Flagship: Succession Roadmap
A structured engagement for families ready to name successors, set timelines, and agree what stays in family hands—and what does not.
See what is includedAuckland · family enterprise counsel
Hand the firm forward without losing what built it
Legacy Path Advisory guides New Zealand family businesses through succession planning—naming successors, settling shareholding questions, and writing the agreements families can live with.
Quiet rooms. Hard conversations. Clear ownership paths.
Succession work that fits how your family actually runs the firm
We help owner-managers in New Zealand map leadership handovers, shareholding changes, and the conversations that keep siblings and cousins aligned.
What owners typically bring into the first meeting
No two family firms look alike. These are the pressures we hear most often from manufacturers, growers, and trade groups around the North Island.
A founder who still signs every cheque
Day-to-day authority never left the kitchen table. The next generation wants clarity before they put their names on the bank facilities.
Uneven interest among children
One sibling lives the business; another holds shares but works elsewhere. Fairness needs a structure, not a single conversation at Christmas.
Retirement date without a handover plan
The calendar says “soon,” yet roles, client relationships, and voting rights remain unwritten. We turn that date into a staged path.
Words from families who sat through the hard sessions
Evidence from real engagement shapes—not ratings widgets.
“We argued less once the decision rights were written down. The roadmap forced us to name who leads operations versus who sits on the family council.”— Helen R., third-generation produce wholesaler, Bay of Plenty
Prefer the longer picture?
Read how a Waikato engineering firm staged a five-year ownership transfer without freezing day-to-day work.
Field notes for owners mid-handover
Short guides on successors, shareholding, and family meetings—written for New Zealand private firms.
Fairness is not always equal shares
Equal percentages feel clean—and often create the wrong incentives when only some children work in the firm.
Read note
Apprenticeship years before the title changes
Why successors need staged authority—and how founders can release customer relationships without vanishing overnight.
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When the constitution does not match the kitchen table
Many NZ family firms discover their legal documents describe a company that no longer matches how decisions are really made.
Read noteReady to put succession on the calendar?
Tell us where your family firm sits today—founding generation still in charge, or a transfer already underway. We reply within two business days.