{"id":4868,"date":"2025-07-28T09:46:35","date_gmt":"2025-07-28T07:46:35","guid":{"rendered":"https:\/\/hoechsmann.de\/?post_type=news&p=4868"},"modified":"2025-11-28T09:49:39","modified_gmt":"2025-11-28T08:49:39","slug":"das-nachfolge-dilemma","status":"publish","type":"news","link":"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/","title":{"rendered":"Succession – Dilemma: How to ensure an effective Generational Change \u2013 without sacrificing your lifetime\u00b4s achievement"},"content":{"rendered":"
\"\"<\/div><\/div>
<\/div><\/div>[vc_custom_heading text=”Succession – Dilemma” font_container=”tag:h1|text_align:center” use_theme_fonts=”yes” css=”%7B%22default%22%3A%7B%22margin-top%22%3A%220%22%2C%22padding-top%22%3A%220%22%7D%7D”][vc_custom_heading text=”How to ensure an effective Generational Change \u2013
\nwithout sacrificing your lifetime\u00b4s achievement” font_container=”tag:h2|text_align:center” use_theme_fonts=”yes” css=”%7B%22default%22%3A%7B%22margin-top%22%3A%220%22%2C%22padding-top%22%3A%220%22%7D%7D”]<\/div><\/div><\/div><\/div><\/div><\/section>

\u201cTHE NEWS\u201d, Trade Journal for Family Businesses \u2013 July\/August 2025 Edition<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>

Succession in medium-sized companies is not a simple transfer of power; it is a balancing act between preservation and renewal. Modern diagnostics can help avoid high-risk decisions and enable the handover of a lifetime\u2019s work without losing the company\u2019s DNA. The following case study is based on a real-life succession case from 2024. Names and details have been changed to protect those involved.<\/strong><\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>

Hans-Dieter Langner could still smell the coolant in the air as he walked across the yard of his company at the age of seventy. For three decades, he built his machine-tool operation in the Black Forest from a two-man shop to a hidden champion. Wanting to ensure the long-term future of his life\u2019s work, he brought in an external successor: Erik Neumann-eloquent, MBA, international experience. \u00a0He hoped this would bring fresh ideas to small and medium-sized enterprises. However, no consideration was given to whether the commercial manager, Petra Schmidt, or the head of production, Stefan Heck, might have been better suited to taking on the responsibility. In its desire to demonstrate openness to new ideas, the company failed to recognise the wealth of existing expertise.<\/p>\n<\/div><\/div>[vc_custom_heading text=”Trust doesn’t grow in PowerPoint.” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”]

At first, everything went well. Langner introduced Neumann to the local associations, shared his know-how, and integrated him into the company. Neumann listened and spoke of ‘preserving the genetic heritage’. However, he soon began to set his own agenda. The training workshop became an ‘innovation hub’, long-standing suppliers had to adapt to new processes, and company events were cancelled – supposedly for financial reasons. Langner wanted to engage in dialogue and offered to help build networks. However, the conversations remained polite and superficial.<\/p>\n<\/div><\/div>

In the canteen, Langner overheard engineers discussing quitting because nobody had time for ideas that did not promise immediate returns. The breaking point came during a Monday meeting. Neumann presented a reorganisation concept that would halve the size of the research lab. When asked how the team had been involved, he replied coldly, ‘We adopted a fast-decision-making approach to increase speed.’ The problem was not the idea itself, but the lack of cultural alignment.<\/p>\n<\/div><\/div><\/div><\/div><\/div>

[vc_custom_heading text=”Preserving substance while enabling renewal:” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”]

Langner wanted to encourage change, but he underestimated the power of corporate culture. Neumann wanted to shape the future, but he forgot that trust is built on the production floor, not in presentations. This is precisely where the dilemma of many family-run businesses becomes apparent: how can one remain open to new ideas without jeopardising what already exists?<\/p>\n

