Every Fall, small business owners I know start to look ahead — budgets, goals, next year’s hopes and dreams.
But there’s one question that rarely makes it into that conversation:
Who will help you carry your business forward?
Most founders I’ve worked with don’t think of succession planning as a growth strategy.
But it is.
When you start sharing ownership — gradually, intentionally, for value — you unlock something powerful.
You stop being the primary engine of growth. You give your key people a reason to think like owners, to build equity alongside you, and to invest in the future they’re helping to support.
And here’s the truth: most founders underestimate the next generation.
They see loyal employees — not potential partners. Not investors.
But when you trust them with such an opportunity, they often surprise you.
I know because I’ve seen it a thousand times.
Fall is the perfect time to start this conversation.
It’s planning season. The air cools, the pace slows, and reflection feels natural.
So maybe it’s time to build an equity-centric business — one where ownership, opportunity, and obligations are shared.
That’s not just a retirement plan. It’s a strengthening plan.
If you’d like to see how it works in real life — step by step — I wrote a book for you:
📘 Acquiring Your Future Through a Succession Plan
(A companion to Building With the End in Mind and The Stewardship Advantage)
It’s about passing the torch without losing the fire.
And it starts with one simple act: giving someone a chance.
#SmallBusiness #SuccessionPlanning #Stewardship #Leadership #BusinessGrowth