{"id":15161,"date":"2025-04-13T18:20:46","date_gmt":"2025-04-13T18:20:46","guid":{"rendered":"https:\/\/changelab-organisationsberatung.de\/?page_id=15161"},"modified":"2026-03-09T08:47:13","modified_gmt":"2026-03-09T08:47:13","slug":"unternehmensnachfolge","status":"publish","type":"page","link":"https:\/\/changelab-organisationsberatung.de\/en\/unternehmensnachfolge\/","title":{"rendered":"Company Succession"},"content":{"rendered":"
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Business Succession Consulting<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Company Succession
sustainable, resilient and bulit for success<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Handing over a company to the next generation is a significant step - both entrepreneurially and personally. It concerns not only questions of organization, financing and legal structure, but also the relationships between the parties involved and the values that underpin your company. We support entrepreneurs and successors in shaping this handover process in a clear, respectful and future-oriented manner. Whether handing over to family members or to your own employees - we work with you to develop a path that suits you and your organization.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Expert Guidance Throughout Your Business Succession Journey<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Step by Step \u2013 Your Business in Trusted Hands<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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A thoughtfully planned succession creates clarity, continuity and confidence. We guide the entire transition and foster professional, transparent communication \u2014 within your organization and with long-standing partners. Dependable, discreet and responsive to the needs of everyone involved.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t1. Goal Clarification \u2013 Current Situation and Strategic Objectives\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t2. Roles and Responsibilities after your Succession \t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tClarifying the organizational & personal baseline<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tDefining organizational & personal priorities & goals<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
  • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tAligning expectations with prospective successors<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tDefining the future leadership & decision-making structure<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tClarifying organizational requirements<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
    • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tSelecting a suitable ownership & legal structure<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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      \n\t\t\t\t\t\t\n\t\t\t\t\t\t\t3. Roadmap \u2013 Succession Structure and Transition Stages\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      \n\t\t\t\t\t\t\n\t\t\t\t\t\t\t4. Implementation Phase in the Succession Process\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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      • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tPlanning transition phases & concrete succession steps<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
      • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tDefining responsibilities & key milestones in the succession process<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
      • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tAssuring effective communication & stakeholder engagement<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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        • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tDeveloping and embeding clear role expectations<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
        • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tDeveloping skills in line with role requirements<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t\t\t
        • \n\t\t\t\t\t\t\t\t\t\t\t\n\t\t\t\t\t\t\t<\/i>\t\t\t\t\t\t<\/span>\n\t\t\t\t\t\t\t\t\t\tPreserving organisational DNA, while driving cultural development<\/span>\n\t\t\t\t\t\t\t\t\t<\/li>\n\t\t\t\t\t\t<\/ul>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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          \n\t\t\t\t\t\t\t\tCompany Succession in the Family\t\t\t\t\t\t\t<\/h2>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t

          \n\t\t\t\t\t\t\t\tStructured and Trust-Based Generational Transition\t\t\t\t\t\t\t<\/h2>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t
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          \n\t\t\t\t\t\t\tCompany Succession in the Family\t\t\t\t\t\t<\/h2>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t

          \n\t\t\t\t\t\t\tHanding over an your company to the next generation is much more than a formal act. In addition to legal and financial issues, it is primarily about personal relationships, established structures, trust and maintaining the corporate culture. Two systems come together that each have their own dynamics and needs: the family system and the company. We take special care to ensure that both sides remain in balance and work together constructively. Especially in an economic environment that is constantly changing, a generational handover needs clarity, structure and a sensitive eye for the individual needs of all those involved. As experienced consultants, we accompany during this important phase - with organisational expertise and a systemic understanding of the big picture.\t\t\t\t\t\t<\/h2>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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          \n\t\t\t\t\t\t\t\tInternal Ownership Transition\t\t\t\t\t\t\t<\/h2>\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t\t\t

          \n\t\t\t\t\t\t\t\tIn-House Succession Solution \u2013 Ensuring Continuity and Passing on Responsibility\t\t\t\t\t\t\t<\/h2>\n\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t
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          \n\t\t\t\t\t\t\tInternal Ownership Transition\t\t\t\t\t\t<\/h2>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t\t\t\t

          \n\t\t\t\t\t\t\tYou have put your heart and soul into building up your company. But what if there is no suitable successor in sight? If you want to hand put your company into trustworthy hands, the solution may be closer than you think: with your employees. This model allows you to preserve your life's work, safeguard jobs and maintain the identity of your company. At the same time, you give committed employees the opportunity to become co-entrepreneurs - with all the opportunities, but also with clear structures and responsibilities.\t\t\t\t\t\t<\/h2>\n\t\t\t\t\t\n\t\t\t\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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          Succession Planning and Talent Development<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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          Building a Strong Internal Leadership and Succession Pipeline<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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          \n\t\t\t\t\t\t\t\t\t\t\"Interne\t\t\t\t\t\t\t\t\t\t\t
          <\/figcaption>\n\t\t\t\t\t\t\t\t\t\t<\/figure>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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          A robust leadership and successor portfolio is a critical success factor for small and medium-sized businesses. In a market shaped by talent shortages and workforce gaps, your ability to identify, develop and retain high-potential employees<\/strong>early on directly determines your company\u2019s future resilience.<\/p>

