Peter Wendel Group - Strategic Planning and Implementation, Succession Planning, Team Building, Leadership Development

WHO WE WORK WITH

The Peter Wendel Group works with small and medium sized businesses and organizations that will be facing the challenges of succession transition in the next five to ten years.

Most companies have no succession program in place and, as a result, they are worried about the organization’s long term sustainability. They want to develop and implement both leadership transition and ownership transfer plans to keep the organization viable and financially healthy.

They want to build a team of future leaders who ‘Have the skills to run the business and the money to buy it.’

ARE YOU FACING THESE PROBLEMS?

“We’re so busy in the day to day operations that we haven’t made time to plan for the future of the organization. We haven’t blocked out time to plan ahead, to think about the future of our company.”

“We’re ‘marching in place’ without a leadership succession plan to assure us that the company will survive and prosper into the next decades. We’re worried that we won’t have the ‘next generation of leadership’ to keep us be competitive.”

“We don’t have the right people preparing to assume leadership roles when the present leadership retires....or gets sick….or dies. This could lead to a ‘vacuum’ that we aren’t prepared to deal with. This could lead to chaos, conflict, even closing of the firm”

“We don’t have a program to select and develop the ‘next generation’ to lead the company in the future. We’re concerned that we won’t have a succession of leaders in place ready to provide the direction and energy that we’ll need to keep the company moving forward.”

“Our current leaders aren’t preparing to retire, to make the transition from work into their ‘Third Phase’ – the next ten to thirty years of their lives. If they wait too long they might face difficult decisions that will impact their individual mental state and cause friction within the company. Maybe they’ll want to hold on because they don’t have another option or they will make an abrupt decision that puts the company in jeopardy because we aren’t prepared. If ownership transfer is involved, there may be too little time for the new owners to generate the cash.”

“We want to augment our professional advisor team (attorneys, accountant, financial advisors). We want a person who has a special understanding of organizations and their people and has first hand experience in succession planning.”

CLIENTS WHO WILL BE SUCCESSFUL WORKING WITH US….

Want to build long term sustainability into their organizations. They want to be sure that their company has the ‘staying power’ to survive and grow in changing, unpredictable times.

Their current leaders want to prepare for their future beyond retirement. They recognize that they may live as long as thirty years after they retire so they want to create a purposeful next phase of their lives. And they want to be sure that their transition from the business is orderly.

Place a high priority on the selection and development of future leaders. Whether they hire people from the outside or promote present staff members, they want to make decisions based on each individual’s unique strengths and energy. They want to identify those with a high potential and place them in situations that give them opportunities ‘grow’ into new responsibilities. And they want to coach and mentor potential leaders and advance those who have proven themselves.

Are dissatisfied with the status quo. They want to prepare for change, to take steps to develop and implement an orderly succession plan to assure their company’s future.

Want to think strategically, up to ten years into the future, building a strong leadership team that shares a common vision and works effectively together.

When ownership is a factor, they want an ownership transfer program in place, so that there is adequate time for the next generation to purchase stock.

If acquisition is an option, they want make the company attractive to potential buyers, by building a strong leadership team.

They recognize that transition planning is a long term journey. They are committed to ‘stay on track’ until they have developed and are implementing their plan.

Now that you know the kind of clients we work with, the issues that we help them resolve and what our clients need to ensure their success, click on this link to learn more about How We Work.