SUCCESSION PLANNING
Our Experience
The process of exit planning and business succession has grown increasingly more complicated. The once simple transfer of ownership and control has become a web of legal and financial complexities. For owners of family-owned companies, intentional and detailed succession planning is no longer an option, it is a necessity.
Gray, Gray & Gray gives you the power to determine the future of your business by developing and helping implement a well-designed succession plan that follows a logical process and is sensitive to the needs of all of the individuals involved. With our help, succession planning can become an opportunity not only for a business to continue and flourish, but also for a family to grow closer together.
Choosing the Right Path
There are many considerations involved in finding the right succession plan for your situation and wishes. Succession planning can mean transferring a life’s work to family heirs, the sale of a business to key employees, or the positioning of a company for outside sale. Much depends on your future plans, the availability (and desire) of children to take over the business, and market conditions influencing the sale of the company.
Once decided which path is the right one for your business and your family, we go on addressing issues such as restructuring the business including financial reporting, tax consequences, and retirement income projections. And we are also acutely aware of and sensitive to the many personal issues that affect any family business situation. Our goal is to structure a succession plan that meets the needs of all generations. If a transfer to the children will it be in the form of a gift? A sale? Or a combination of gift and sale? Your situation will determine it.
Gray, Gray & Gray has helped to create and execute exit strategies for multiple generations of family-owned businesses. We work closely with clients to facilitate communication and identify the most appropriate candidates for leadership positions. Our regular meetings regarding the scope of the plan keep participants informed about business operations and assets. We also provide financial projections, financial statements and support for business valuations that are an integral part of the planning process.
Our Services
At Gray, Gray & Gray, our succession planning experience offers a proven framework for developing a practical succession plan. Each plan is customized to your family, your business, your goals, and your values. Our succession planning services include:
- Management Skills Assessment
- Informal Business Valuation
- Consultation of how to structure Buy/Sell Agreements or Shareholders Continuation Agreements
- Tax Planning
- Estate & Gift Planning
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Frequently Asked Questions (FAQ)
Earlier than you think. Most business owners underestimate how long a well-executed transition takes; not just the legal and financial mechanics, but the leadership development, relationship management, and tax structuring work that needs to happen in advance. A plan that starts five to ten years before an anticipated transition gives you options. A plan that starts two years out gives you fewer options, and one that starts during a crisis gives you almost none.
Primary exit options include transferring the business to family heirs, selling to key employees (often via management buyouts or ESOPs), or preparing for sale to outside buyers or private equity. Each path affects financial security, tax exposure, and legacy differently. The right choice depends on personal goals, successor readiness, and market conditions.
Taxes play a significant role, and the transfer structure greatly affects outcomes. Transfers to heirs as gifts, sales, or both have major gift and estate tax implications. Sales to employees or outside buyers involve considerations such as entity structure, asset-versus-stock transactions, and installment plans. Our expertise in tax planning and valuation ensures informed decisions.
This question must be explicitly asked and answered, and we facilitate that conversation. A management skills assessment, combined with structured discussions about each family member’s goals and capabilities, provides a realistic view of a family’s transition. Early clarity is better than building a succession plan on incorrect assumptions.