SUCCESSION & RETIREMENT

What Happens to Your Firm If You Die? Seriously.

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By Ed Mendlowitz
Call Me Before You Do Anything: The Art of Accounting

One morning, my wife and I were having breakfast, and she asked me, “What do I do if you and Peter get killed?”

DOWNLOAD: Practice Continuation in Event of a Death or Disability Sample Agreement and Letter of Instruction, Prepared by Ed Mendlowitz

This was a Friday, and Peter Weitsen and I were flying together on Sunday to a conference in Palm Springs. My response to these questions was typical: “Don’t bother me. Nothing will happen!”
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Why Solos Need Practice Continuation Agreements

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Woman and man shaking hands across a desk
It’s a favor, so negotiate generously.

By Marc Rosenberg
CPA Firm Mergers: Your Complete Guide

A Practice Continuation Agreement (PCA) is a written contract between a sole practitioner and another firm for the latter to take over the solo’s practice, either permanently or temporarily, in the event of a sudden, unexpected event that prevents the solo from working, most commonly a health issue.

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Logically, it would make total sense for every one of the 30,000 sole practitioners in the U.S. to have a PCA in place. After all, the solo has no other partners to take her place and in the vast majority of cases, the solo’s staff doesn’t have the skill level or the certifications needed to run the practice in the absence of the owner.
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It’s Time to Think about Your Exit Strategy

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businessman thinking with hand on his chin

It’s never too early to consider your legacy.

By Jackie Meyer
The Balanced Millionaire: Advisor Edition

Building a successful advisory practice is a significant achievement. But have you considered what happens next once you’ve reached your current goals? It’s easy to get caught up in the day-to-day operations and growth of your firm without thinking long-term. However, true freedom and peace of mind come from knowing you have a plan for the future of your business and the impact you’ll leave behind.

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This article delves into the critical topics of exit strategy and legacy. We’ll explore why it’s essential to plan for the future even in the early stages of building your firm, discuss various options for eventually selling or transitioning your business, and get you thinking deeply about the legacy you want to create. Planning your exit isn’t about wanting to quit – it’s about building a business that’s a valuable asset and ensuring your hard work carries on according to your wishes.
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Daiber: Use Succession as a Growth Strategy | The Disruptors

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Firms that wait until a partner is ready to retire have already waited too long, plus 19 more key takeaways.

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The Disruptors
With Liz Farr

Erin Daiber, founder and CEO of Well Balanced Accountants, keeps seeing the same issue in firm after firm. A partner announces their intention to retire within a year or two, and the firm suddenly realizes no one is ready to take over.  “Firms are not starting that conversation soon enough,” Daiber says.

MORE STREAMING:MORE STREAMING: Cannon: Busy Season is Self-Inflicted | Carroll: When One Person Can Break the Firm |  Rampe: Build a Roadmap Even When the Road’s Not There | Chang: Killing SALY, One Agent at a Time | Vanover: 5-Star Firms Don’t Bill by the Hour | Kless: Profit Is a Result. Flourishing Is the Purpose | Whitman: Build Culture on ‘Progress,’ Not Change | Shein: No PE? No M&A? No Problem | Hood and Weber: Time to RISE | Proctor: Turn Dumb Ideas into Brilliant Solutions | Carter-Gray: How 1 Poor Review Strengthened the Firm | Hartman: Upwork to “40 Under 40” in 3 Years |

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“They’re not thinking about succession planning as a strategy,” she explains. Instead of treating succession as an ongoing process, firms see it as simply the point in time when a partner exits the firm. According to Daiber, succession planning should ideally begin with hiring decisions and culture building so that firms can be confident that they won’t lose clients or staff due to uncertainty about what might happen as partners get older.  

When succession planning fails, firms lose key employees before they even reach partnership consideration. “We’re losing them much sooner than that, which creates a big hole in the pipeline,” Daiber notes. She identifies an inability to have difficult conversations as the root cause, particularly when dealing with founders who view the firm as their legacy. 

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