Succession and Exit Planning
Trusted advisory partner to leading family-owned and founder-led businesses seeking a transition in ownership over time or a strategic partner for the next phase of growth
A transition of ownership is a significant event and the process often starts well before a desired exit is achieved
We have advised over 100 leading family-owned and founder-led businesses on successful exits. Many of these relationships span several years.
Being one of the most experienced mid-market advisers across Australia and New Zealand, our track record means that we bring a genuine well-informed perspective to succession and exit planning.
Successful processes require deliberate preparation and focused execution. We welcome the opportunity to meet prospective clients and discuss key considerations relevant to optimising a future exit including:
- An independent review of exit preparedness
- Indicative valuation guidance and the impact of scale and growth prospects
- Analysis of potential transaction pathways and structures
- Analysis of current M&A market and relevant sector dynamics
- Process design and timing considerations to maximise value
- Assessment of the buyer universe and key acquisition rationale for different buyer groups
- Managing confidentiality internally and externally
- Recommendations tailored to specific shareholder objectives
Discuss your succession and exit planning objectives
Reach out to our team to explore how our independent, partner-led advisory model can help you achieve your objectives
FAQs
Navigating succession and exit planning involves complex strategic choices and critical commercial considerations. To assist your planning, we have outlined answers to the primary questions our clients encounter during the process. For a confidential discussion regarding your specific business objectives, please connect with our team.
Yes, this is common in the mid-market. A partial sale lets you take some money off the table, de-risk personally, and keep a stake and a role in the business as it continues to grow. It's a good option for owners who aren't ready for a full exit but want to diversify their personal wealth.
Ideally, at least one or two years before you want to step away, and in some cases even earlier. That sounds like a long lead time, but it gives you room to strengthen the management team, address any owner-dependence, get financials in the best possible shape, and genuinely weigh up your options rather than making significant decisions under time pressure or due to unplanned circumstances like health or burnout.
Succession planning is the broader process of deciding who will run and/or own your business after you step back. That might be a sale to a third party, but it could also be a family succession, a management buy-out, or a gradual transition where you stay involved at a reduced level. A sale process is often the last step of a succession plan, not the whole thing.
There are a number of things you can address to secure and lift value before going to market including, reducing owner dependence (installing a management team that can run the business without you day-to-day), cleaning up financial reporting so a buyer can quickly understand and trust your earnings, and having a credible plan for future growth, not just a track record of past growth. Eighteen months to two years of this kind of preparation can materially improve both the price you achieve and how smoothly the process runs. The earlier you start that work, the more options you have.