can provide a roadmap, along with actionable advice that’s tailored to your specific needs. We know that every journey is different, but we also believe that every challenge can be met with the right tools and a trusted partner by your side.
A Final Thought: Start Today for a Stronger Tomorrow
If there’s one takeaway from these stories, it’s this: the sooner you start, the more options you’ll have. Succession planning isn’t about relinquishing control; it’s about empowering yourself to make thoughtful, impactful decisions on your own terms. When you start early, you have the time to evaluate your options, identify successors, and ensure that both you and your business are ready for whatever the future may bring.
So, don’t wait for that “Oof” moment. Begin the journey now, whether you’re years from stepping back or ready to move on tomorrow. We’re here to help you navigate this transition thoughtfully and strategically, drawing on years of experience to create a solution that fits your goals, values, and aspirations. Together, we can help you move forward with confidence—secure in the knowledge that your legacy will be in good hands.
Take the Next Step in Securing Your Legacy
Ready to explore a succession plan that fits your vision? Contact us today to discuss how CSR can help you create a roadmap for a seamless transition. Reach out to us today at 404-850-7957 or send us an email at info@expertiseinresults.com.
For a quick and easy way to get started, just fill out our contact form, and we’ll get back to you promptly with a free consultation. Let’s make it happen!
About Author
Alex Muñoz, Principal & Co-owner at CSR, is a seasoned entrepreneur with over 30 years of experience in driving strategic growth. Known for challenging norms and fostering significant ROI, Alex's diverse background spans from manufacturing to non-profits.