Business Owners Suite · Succession and Continuation
Business Transition
A succession plan answers three questions: who runs the company next, on what timeline, and funded by what. Life insurance can bridge the gap between generations of owners, providing the liquidity that lets a transition happen on the schedule you chose rather than the one an event forces on you.
The Structure
What it does
A plan that exists only as an understanding tends to get settled by whoever has the most leverage in the room after the founder is gone. Written succession removes that contest before it starts.
What has to be true
Naming a successor is the easy half. Funding their purchase is the hard half, particularly when the successor is a child or a long-time employee with no capital. Insurance proceeds, a note, or a bonus arrangement built over years are the usual answers.
Where it comes apart
Plans built entirely around death ignore the far more common exit, which is retirement. A durable plan covers the planned transition and the unplanned one, and it names a date rather than a condition.
You built the company on your terms. The transition out of it deserves the same standard.
Begin the Conversation
Thirty minutes, no presentation, no obligation. Bring the agreement if you have one. If you do not have one, that is a useful place to start.
Important: This page is general education. It is not legal, tax, accounting, or individualized financial advice. Buy-sell agreements, split dollar arrangements, deferred compensation plans, and trusts should be drafted by a qualified attorney, with tax treatment confirmed by a qualified tax professional. Life insurance policies contain costs, charges, limitations, exclusions, and conditions; coverage depends on underwriting and on the terms of the policy issued. Guarantees are backed by the claims-paying ability of the issuing insurance company. Video content is produced by the issuing carrier and is presented with attribution.