Phase 2 · Strategy & Planning · From Idea to Executable Plan
Succession Planning
Every key role in your business is a single point of failure until there is someone ready to step into it. Succession planning is how you eliminate those failures before they happen.
Succession planning is the structured process of identifying critical roles, assessing the internal talent pipeline, and developing the people who could step into those roles if required — whether planned or unplanned. We design the succession framework, the talent review process, and the development pathways that ensure the business is never catastrophically dependent on any single individual.
The Pain We Solve
You may recognise yourself in one of these.
Three audience scenarios · because the same service produces a different transformation depending on where you are in the business journey.
Scenario 1
The founder-dependent business where nobody could run things if the founder stepped back
Every significant decision, relationship, and capability sits in one person. If they became unavailable — temporarily or permanently — the business would face an existential crisis. That is not a hypothetical risk; it is a structural vulnerability.
Scenario 2
The business that has lost a key leader and discovered it had no succession plan
When the Finance Director or Sales Director left, the vacancy exposed how deeply dependent the business was on that individual. The gap took six months to fill and the consequences were felt across the business.
Scenario 3
The board or investor group requiring a succession plan as part of due diligence
The investor is asking for evidence that the business does not rely on one or two key people. The honest answer is that it does — and that is a condition that needs to be addressed before the investment is secured.
The Impact It Creates
The Moment You Will Feel the Difference.
Key role vulnerability mapped and planned for before it becomes a crisis
Internal talent pipeline developed deliberately rather than by chance
Investor and board confidence in organisational resilience
Leadership transitions that are managed rather than catastrophic
What You Receive
The Specific Deliverables.
Tangible outputs · documented, dated, and yours to keep.
- Critical role identification and dependency mapping
- Talent pipeline assessment — readiness now, ready in 12 months, ready in 24 months
- Individual succession development plans
- Emergency succession protocol for unplanned departures
- Board succession planning report
- Annual succession review cadence and framework
The Outcome
Where You Will Be on the Other Side.
The business is resilient. Key roles have identified successors in development, the board has confidence in the talent pipeline, and the organisation can navigate leadership transitions without losing momentum.
Primary Focus
Designing a succession planning framework that reduces key person dependency and develops the internal leadership pipeline.
KPI Measurement
- Succession coverage ratio for critical roles
- Internal promotion rate to senior roles
- Time to fill critical vacancies
- Leadership pipeline readiness score
- Key person dependency risk score
Investment & ROI
Pricing Engineered Around the Value You Create.
Every engagement is sized against the value we believe we can create with you · the fee is always a fraction of the outcome. Four tiers · so the investment matches your stage of business.
Tier 1
Foundations
£5,000 – £15,000
Right for
Pre-startup, startup, and micro-business founders ready to build on evidence rather than instinct.
Typical Value Created
£100K+ in sharper resource allocation and avoided strategic missteps
Engagement
4 – 8 weeks
Target Return
5 – 10× ROI
within 12 – 18 months
Tier 2
Acceleration
£15,000 – £50,000
Right for
Growing SMEs and established small businesses ready to scale a working model into the next revenue band.
Typical Value Created
£500K – £3M in faster execution and pipeline acceleration
Engagement
8 – 16 weeks
Target Return
5 – 10× ROI
within 12 – 18 months
Tier 3
Transformation
£50,000 – £250,000
Right for
Medium enterprises and scale-stage businesses ready to commit to a multi-quarter, organisation-wide shift.
Typical Value Created
£2M – £20M in strategic value through repositioning, model redesign, and growth-system installation
Engagement
3 – 9 months
Target Return
5 – 10× ROI
within 12 – 18 months
Tier 4
Enterprise
£250,000 – £2M+
Right for
Large enterprises, global operators, and complex organisations ready for a multi-year strategic partnership.
Typical Value Created
£10M+ in major strategic initiatives, capital deployment efficiency, and competitive repositioning
Engagement
12 months and onward
Target Return
5 – 10× ROI
within 12 – 18 months
Why We Price This Way
Every engagement is sized around the value we believe we can create with you. The fee is always a fraction of the outcome · typically 10 – 20% of the expected first-year return.
This is how we make sure pricing aligns with results. The conversation is never “what does this cost?” · it is always “what is this worth to your business?” We answer that together in the first call, transparently, and decide the right tier from there.
If we cannot articulate a credible 5–10× return for your specific situation, we will tell you in the first call. That honesty is part of why our clients trust us with the work that matters most.
Why This Conversation Matters
“The businesses that last generations are the ones that plan for leadership change before it is forced upon them. We build the succession architecture that makes your business bigger than any one person — including the founder.”
A 90-minute structured strategy session · produces a usable roadmap whether you engage further or not.
More in Phase 2