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ChurchillTerry
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Expertise

Succession Planning

Clear, executable succession roadmaps and transition plans that protect value and make ownership changes predictable.

Overview

Succession is the decision owners postpone longest and regret postponing most. Whether ownership passes to family, to partners, to management or to an outside buyer, the same things determine how it goes: whether the business can run without you, whether the people taking over are ready, and whether the financial and ownership mechanics have been worked out before emotion enters the room.

ChurchillTerry works through all three, and coordinates with the attorneys, tax advisors and wealth planners who handle the documents and the tax treatment.

Team

What we do

Readiness assessment
An honest view of how dependent the business is on the owner, and what has to change before any transition.
Successor development
Identifying and preparing the people who will take over, with a development plan and a handover timeline.
Ownership transition design
Working through the options — family, management buy-out, partner buy-in, third-party sale — and their financial consequences.
Buy-sell and valuation mechanics
Valuation approach, funding of the transfer and the economics of the agreements your attorney will draft.
Family and partner alignment
Facilitated conversations where family members or partners hold different expectations.
Transition plan
A written, sequenced plan covering roles, decision rights, communication and timing.

Engagement

Typical engagement models

  • Succession roadmapA defined project producing the plan, the valuation view and the sequence of steps.
  • Guided transitionOngoing support across the years a transition actually takes.
  • Facilitation onlyFocused help with the conversations, where the technical work is already in hand.

(Engagement scope, hours, and pricing are defined in the Statement of Work.)

Our approach

Our approach — three focused phases

  1. Phase 1

    Clarify intent

    Establish what the owner wants — financially, for the business and for the people in it — before evaluating structures.

  2. Phase 2

    Test the options

    Model each route for value, tax exposure to be confirmed with your advisors, funding and feasibility.

  3. Phase 3

    Execute in sequence

    Develop successors, shift responsibility, and coordinate the legal and financial steps in the right order.

Fit

Who this is for

  • Owners within five to ten years of stepping back, with no written plan.
  • Family businesses where the next generation's role is assumed rather than agreed.
  • Partnerships needing a workable, funded mechanism for partners entering and leaving.

FAQ

Here’s the Facts

When should succession planning start?
Well before the intended date. Preparing successors and making the business less owner-dependent takes years, not months.
Do you draft the legal documents?
No. We do the business, financial and people work, and hand your attorney a clear brief to draft against.
What if the family disagrees?
That is common, and it is usually why the plan has stalled. We facilitate those conversations with the numbers on the table.

Team

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Contact Us

Get the Support You Need

Tell us where your company is in its lifecycle and what’s keeping you up at night. One of us will run point and come back with a clear plan.

I need help with

Confidential. We’ll respond within one business day.

Located in Dallas-Fort Worth, TX

5068 W Plano Pkwy Ste 202
Plano, TX 75068

972-361-0110