Succession takes years. Your roadmap takes 90 days.
For founders building a legacy and empowering their leadership team to run the business without them.
Book your readiness callYou built something that matters.
Your people, your clients and your community depend on it. And somewhere in the back of your mind, you know it can't depend on you forever.
The Blueprint is for you if:
- You want to step back in the next three to five years, as CEO, owner or day-to-day operator
- Your leadership team is capable, but every important decision still runs through you
- You're weighing one successor, a team of co-leaders, or the next generation of your family
- Your son, daughter or rising leader is ready to step up, and you're not sure how to hand them the keys
- You'd rather choose the timing of your transition than have it chosen for you
Most founders know. Most founders wait.
In the meantime, the business carries risks that rarely show up on a P&L until it's too late:
- Key decisions and client relationships run through one person
- Critical people may retire before you do, with no one ready behind them
- Knowledge lives in people's heads instead of the business
- Successors aren't being developed for the role they're expected to take
Without a plan, the timing of a transition gets decided by events: a health issue, a resignation, a buyer. With one, you decide.
Succession isn't a document.
Every succession path is different. For most of the founders I work with, the transition unfolds over two to five years, depending on their people and their business. Anyone who promises it in 90 days is selling you a document, not a transition.
What 90 days can do is decide whether the transition works: an honest picture of where you stand, the structure the next three years will run on, and a team that knows exactly what happens next and who owns it.
Succession takes two: the founder letting go and the leader stepping up.I coach both.
In 90 days, you walk away with four things.
A clear read on where you stand
Where the business still runs through you, which critical roles will open, and who's ready to step in.
Your path to who's next
One successor or a team of co-leaders, what "ready" looks like for each role, and how you'll get there.
Your first handoffs made
The first decisions moved off your desk, with clarity on what stays with you and what moves later.
Your succession roadmap
The path ahead, quarter by quarter, including when the compensation, ownership and communication decisions will be made.
Three months. Three decisions.
Where you stand
Set your timeline, see exactly where the business depends on you, and map the seats that matter most.
Who's next
Define what ready looks like, identify who could step up, and align on the path forward.
First handoffs and the roadmap
Move the first decisions off your desk and lock in the roadmap for the years ahead.
You'll work with me in focused, action-oriented sessions every two weeks, including facilitated conversations between you and your successors when needed. You and your team run the plan.
The Blueprint is the structure. Change happens in execution.
$2,500 a month for three months
Founding-client rate for the first five founders.
Details on Execution and Partnership are shared on your readiness call.
“Working with Teresa has been an immeasurable gift. Our collaboration allowed me to resolve deeply-rooted family business conflicts which has enabled me to more gracefully navigate my various roles, build the foundations of my business and facilitate a multi-million dollar deal. Working with her is one of the best investments I’ve made in my life.”Lauren
Strategy meets soul.
I come from a long line of entrepreneurs who built businesses with their hands, their hearts and their families, starting with my great-grandparents' grocery store, where my grandmother left school in eighth grade to keep the doors open.
My first succession client was a next-generation family member determined to protect a decades-old family business from a sale that would have ended its legacy. Our work became about finding the courage to speak up in a room that still saw them as the kid running around the office, and bringing the founding generation along. When the call came that they had found a values-aligned buyer to carry the company into its next 100 years, I knew I was meant for this work.
Since then, I've guided founders and family businesses through succession and transformation. My clients have ranged from startups raising their first round of capital to established companies doing $80M a year. I coach founders and their sons and daughters through the handoff between generations, and I've stepped inside growing companies as an interim operator to build the leadership bench that carries them forward.
My work lives where strategy meets the human side of business: the hard conversations, the unspoken tensions between generations, and the decisions that shape a legacy.
Before you book
I'm not planning to leave for five years. Is this too early?
No. A real transition takes years, so three to five years out is the right time to start. Waiting is what shrinks your options.
Do you work with my leadership team, or just me?
The Blueprint centers on you and your successor, with facilitated conversations between you. Your leadership team comes in during Execution, when the plan goes live.
What if my successor is my son or daughter?
Much of my work is with family businesses. We plan the business transition and the family conversations together, because one doesn't work without the other.
What if I'm not sure who my successor is?
That's often where we start. The Blueprint helps you decide between one successor and a team of co-leaders, and defines what "ready" means before you choose.
Stop calling it “someday.”
Your legacy is being shaped right now, whether you're deciding it or not. Let's build the plan that carries it forward.
Book your readiness callNot ready yet? Read The Succession Room, my weekly letter on succession readiness.
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