Succession Starts with Trust: How to Introduce Succession to Your Staff and talk with Your Team the Right Way

Bringing up succession with your team can feel uncomfortable. You’ve built trust, loyalty, and momentum and the last thing you want to do is cause confusion or concern. 

But here’s the truth: your team can handle it. More than that, they want clarity. When you approach succession the right way, the conversation builds trust, aligns your team, and creates a shared sense of purpose. 

Start with Your Intentions

Before you share anything, get clear on why you’re having the conversation. Succession isn’t about leaving, it’s about evolving. Let your team know that you’re thinking ahead to protect the firm, support your people, and ensure continuity for clients. 

Be Honest, Not Final 

Before you say a word, get clear on your “why.” Succession isn’t about stepping away; it’s about setting your firm up to thrive long into the future. Be honest: you’re thinking ahead because you care deeply about the people, clients, and brand you’ve built. 

Frame It as an Opportunity, Not a Crisis 

If you lead the conversation with uncertainty, your team will mirror that. But if you frame it as a moment of growth—a chance to build a stronger, more sustainable firm, they’ll lean in. 

Acknowledge Emotions

Change brings up questions and emotions. Let your team know you see that. Be open to hearing concerns and acknowledge them without rushing to fix everything on the spot. 

Create a Path for Dialogue

This isn’t a one-and-done meeting. Make it clear that the conversation is ongoing. Let your team know you’ll keep them updated, and you’re committed to transparency. 

The Bottom Line 

Talking about succession doesn’t break trust, it builds it. When you lead the conversation with honesty, clarity, and humility, you give your team what they deserve: the chance to grow with you. 

If you want help navigating these conversations, our team has guided many leaders through them, and we’d be honored to do the same for you.