Next-Gen Readiness Coaching
One-to-one and small-group coaching that tests whether a named successor is ready for the load—and what apprenticeship still remains.
Who joins
Named or likely successors who already work in the firm—or are about to—and founders who want an honest view of readiness before titles change on the door.
What we examine
- Customer and supplier relationships still tied to the founder’s mobile number
- Financial literacy needed for bank and board conversations
- Authority the successor already exercises versus what they only observe
- Personal appetite for the role, including lifestyle trade-offs founders rarely name aloud
Output
A plain-language readiness note shared with the successor and, with consent, the owning generation. It lists strengths, gaps, and a 12–24 month apprenticeship plan. It is not a performance appraisal for staff outside the succession conversation.