Inheritance plan for a Family Business

Why an inheritance plan is necessary?

An inheritance plan is necessary for several reasons:

  1. Ensures the continuation of the business: A well-designed inheritance plan can ensure the continuation of the business in the event of the departure of one or more owners and can help to ensure its long-term success.
  2. Protects family assets: An inheritance plan can help to protect family assets, such as the business, by providing a clear and orderly process for transferring ownership and management responsibilities from one generation to the next.
  3. Minimizes conflict: A well-designed inheritance plan can minimize conflict among family members and other stakeholders by clearly defining ownership rights, management responsibilities, and decision-making processes.
  4. Supports sustainable growth: An inheritance plan can support the sustainable growth of the business by providing a roadmap for growth and ensuring that the business is aligned with the long-term goals of the owners.
  5. Promotes good governance: An inheritance plan promotes good governance by establishing clear policies and procedures, and by encouraging the owners and key employees to work together towards common goals.
  6. Prepares for unexpected events: An inheritance plan prepares for unexpected events, such as the sudden departure of an owner, by providing for a fair and orderly transition of ownership and responsibilities. This helps to ensure the long-term sustainability of the business.

How to develop an inheritance plan for a family business?

Developing an inheritance plan for a family business can be done by the following steps:

  1. Define ownership structure: Clearly outline the ownership structure of the business, including the percentage of ownership held by each brother and any outside investors. This will provide a foundation for the distribution of profits, voting rights, and decision-making power.
  2. Create a succession plan: Develop a comprehensive succession plan that outlines the process for transferring ownership and management responsibilities from one generation to the next. Consider factors such as the retirement or departure of the current owners, the transfer of key responsibilities, and the selection and development of future leaders.
  3. Establish clear roles and responsibilities: Clearly define the roles and responsibilities of each brother and other key employees, to ensure accountability and minimize conflict. This can be done through job descriptions, performance expectations, and regular performance evaluations.
  4. Foster open communication: Encourage open communication among the owners and key employees, and provide opportunities for regular feedback and collaboration. This will help to build trust and foster a positive working relationship.
  5. Develop a comprehensive business plan: Create a comprehensive business plan that outlines the vision, mission, and strategic objectives of the business. This will provide a roadmap for growth and ensure that the business is aligned with the long-term goals of the owners.
  6. Invest in training and development: Invest in the training and development of key employees to ensure that they have the skills and knowledge necessary to support the growth and success of the business. This can include training programs, mentorship, and professional development opportunities.
  7. Plan for contingencies: Plan for contingencies such as the sudden departure of an owner, financial hardship, or market changes, to ensure the long-term sustainability of the business. This can include insurance policies, disaster recovery plans, and succession planning.
  8. Foster a positive corporate culture: Foster a positive corporate culture that supports innovation, collaboration, and continuous improvement. This will help to attract and retain top talent and will provide a foundation for sustainable business growth.
  1. Induct new entrants: Develop a clear process for inducting new entrants into the business, such as the appointment of new directors or the granting of new shares. This process should include a thorough review of the individual’s qualifications, experience, and commitment to the business, as well as the terms of their appointment or ownership.
  2. Manage departures: Develop a process for managing the departure of existing shareholders, including the sale or transfer of shares and the settlement of any outstanding obligations. This process should be clearly outlined in the company’s bylaws and agreements and should provide for a fair and orderly transition of ownership and responsibilities.
  3. Develop a buy-sell agreement: Develop a buy-sell agreement that outlines the terms and conditions under which shares can be transferred, including the process for valuing the shares and the terms of payment. This agreement can help to ensure a fair and orderly transition of ownership in the event of the departure of an owner.
  4. Foster a sense of unity: Foster a sense of unity and shared purpose among the owners and key employees, and encourage them to work together towards common goals. This will help to minimize conflict and ensure that everyone is aligned with the long-term success of the business.
  5. Regularly review and update policies: Regularly review and update the company’s policies and procedures, including the succession plan, buy-sell agreement, and induction process, to ensure that they remain relevant and effective. This will help to ensure that the business is prepared for any changes or challenges that may arise.
  6. Encourage professional development: Encourage the owners and key employees to pursue professional development opportunities, such as continuing education or industry conferences, to stay up-to-date on the latest trends and best practices in their field. This will help to ensure that the business remains competitive and continues to grow.

@sk IKTAR to get your inheritance plan developed by experts.

Shafqat Jilani
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Author: Shafqat Jilani
Shafqat Jilani is a corporate trainer, management consultant, life coach, motivational speaker, a behavioural psychologist and e-strategist with more than twenty fives years of professional working. He is working in IKTAR as country director for Pakistan.

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