1. Working summary

What: A bespoke consulting program that guides wealthy family businesses to design and implement clear, enduring succession systems by defining their legacy vision, values, governance and organizational responsibilities through structured intergenerational dialogue and governance design.

Who: Individual high-net-worth family enterprises and their core generations.

Why: Succession fails when family systems, roles and agreements are unclear. We create durable, unambiguous intergenerational agreements that protect wealth, purpose and continuity.

How: An immersive consulting engagement, that combines facilitated family dialogues, governance design, dispute-mapping, and implementation planning, supported by legal ongoing advisory and documentation.

When: 4-day program (Thursday–Sunday), delivered at your schedule's convenience.

Where: Wherever you are (on-site at client estate or selected executive retreat venues).

2. Who we serve

- Multi-generational family business owners preparing transition of leadership, ownership or stewardship.

- Families seeking to professionalize governance while honoring heritage.

- Families needing to resolve power, influence or cultural gaps between generations.

- Families committed to confidentiality, long-term planning and intentional legacy design.

3. Key challenges we address

- Lack of clear roles, responsibilities and decision-making structures.

- Unresolved emotional tensions and unspoken grievances that undermine continuity.

- Breakdown of trust and absence of safe, constructive dialogue channels.

- Repetitive behavioral patterns that block adaptation and renewal.

- Misalignment between family values, business strategy and governance practice.

4. Philosophical foundations (core principles)

- Intergenerational continuity: design that integrates ancestral wisdom with future readiness.

- Emotional safety and conscious listening: create spaces for candid, respectful exchange.

- Simplicity and coherence: align purpose, structures and actions.

- Regeneration: succession is an ongoing, adaptive process—not a one-time event.

- Respect for lineage and lived experience as strategic assets.

5. Four strategic pillars (program structure)

1. Purpose & Orientation — Clarify individual and collective purpose; level hierarchy; set intentions and shared objectives.

2. Lineage & Relationships — Surface family history, emotional dynamics and narratives that shape decisions; heal and name patterns.

3. Governance & Authority — Redesign decision rights, stewardship roles, succession rules and conflict-resolution protocols.

4. Continuity & Implementation — Consolidate agreements, define measurable milestones, operational plans and mechanisms for accountability and transfer.

The four-day seasonal engagements iterate these pillars annually, enabling continuous refinement and institutional memory across generations.

6. Operational framework

- Cadence: Four annual gatherings (3–4 days each), with pre-work and targeted follow-up.

- Scope: Up to 20 family participants per cycle; tailored facilitation for core family and key advisors.

- Deliverables: Governance charters, role descriptions, succession roadmaps, conflict-resolution protocols, documented family agreements and implementation trackers.

- Confidentiality: All engagements protected by strict NDAs and secure documentation practices.

- Setting: Client residence or private executive retreat; professional facilitation and executive-level support team.

7. Code of conduct

- Absolute confidentiality and ethical stewardship of information.

- Listening without interruption; presence and respect for all voices.

- Intentional language: truthful, purposeful and constructively framed.

- Deliberate pacing to allow reflection and durable decision-making.

- No spiritual or hierarchical imposition—professional, evidence-based practice aligned to family values.

8. Economic model

- Fee-for-service engagement with transparent budgeting and reporting.

- Optional long-term advisory retainer for implementation oversight.

- Financial arrangements structured to sustain impartiality and fiduciary clarity.

9. Method & deliverables (Golden Circle)

How (methods)

- Executive facilitation, conflict diagnostics, scenario planning, legal/governance drafting, and implementation coaching.

- Use of confidential pre-work, stakeholder interviews, and evidence-based tools to map power, risk and opportunity.

What (deliverables)

- Intergenerational succession plan and governance charter.

- Role matrix, decision-rights framework, and transition timeline.

- Communication protocols, dispute resolution mechanism, and KPI-driven implementation plan.

- Secure repository of agreements and annual review schedule.

10. Vision

A future in which wealthy family enterprises convert accumulated capital into sustained stewardship: families that communicate honestly, resolve patterns that block renewal, honor lineage, and operate with clear governance so wealth, purpose and social impact persist across generations.

Next steps

- Confidential exploratory call to assess family structure, readiness and scope.

- Proposal and engagement agreement with tailored timeline and fee estimate.