Ready to hand over the reigns?
Succession isn’t a retirement plan. It’s a leadership strategy. Whether you’re handing the keys to a partner, a key employee, or your kid, we help you do it without blowing up the business – or the relationship – in the process.
PROACTIVE VS REACTIVE
Most founders don’t plan their succession. They react to it.
Health scare. Burnout. A successor who’s “ready” in their own head but nowhere else. A founder who says they’re stepping back and then shows up to every client call anyway. Sound familiar
Here’s the thing nobody tells you: succession doesn’t fail because the wrong person takes over. It fails because nobody wrote down who decides what, when, and what happens if it goes sideways. That’s not a people problem. That’s a planning problem. And planning problems are exactly what we fix.
You don’t have to choose between protecting what you built and letting someone else finally run it. You just need a plan that actually holds up under pressure — not one that sounds good in a single meeting and falls apart the first time someone’s feelings get hurt.
YOU'RE IN THE RIGHT PLACE IF YOU'RE...
THE CURRENT OWNER
You're ready to start planning for transition, you've identified your successor (and they are on board) and you want to set them up for success but aren't quite sure how.
THE INTENDED SUCCESSOR
You've been at your agency for a number of years and you're ready to step into the role of ownership. You are on the same page with current owner and you know you have some knowledge / skills gaps to fill to feel ready for this next step.
SUCCESSION: AN EXIT STRATEGY
One of the best options to preserve agency culture.
When people hear “exit,” they picture a third-party sale — some private equity firm cutting you a check and walking off with your life’s work. Yes, that’s one path. But it’s not the only one, and it’s definitely not always the best one.
Exit can look like a lot of different things, and for many of you, succession is a great option:
- You already trust this person. No stranger walking through your client relationships wondering what they’re worth.
- It’s a gradual transition. You mentor, you hand off, you watch it work before you’re gone for good.
- It protects culture. Your team stays. Your values stay. The brand you built doesn’t get absorbed and renamed six months later.
- It’s cost-effective. No investment bankers circling. No auction. No M&A bros trying to convince you their offer is generous.
- It’s still a real payday. Deal terms, valuation, buyout structure — all of it gets built the same way it would in any other exit. This isn’t a handshake and a hope.
This is why we don’t just hand you a plan and call it done. We do the diligence, the valuation, and the deal terms first — because succession without real numbers behind it isn’t a succession plan. It’s a favor. And you didn’t build this business to do someone a favor on your way out.
OUR PROCESS
ASSESSMENT
The diagnostic before the prescription.
Before we recommend anything, we want to know what we’re working with. We take an objective look at perspectives from the intended successor and the current owner.
Starting at $4,997
ROADMAP
The succession roadmap.
Building upon your assessment, we will integrate personality tests, 1:1 conversations, and build your succession roadmap to ensure all parties are set up for success.
Starting at $9,997
IMPLEMENTATION
Active leadership development support.
This is mostly focused on executive coaching – for the successor, the current owner, and the two of you together. As needed, we’ll add in workshops to address any skills gaps.
$2,497 – $4,997/mo
ONGOING ADVISORY
Ongoing support when you need it.
For clients who have transitioned into ownership and would like ongoing support.
Starting at $997/mo
The Valuable Succession™ (TVS)
Due Diligence Assessment & Valuation
As the intended successor, you need to know what you’re actually buying. TVS Due Diligence Assessment is a structured due diligence review of your agency, designed to surface the risks, red flags, and realities that aren’t always known to the leadership team. We look at the things that determine the likelihood of this being a successful transition.
WHAT’S INCLUDED
- Financial Deep Dive
- Founder Dependency
- Client & Revenue Quality
- Team & Org Assessment
- Operational Transferability
- Legal & Compliance
- Integration Readiness
- Estimated Valuation (if proceeding)
- Recommended Deal Terms & LOI (if proceeding)
The Valuable Succession™ (TVI)
Roadmap
This is where we take what we learned from our assessment and build a tangible succession plan for both the current owner and intended successor, ensuring all parties are set up for success.
WHAT’S INCLUDED
- Working Genius Assessments
- Skill gap identification
- Client communication plan
- Deal terms & LOI negotiation support
The Valuable Succession™ (TVS) Implementation
When working with an internal successor, this is largely executive coaching. When needed, we’ll add in a 2hr skills building workshop or workshop series. However, much of this work is supporting the current owner with letting go and the intended successor with adopting and ownership mindset as well as the tangible skills they need to run the business.
WHAT’S INCLUDED
- Monthly 45-minute Executive Coaching (Current Owner)
- Monthly 45-minute Executive Coaching (Intended Succcessor)
- Monthly 90-minute Executive Coaching (Both)
- Dedicated Slack channel for real-time access between sessions
- Ongoing Access to Valuable Software
- As needed: skills workshops as outlined in the succession plan
Post Transition Advisory
The work doesn’t end when the succession plan is executed. The Valuable Succession Advisory is ongoing support for new owners navigating the months after close — protecting the value of the entity, keeping the leadership team stable, and making sure targets you are actually within reach.
WHAT’S INCLUDED
- One 45-minute monthly strategy and advisory session
- Async support between sessions via dedicated Slack channel
- KPI tracking and protection
- Leadership and team stability check-ins
- Course correction advisory
Don’t wait until you’re ready to cash out to create a plan.
Most successors take years to train to successfully step into the role of owner. And it takes time to shift employee thinking to an ownership mindset. Let’s make sure everyone is set up for success.
