“One of the most important benefits we receive from MRC is an independent look at what we’re doing. They’re able to make recommendations based on our peers in manufacturing. This eliminates many trial and error mistakes we would have made trying to implement programs on our own. MRC also sets up company tours so we can see new programs being utilized"... read more — Jerome Richards Quality Assurance Manager Bally Ribbon Mills

In this ever-increasing, competitive environment, one thing is clear; it takes a winning team to establish a sustaining competitive advantage.  A team for today and for tomorrow.

A winning team requires the right players on the bus, and in the right seats – thanks to Jim Collins simple analogy.  That includes lining up the team for the future when you retire, scale back or name a successor.

The right people in the right jobs . . . for the sake of your organization’s future.

Succession planning is a process of determining the critical roles within the company, identifying and assessing the needed talents for long term survival and future growth.  Gaining the right training, appropriate skills and needed experience for the key roles improves the company’s ability to achieve its goals and helps position the company for both current and future successors and continued growth.  The following are some reasons to request succession planning assistance:

             to pass along the business to the next prepared generation in the family business
             to prepare key personnel to take over the business so the owner/president can retire
             to determine the correct fit of an acquiring firm to take over the business
             to identify training needs and implement them for an employee buyout

Pass the Baton Successfully in these Scenarios

             Sell or Gift to Children
             Sell to Internal Buyers (Employees/Managers)
             Sell to a Strategic Buyer
             Sell to a Like-Minded Entrepreneur
             Sell to an Investment Buyer/Banker/Private Equity Firm

Testimonial:
"The Succession Hand-Off™ has helped us look at our succession options.  It assisted us in analyzing our management team to determine their strengths or where training is needed.  In time, it will help us build as stronger company and leadership.  The Succession Hand-Off™ process has exceeded our expectations, especially with its great ability to identify organizational development needs and solutions."
John Prosock
  President/Owner, John Prosock Machine
Typical activities covered by succession planning include:

            determining what roles and skills are critical for growth  
            analyzing and addressing the gaps revealed by the planning process
            identifying and understanding the developmental needs for the key roles   
            ensuring key position employees understand their career paths and the roles they serve
            training people for skills and positions that are not presently in existence in the company             understanding the time needed to recruit, train, and hire for key role fulfillment
            holding regular executive discussions of people and positions to enrich the plan
            identifying top performers, making sure they are engaged and satisfied for the long term             continually reviewing and checking the process of succession and whether the planned                 individual development has taken place to help succession succeed

What’s at stake?
Whether you own your business or are a senior executive, this once-in-a-lifetime transaction presents challenges that you may have never encountered.  It is loaded with pitfalls and unexpected organizational, financial and legal issues.   Every error and omission can cost hundreds of thousands of dollars and leave a trail of financial and organizational problems that impacts your company, your employees, your customers, your community….and you for the long term.

How do we know this?  For 20 years, we have been a “trauma center” for failing succession plans.  We would much rather help you do it right the first time.  With our structured Succession Hand Off Process and three to five years head start, we can provide you with multiple succession options designed  to protect your investment and create a secure future for you and your company.  You will emerge stronger and more prepared to enjoy the rewards that you worked so hard to achieve.

How do you get started?

• Schedule a time for an in-depth interview with a succession planning mentor
• Participate in a guided interview
• Share information about your statistics, competition, goals, experiences, skills and knowledge
• Review the findings and verify conclusions and direction
• Receive a final report and the succession blueprint detailing the next steps and how to accomplish them
• Obtain mentoring assistance in the implementation of the succession plan from MRC