Five insights for successful succession:<\/p>\n<\/div><\/div>

1. Succession is risk management, not a competition between candidates. A wrong hire costs more than \u201cjust salaries\u201d \u2014 it can cost you structure, motivation and customers. Reliable leadership diagnostics are an investment in organisational stability.<\/p>\n

2. Tradition and the future require measurable alignment. Values, thought processes, and leadership behaviour can all be analysed. Those who make corporate culture visible can recognise early on whether someone will integrate or cause disruption.<\/p>\n

3. The best talent is often already within the organisation. Objective comparisons between internal and external candidates can reveal operational blindness and romanticism based on a sense of duty. In Langner\u2019s case, an analysis would have made this clear: Petra Schmidt is less academic but highly regarded. An invisible asset.<\/p>\n

4. Financiers prefer data to gut feelings. Banks offer better conditions when leadership potential is reliably documented. Diagnostics create clarity and trust.<\/p>\n

5. Succession is a process, not an employment contract. A co-pilot year with clear milestones ensures knowledge is transferred effectively and prevents friction losses. Those who skip this step end up paying twice later.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>

<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>
[vc_custom_heading text=”Have you overlooked any key factors?” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”]

Every successful succession begins with a structured conversation about what truly matters. What does the company name stand for? Which customer relationships are irreplaceable? What innovations are expected? Only then should candidates be selected, both internally and externally, based on consistent criteria. The results are consolidated in a matrix of competencies, potential and risks. What may sound like psychology is pure business economics.<\/p>\n

At H\u00f6chsmann & Company, we combine market expertise with modern diagnostics. Executive search meets personality analysis. This combination provides security for entrepreneurs who want to delegate responsibility rather than rely on luck. Our advisors listen not just to the words, but also to the undertones: the hesitant shoulder shrug, the promise made too quickly, and the question that was never asked.<\/p>\n<\/div><\/div>[vc_custom_heading text=”For Langner, the chapter is not closed and not everything is lost yet.” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”]

A moderated meeting involving the leadership team, the bank and the works council, supported by robust diagnostics, could pave the way for new solutions. Either Neumann might be willing to learn, or Petra Schmidt could take over. Both options are possible as long as the dialogue remains open. Trust is the only capital that does not appear on any balance sheet, yet it underpins them all.<\/p>\n<\/div><\/div><\/div><\/div><\/div>

[vc_custom_heading text=”Three Phases of a Successful Succession” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”]

In the first phase, the new leadership learns the processes and the stories, such as why a customer stays even when paying more.<\/p>\n

In the second phase, they gradually take on responsibility, deliver small successes and avoid major disruptions.<\/p>\n

In the third phase, they set their own priorities without making cuts.<\/p>\n<\/div><\/div>[vc_custom_heading text=”Succession is leadership at its most effective and in its most mature form.” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”]

Even the best method relies on dialogue. Those who merely send reports create distance. Those who explain, listen and address fears build bridges. A successful succession is not defined by the vacuum it leaves behind, but by the new strength it unleashes. It begins with the insight that a company is greater than any individual, and it ends only when everyone has embraced their new role.<\/p>\n

And what about Langner?<\/strong><\/p>\n

In the evening, he stands in the car park. Between the factory hall and the evening sky, silence hangs in the air. He breathes in coolant – and hope. Tomorrow, the dialogue begins – this time with everyone. This time, it will include everyone. No more steps backward, but forward-thinking leadership.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>

<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>
[vc_custom_heading text=”Brief introduction:” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”]

For 25 years, H\u00f6chsmann & Company has supported family businesses, small and medium-sized enterprises, and international corporate groups in securing the right leaders for their organisations. This owner-managed executive search firm has offices in Frankfurt and D\u00fcsseldorf and offers executive and board searches, succession planning, management diagnostics and leadership coaching, providing a highly professional, ethical and personalised service.<\/p>\n

