In family businesses especially, succession means balancing opposites: preservation and renewal, experience and a fresh perspective, personal relationships and business decisions. Without clear structures, transparent communication, and early preparation, not only does uncertainty arise, but often tension, with effects on everyone involved.
Successful succession requires planning and attitude. Clarifying roles, expectations, and responsibilities builds trust. Making corporate culture visible helps preserve values without blocking progress. And a dialogue-oriented process ensures the perspectives of all parties are heard—those handing over, those taking over, and employees alike. The transition thus becomes a powerful process of further development—not a break, but a consciously shaped passage.