Planning an Effective Internal Ownership Transition

Tuesday April, 15, 2014
All are welcome! A $5 fee includes a wine and cheese reception.
Click here to Register

1.5 CES LUs

When planning a succession plan and ensuring the continuity of their firms, many owners of design firms wait too long. This 90-minute seminar will demystify the process of implementing an effective and flexible internal ownership transition plan.  Attendees will gain an understanding of the major issues about how to: develop a timely ownership and leadership transition plan that supports the current and incoming leaders’ personal, financial and professional goals; develop criteria for and identify future owners; develop a preliminary valuation; and craft a flexible and affordable ownership transfer plan.

About the presenter

Michael Strogoff, FAIA, of Strogoff Consulting provides firm transition and practice management consulting services. His advice is based on his 13 years as managing partner of a 40-person architectural firm, 18 years of management consulting, and extensive study of business practices. Michael recently authored the chapter on Ownership Transitions for the 16th edition of AIA’s The Architect’s Handbook of Professional Practice and has guided dozens of firms through successful ownership transitions, mergers and acquisitions.  Michael is a Past Chair of AIA’s Practice Management Knowledge Community’s Advisory Group and a recipient of Presidential Citations from AIA California Council and AIA San Francisco.

Learning Objectives

  1. Develop an effective ownership and leadership transition plan that supports the firm’s and owners’ strategic goals, rewards key leaders and leverages the strengths of a firm
  2. Understand criteria for identifying and evaluating prospective future owner/leaders
  3. Understand the elements of a firm valuation, including how to craft a buy-in plan that is attractive to incoming owners and rewards current owners
  4. Make an informed decision about whether to sell a firm internally or externally as part of its succession plan

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