If you’re running a business in the UK, succession planning might not be top of your to-do list. After all, most of your energy is probably focused on growth, clients, and keeping things running smoothly day to day.

‍

But when succession planning goes wrong—or worse, gets ignored—the impact can be enormous.

A sudden resignation. A family disagreement. An unexpected illness. These things can slow everything down, sometimes right when your business should be accelerating. And even when transitions are planned, without the right preparation they can still feel messy, stressful, and value-destroying.

‍

Succession planning isn’t just about “who takes over when you leave.” Done properly, it’s one of the most powerful tools you have to protect value, safeguard your legacy, and make sure the business you’ve worked so hard to build continues to thrive long after you’ve stepped back.

‍

At Implicit, our Scaling to Succession (S2S) programme is designed specifically for founders and business owners to make succession planning a genuine growth driver.

‍

Stop Thinking “Replacement,” Start Thinking “Future Scenarios

‍

Most business owners see succession as a simple swap: if X leaves, Y steps in. It feels neat and tidy—but in reality, it’s far too simplistic.

Businesses don’t stand still. In three to five years’ time, your company may be bigger, more complex, or moving in a completely new direction. The person who looks like the natural successor today may not be the right leader for tomorrow.

Instead of asking “who could replace me?” try asking “what future are we building, and who could lead us there?” That shift—from replacement to scenario planning—means your succession plan evolves alongside your business strategy.

‍

Focus on Real Development

‍

It’s tempting to draw up an org chart with names in boxes and call it succession planning. But a list of names doesn’t prepare anyone for real leadership.

True succession planning is developmental. It’s about spotting potential early, and then deliberately building the skills, experiences, and confidence that future leaders will need.

That might mean:

‍

• Giving emerging leaders responsibility for cross-functional projects.
  
  
• Exposing them to financial decision-making earlier.
  
  
• Offering mentoring and peer-to-peer coaching.
  
  
• Encouraging them to step outside the business to broaden their perspective.
  
  

This isn’t just good for them—it directly increases the resilience and valuation of your business. A company with a visible, capable leadership pipeline is far more attractive to investors, acquirers, and partners.

‍

‍Build a Culture Where Leaders Create Leaders

‍

Succession planning shouldn’t stop at the top. If leadership development is only happening for one or two people, you’re missing the point.

The strongest businesses are those where leadership is cultivated at every level. Where every senior leader takes responsibility for developing the people beneath them. Where “who’s coming next?” is part of the everyday conversation.

This creates what I like to call a leadership-producing culture. It’s not dependent on any one individual, because leaders are constantly emerging, learning, and stepping up. That’s how you create a business that lasts—not just through one handover, but through generations.

‍

Why This Matters Now

‍

• Preparedness is low: Fewer than 1 in 10 UK firms have succession planning built into their strategy.
  
  
• Family business complexity: Many founders plan to exit within the next decade, but struggle to bring successors into the fold.
  
  
• Value at risk—or opportunity: Businesses with proactive succession planning can lift their valuation by as much as 20–25%.
  
  

Succession planning is no longer a “nice to have.” It’s one of the most powerful levers you can pull to protect your legacy and grow your company’s worth.

‍

Succession planning isn’t about stepping away tomorrow. It’s about making sure the business you’ve built continues to thrive—on your terms.

‍

If you’re ready to explore what scaling to succession could look like for your business, let’s have a conversation.

‍