Retirement plan advisers are constantly thinking about their clients’ futures—but it’s becoming equally important for them to ...

Succession must be planned not only to preserve wealth but, more importantly, to preserve the values, principles, and culture ...

It’s never too early to think about how your family business will continue into future generations. With that in mind, where is your family business today in its succession planning journey? These ...

While the exact statistics vary across different studies and surveys, the general consensus is that a significant portion of businesses lack a comprehensive succession plan. According to a survey ...

Succession planning encompasses a broad spectrum of activities, from identifying potential successors to transferring control of day-to-day operations and aligning the transition with the strategic ...

For restaurant owners, business succession planning is crucial to ensuring a smooth transition of ownership while protecting the legacy of ...

Proper board succession planning—the systematic process of identifying and placing qualified candidates in current or upcoming board seat vacancies—is vital for corporate stability and continuity.

In the dynamic world of business, succession planning stands as a pivotal process, crucial for the long-term success of any organization. This concept, often overlooked, is about foreseeing the future ...

Succession planning is the process of identifying and preparing, through mentoring training, education and development, appropriate candidates to replace, as required, key employees within an ...

Agricultural succession planning is essential for ensuring the next generation can successfully manage the family farm.

Building a thriving advisory firm is a significant accomplishment, but what happens to the business, and your clients, when you're ready to move on? A comprehensive succession plan can help answer ...

Tina Hohman, executive vice president at Alera Group Wealth Services in Deerfield, Ill., recalls an industry conference where she heard that more than 60% of advisory practices have no succession plan ...