Executive and generational succession in owner-managed companies
A CEO or generational succession is one of the most critical decisions in an owner-led company. We ensure a secure, analytical, and value-based process that creates stability and a strong leadership foundation for the next phase.
We guide owner-led and family-owned businesses safely through CEO and generational transitions. Whether the successor is found within the family or an external CEO needs to be brought in, we ensure a clear, structured, and discreet process that balances the company's values, culture, and future needs.
What makes us different
- Analysis – Interviews with the owner, key personnel, and family, if applicable. A clear outline of strategy, culture, and leadership needs. Assessment of the owner's future role and collaboration requirements.
- Method Selection – Internal and external search within networks and databases. Identification of candidates with documented experience in SME leadership. Screening for culture, values, and collaborative style.
- Advertising – Only where relevant – many CEO transitions require discretion. Preparation of position materials and discreet visibility.
- Selection – In-depth interviews. Leadership case studies and SME-relevant scenarios. Thorough reference and background checks.
- The Final Stage – Presentation of candidates with full reporting. Advisory support for the final decision. Onboarding support and ongoing expectation alignment.
- Experience with CEO and generational transitions in family- and owner-led businesses
- Discretion and respect for the company's history
- Support for both the departing and incoming CEO
- Understanding of both business and personal dynamics
- Thorough candidate assessment with a focus on leadership style and value alignment
- Follow-up and advisory support after the transition is complete
Examples from Practice
New CEO in connection with a planned generational succession
An owner-led company with over 200 employees was facing a planned generational succession. Through a deep analysis of strategy, culture, and the organization, we identified four strong candidates within 8 weeks. The company chose a candidate who is still in the role 6 years later.
Replacement of COO in a growth company
An owner-manager wanted a new COO who could strengthen operations, execution, and collaboration with the owner. The process required full discretion. We handled the search and selection of candidates with documented experience in SME leadership. The result was a COO who quickly established direction, structure, and pace.
Professionalization of management through an external CEO
A family-owned business needed an external CEO who could modernize the organization without losing the company's core values. This resulted in a stable transition, strengthened collaboration within the leadership team, and a clearer strategic direction.
What clients say
Efter et godt planlagt forløb med Holmgaard Management, hvor virksomhedens aktuelle situation kom i centrum, endte vi med at få præsenteret flere dygtige kandidater der var meget præcist castet til at udfylde stillingen gennem forskellige tilgange. Vi fik dermed synliggjort hvilken profil der for os var den helt rigtige, og stillingen blev besat af den helt rigtige kandidat.
Kristoffer Wendelboe Jensen, CEO
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Are you facing a generational succession?
Let's have a no-obligation conversation about how we can support you through the process.