          We help you build a strong internal leadership and succession pipeline \u2013<\/strong> systematic, competency-based and anchored in your organizational culture.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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          Succession Planning with a Cooperative<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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          Take advantage of our expertise in company succession and cooperative working methods to find a sustainable solution for your life's work.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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          \n\t\t\t\t\t\t\n\t\t\t\t\t\t\tOur Practical Workshop on Cooperative Business Succession\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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          Many companies have already chosen this option, because cooperative is a stable legal form that ensures the continued existence of your company and opens up opportunities for growth and innovation. In our workshop, we discuss the opportunities and feasibility of this solution for your company with you as the owner and selected employees. In these 3 hours we clarify<\/p>

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          \n\t\t\t\t\t\t\t\t\tHow does an employee cooperative work?\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t\t\t\t\t

          What advantages does this model have for you and your employees?<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

          \n\t\t\t\t
          \n\t\t\t\t\t\t\t\t\t

          How does the transfer process work?<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

          \n\t\t\t\t
          \n\t\t\t\t\t\t\t\t\tWhat the preconditions for a successful company transfer to employees?\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
          \n\t\t\t\t\t
          \n\t\t
          \n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t

          Your Consulting Team for Successful Business Succession<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t
          We accompany you step by step on your path - from the initial idea to the handover to the new generation.<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
          \n\t\t\t\t
          \n\t\t\t\t
          \n\t\t\t\t\t
          \"Portrait<\/figure>

          Dr. Arlena Jung
          Family Business Succession & Internal Ownership Transition<\/h3>

          Dr. Arlena Jung is the founder and owner of ChangeLab Organizational Consulting. She brings many years of experience in advising family businesses, including the design and facilitation of succession processes. As a sociologist of organizations and systems theorist with a PhD, she has a nuanced understanding of the specific dynamics of business succession at the intersection of family, organization, and ownership.<\/p><\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

          \n\t\t\t\t
          \n\t\t\t\t\t
          \"Unternehmens\u00fcbergabe<\/figure>

          Jo T\u00f6pfer
          Succession Planning with a Cooperative<\/h3>

          Jo T\u00f6pfer is a founding member and employee of berlin open space cooperative eG and has been working as a consultant in the field of change and transformation in organizations for over 25 years. Cooperative thinking and action is part of his professional DNA and an integral part of his consulting inventory.<\/p><\/div><\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

          Systemische Nachfolgeberatung f\u00fcr Unternehmen Unternehmens­nachfolge strategisch, wertsch\u00e4tzend und zukunftssicher Die \u00dcbergabe eines Unternehmens an die n\u00e4chste Generation ist ein bedeutender Schritt \u2013 sowohl unternehmerisch als auch pers\u00f6nlich. Sie betrifft nicht nur Fragen der Organisation, Finanzierung und rechtlichen Gestaltung, sondern auch die Beziehungen zwischen den Beteiligten und das Werteverst\u00e4ndnis, das Ihr Unternehmen tr\u00e4gt. Als systemische Organisationsberatung […]<\/p>","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-15161","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"\nUnternehmensnachfolge - ChangeLab<\/title>\n<meta name=\"description\" content=\"Ihr Beratungsteam f\u00fcr die Unternehmensnachfolge, von der ersten Idee bis zur \u00dcbergabe an die neue Generation.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/changelab-organisationsberatung.de\/en\/unternehmensnachfolge\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Unternehmensnachfolge - ChangeLab\" \/>\n<meta property=\"og:description\" content=\"Ihr Beratungsteam f\u00fcr die Unternehmensnachfolge, von der ersten Idee bis zur \u00dcbergabe an die neue Generation.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/changelab-organisationsberatung.de\/en\/unternehmensnachfolge\/\" \/>\n<meta property=\"og:site_name\" content=\"ChangeLab\" \/>\n<meta property=\"article:modified_time\" content=\"2026-03-09T08:47:13+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/changelab-organisationsberatung.de\/wp-content\/uploads\/2025\/11\/Unternehmensnachfolge.png\" \/>\n\t<meta property=\"og:image:width\" content=\"916\" \/>\n\t<meta property=\"og:image:height\" content=\"577\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/changelab-organisationsberatung.de\/unternehmensnachfolge\/\",\"url\":\"https:\/\/changelab-organisationsberatung.de\/unternehmensnachfolge\/\",\"name\":\"Unternehmensnachfolge - 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