Our family business was at a crucial juncture: succession planning. We had decided to hand over the reins of the business to the next generation – with a shared vision for growth, but without a clear division of roles. It was important to us to address potential conflicts and unspoken expectations openly at an early stage. We wanted to ensure that the handover brought stability rather than tension.

Today, we have a mutually agreed division of roles and responsibilities that focuses on the individual strengths of the next generation. The handover process is structured around clear milestones and builds confidence in a sustainable future. The vision for the company’s structure, developed jointly, not only strengthens operational planning but also family cohesion. Uncertainty has given way to a roadmap that actively involves everyone concerned. 

A systematic, tailor-made process formed the basis. Through open and trusting workshops and one-to-one discussions, the interests, strengths and concerns of all parties were brought to light. This made it possible to develop a clear vision that serves as a shared basis for action. The focus was always on promoting self-determination whilst creating binding structures – without pressure or rigid guidelines. 

For family businesses seeking a smooth and secure succession, this approach is groundbreaking. Jens Hemersch’s discreet and empathetic support transforms critical transition phases into opportunities – for both the business and the family.