Succession Planning Blog

Having a robust succession plan framework in place matters. Explore the 7 pillars of Blue Harbour’s succession planning framework and how it works in practice.

Internal succession through management buyouts, employee-led buyouts, or employee ownership trusts offers a practical way to protect continuity. Other countries have acted to support these models. Australia has not. This is now a public policy issue as much as a private business decision.

Models and principles are powerful, but they gain real meaning when grounded in lived experience. The following cases illustrate both successes and cautionary lessons. They show how internal succession plays out across different industries, structures, and jurisdictions.

The first 100 days after an MBO, ELBO, or EOT are the most vulnerable period. Employees are watching for signs of continuity. Customers and suppliers want reassurance. New owners are adjusting to responsibilities they have never carried before. A clear plan reduces uncertainty and builds confidence.

The transition from manager to owner is a mindset shift as much as a technical step. Preparing the team before and after the deal is one of the most important investments a founder can make.