The company focuses on personality, values, and long-term fit wherever responsibility, trust, and foresight are essential. In cooperation with diagnostics expert Katja Krater, the firm provides robust aptitude assessment methods that add an additional layer of security to selection and succession processes.<\/p>\n

As a certified member of both the AESC (the Global Association of Executive Search and Leadership Consultants) and the BDU (the German Association of Management Consultants), the team stands as a trusted partner for entrepreneurs who aim not merely to fill positions, but to shape the future.<\/p>\n<\/div><\/div>

More on succession planning (german)<\/span><\/a><\/div><\/div><\/div><\/div><\/div><\/div><\/section>
\"Portrait<\/div><\/div>[vc_custom_heading text=”Thorsten Amend-Schnaar” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”]

Thorsten Amend-Schnaar is managing partner at H\u00f6chsmann & Company, a firm specializing in personnel consulting, executive and board search, succession planning, and management diagnostics.<\/p>\n<\/div><\/div><\/div><\/div><\/div>

\"\"<\/div><\/div>[vc_custom_heading text=”Katja Krater” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”]

Katja Krater is a diagnostics expert who uses aptitude testing methods to provide additional support for selection and succession processes in family businesses.<\/p>\n<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/section>

<\/div><\/div><\/div><\/div><\/div><\/div><\/section>\n","protected":false},"excerpt":{"rendered":"

