There can be many advantages to selling a business internally, but there can also be some challenges. One of the main challenges is maintaining objectivity about the situation, including your potential successor’s capabilities and whether they align with the needs of the company.

If you plan to sell your business internally, make sure that you take the time to properly evaluate your potential successor(s) and develop his or her business and leadership skills well in advance of when he or she will actually take over the business. Some managers are fit for future leadership, and possibly ownership, while others are not. Going from an employee to an owner is an interesting and tricky process that can be a challenge even for the most skilled manager.

Having the Conversation

You can’t assume your key employee wants to take on the risk of owning and running the business. Begin discussing a potential succession well before your desired transition date. However, be aware that having the ownership conversation with your identified successor may catch the person totally off guard. Don’t be surprised if he or she has a hard time wrapping their brain around what this means. Being an owner is riskier than being an employee, and not everyone has the entrepreneurial spirit, the necessary talent, or an understanding spouse who will allow them to take advantage of this incredible opportunity. The trick is to hire a key manager who thinks like an entrepreneur and has the confidence to run the business.

Identifying the right person to take over the business when you leave is a process that requires careful thought and planning. Here are some things that owners should do:

  • Establish measurable criteria for assessing potential successors
  • Identify suitable candidates
  • Consider the interest level of those candidates you deem suitable
  • Evaluate the candidates to identify gaps in their skills and experience
  • Create and implement a leadership development plan for the top candidates
  • Monitor the candidates’ progress on these plans

Considering the Financial Implications

Choosing the right successor for your business is a major decision and it will have a direct impact on your financial future. Most often, internal sales are funded through bank debt or seller financing, or by using the company profits to pay you over time. Choosing the wrong successor or handing them all of the reins too soon can limit the company’s performance and its ability to fund your retirement. When seeking a successor, it is often helpful to work with an outside advisor who is impartial, has no stake in the outcome, and can help you objectively evaluate potential candidates.

Be Prepared for the “Pain” of Change

Keep in mind that the business succession process will be an enormous transition for you, your successor(s), and the business. Change isn’t easy for anyone, but comprehensive planning can help lessen the pain. Don’t underestimate the human element and how much time and effort will be required to make this happen. “Overnight” ownership transitions are done out of necessity when an event, usually an unpleasant one, occurs, which can be much more painful for everyone involved. Developing a clear succession plan will allow you to maintain control over this process, and provide you with the tools and resources you need to make decisions when necessary and positively impact the outcome of the transition.



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