You Need an Exit Strategy

The time to plan your exit is now 🗓.

No leader wants to find themselves trying to figure out an exit or transition strategy when they:

🔥 Are burnt out from fighting fires
⏰ Feel like they’re out of time
💣 Feel like their back is against a wall personally or professionally
👨‍💼 Are approached by a potential acquirer or investor but haven’t prepared themselves mentally (or logistically!) for the conversation

If you’re a founder or senior leader, your exit and succession strategy should start at least 2 - 5 years in advance.

🤔 Interested in exploring M&A? Expect that process to take at least 12 months, and you’ll want all of your strategies and documents in good order so you’re not retrofitting them in an attempt to boost valuation. Valuation begins now.

👯‍♀️ Interested in distributing ownership to your leadership team? You need to first decide what you want the outcome to look like, and then go through the process of elevating key team members and ensuring your organization is leadership team-led, not founder-dependent.

🙋‍♀️ Interested in figuring out who succeeds you in your role when you move into a new position or leave your organization? Think critically about the key elements of your role, where your organization could benefit from expertise you haven't been able to bring to the table, and mentor and elevate others.

⁉ Interested in establishing a Board, or even an ESOP? Well that’s a whole other can of worms!

The bottom line: The time to start preparing yourself for future options is before you REALLY need them. The Newhall Group, L.L.C. helps organizations, leaders, and founders get their ducks in a row so, when they start making decisions, they’ve done the legwork to give themselves as many options as possible.

👂 Want to learn more? Send a note to sarah@thenewhallgroup.com.

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