\u201cTHE NEWS\u201d, Trade Journal for Family Businesses \u2013 July\/August 2025 Edition<\/p>\n","protected":false},"featured_media":4694,"template":"","class_list":["post-4868","news","type-news","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"\nSuccession - Dilemma: How to ensure an effective Generational Change \u2013 without sacrificing your lifetime\u00b4s achievement - H\u00f6chsmann & Company - Personalberatung<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Succession - Dilemma: How to ensure an effective Generational Change \u2013 without sacrificing your lifetime\u00b4s achievement - H\u00f6chsmann & Company - Personalberatung\" \/>\n<meta property=\"og:description\" content=\"\u201cTHE NEWS\u201d, Trade Journal for Family Businesses \u2013 July\/August 2025 Edition\" \/>\n<meta property=\"og:url\" content=\"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/\" \/>\n<meta property=\"og:site_name\" content=\"H\u00f6chsmann & Company - Personalberatung\" \/>\n<meta property=\"article:modified_time\" content=\"2025-11-28T08:49:39+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/hoechsmann.de\/wp-content\/uploads\/2025\/07\/die-news-fachmagazin-juli2025.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"546\" \/>\n\t<meta property=\"og:image:height\" content=\"306\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\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=\"8 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/\",\"url\":\"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/\",\"name\":\"Succession - Dilemma: How to ensure an effective Generational Change \u2013 without sacrificing your lifetime\u00b4s achievement - H\u00f6chsmann & Company - Personalberatung\",\"isPartOf\":{\"@id\":\"https:\/\/hoechsmann.de\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/hoechsmann.de\/wp-content\/uploads\/2025\/07\/die-news-fachmagazin-juli2025.jpg\",\"datePublished\":\"2025-07-28T07:46:35+00:00\",\"dateModified\":\"2025-11-28T08:49:39+00:00\",\"breadcrumb\":{\"@id\":\"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/#primaryimage\",\"url\":\"https:\/\/hoechsmann.de\/wp-content\/uploads\/2025\/07\/die-news-fachmagazin-juli2025.jpg\",\"contentUrl\":\"https:\/\/hoechsmann.de\/wp-content\/uploads\/2025\/07\/die-news-fachmagazin-juli2025.jpg\",\"width\":546,\"height\":306},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Startseite\",\"item\":\"https:\/\/hoechsmann.de\/en\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"News\",\"item\":\"https:\/\/hoechsmann.de\/news\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Succession – Dilemma: How to ensure an effective Generational Change \u2013 without sacrificing your lifetime\u00b4s achievement\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/hoechsmann.de\/#website\",\"url\":\"https:\/\/hoechsmann.de\/\",\"name\":\"H\u00f6chsmann & Company - Personalberatung\",\"description\":\"Executive Search - Management Advisors\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/hoechsmann.de\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Succession - Dilemma: How to ensure an effective Generational Change \u2013 without sacrificing your lifetime\u00b4s achievement - H\u00f6chsmann & Company - Personalberatung","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/","og_locale":"en_US","og_type":"article","og_title":"Succession - Dilemma: How to ensure an effective Generational Change \u2013 without sacrificing your lifetime\u00b4s achievement - H\u00f6chsmann & Company - Personalberatung","og_description":"\u201cTHE NEWS\u201d, Trade Journal for Family Businesses \u2013 July\/August 2025 Edition","og_url":"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/","og_site_name":"H\u00f6chsmann & Company - Personalberatung","article_modified_time":"2025-11-28T08:49:39+00:00","og_image":[{"width":546,"height":306,"url":"https:\/\/hoechsmann.de\/wp-content\/uploads\/2025\/07\/die-news-fachmagazin-juli2025.jpg","type":"image\/jpeg"}],"twitter_card":"summary_large_image","twitter_misc":{"Est. reading time":"8 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/","url":"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/","name":"Succession - Dilemma: How to ensure an effective Generational Change \u2013 without sacrificing your lifetime\u00b4s achievement - H\u00f6chsmann & Company - Personalberatung","isPartOf":{"@id":"https:\/\/hoechsmann.de\/#website"},"primaryImageOfPage":{"@id":"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/#primaryimage"},"image":{"@id":"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/#primaryimage"},"thumbnailUrl":"https:\/\/hoechsmann.de\/wp-content\/uploads\/2025\/07\/die-news-fachmagazin-juli2025.jpg","datePublished":"2025-07-28T07:46:35+00:00","dateModified":"2025-11-28T08:49:39+00:00","breadcrumb":{"@id":"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/#primaryimage","url":"https:\/\/hoechsmann.de\/wp-content\/uploads\/2025\/07\/die-news-fachmagazin-juli2025.jpg","contentUrl":"https:\/\/hoechsmann.de\/wp-content\/uploads\/2025\/07\/die-news-fachmagazin-juli2025.jpg","width":546,"height":306},{"@type":"BreadcrumbList","@id":"https:\/\/hoechsmann.de\/en\/news\/das-nachfolge-dilemma\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Startseite","item":"https:\/\/hoechsmann.de\/en\/"},{"@type":"ListItem","position":2,"name":"News","item":"https:\/\/hoechsmann.de\/news\/"},{"@type":"ListItem","position":3,"name":"Succession – Dilemma: How to ensure an effective Generational Change \u2013 without sacrificing your lifetime\u00b4s achievement"}]},{"@type":"WebSite","@id":"https:\/\/hoechsmann.de\/#website","url":"https:\/\/hoechsmann.de\/","name":"H\u00f6chsmann & Company - Personalberatung","description":"Executive Search - Management Advisors","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/hoechsmann.de\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"}]}},"_links":{"self":[{"href":"https:\/\/hoechsmann.de\/en\/wp-json\/wp\/v2\/news\/4868","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hoechsmann.de\/en\/wp-json\/wp\/v2\/news"}],"about":[{"href":"https:\/\/hoechsmann.de\/en\/wp-json\/wp\/v2\/types\/news"}],"version-history":[{"count":5,"href":"https:\/\/hoechsmann.de\/en\/wp-json\/wp\/v2\/news\/4868\/revisions"}],"predecessor-version":[{"id":4873,"href":"https:\/\/hoechsmann.de\/en\/wp-json\/wp\/v2\/news\/4868\/revisions\/4873"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/hoechsmann.de\/en\/wp-json\/wp\/v2\/media\/4694"}],"wp:attachment":[{"href":"https:\/\/hoechsmann.de\/en\/wp-json\/wp\/v2\/media?parent=4868"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}