3-day Virtual Seminar

Succession Planning in Large & Medium Enterprises and Family Run Businesses

Overview

Succession Planning is a strategic, long-term process that ensures leadership continuity, business stability, and sustainable growth by identifying, developing, and preparing future leaders for critical roles. In large and medium enterprises as well as family-run businesses, effective succession planning is essential to mitigate leadership risk and safeguard organizational value. 

In professionally managed organizations, succession planning goes beyond replacement of key roles. It involves building robust leadership pipelines, aligning talent development with business strategy, and preparing leaders who can navigate evolving market, technological, and organizational challenges.

In family-run businesses, succession planning carries additional complexity. It must balance ownership and management succession, family values and legacy, meritocracy, governance structures, and inter-generational expectations. Poorly managed transitions can result in internal conflict, loss of credibility, and business disruption, while well-planned successions strengthen trust, continuity, and long-term performance.

Why you should Attend

In today’s volatile and competitive business environment, organizations face increasing pressure to ensure leadership continuity, organizational stability, and long-term value creation. Yet, succession planning remains one of the most underestimated and underprepared strategic priorities-particularly in large and medium enterprises and family-run businesses. 

Succession planning is no longer a future concern-it is a critical business risk and strategic priority. Whether in professionally managed organizations or family-run enterprises, the absence of a clear succession plan can lead to leadership gaps, operational disruption, loss of confidence, and long-term value erosion.

This webinar will help you:

• Ensure leadership continuity and business stability: Learn how to proactively prepare for leadership transitions without disrupting business performance or stakeholder confidence
  
• Reduce key-person dependency and organizational risk: Understand how to identify critical roles, build internal leadership pipelines, and safeguard institutional knowledge
  
• Align succession planning with business strategy: Move beyond replacement planning to a future-focused approach that develops leaders with the capabilities required for evolving markets
  
• Manage generational transitions in family businesses: Gain insights into balancing legacy, meritocracy, governance, and family dynamics while preparing the next generation for leadership
  
• Strengthen governance and board effectiveness: Explore how structured succession planning enhances board oversight, transparency, and long-term organizational resilience
  
• Retain and develop high-potential talent: Learn how succession planning improves engagement, motivation, and retention of key talent by providing clarity on growth and career pathways
  

Areas Covered in the Session

• The shift from reactive replacement planning to strategic succession planning
  
• Identifying critical roles and future leadership capabilities
  
• Developing internal talent and next-generation leaders
  
• Managing generational transitions and family dynamics
  
• Integrating succession planning with governance, performance, and culture
  

The session provides a structured, practical, and future-ready perspective on succession planning, enabling organisations and family enterprises to build resilience, reduce dependency on individuals, and ensure leadership continuity across generations.

Who Will Benefit

• All