Measures enterprise readiness for leadership, ownership and organisational continuity across ten assessed areas, triangulated across owners, family and senior professionals.
Establish whether the enterprise can survive the sudden absence of any one individual.
Distinguish structural readiness from human readiness, which rarely arrive together.
Produce a sequenced 12–24 month continuity programme, not a list of concerns.
Leadership depth, decision systems, governance, ownership alignment, next-generation readiness, talent, behavioural risk, information quality, financial discipline, resilience.
Owner, family and professional management score independently; disagreement is data.
A single score, a heat map by area, and the sequence in which risks must be addressed.
Document and decision-record review alongside structured interviews.
Independent scoring by all three respondent groups.
Risk mapping, scenario testing of a 90-day absence, and a prioritised intervention sequence.
Indicative items. The full instrument runs 10 areas × multiple items, scored by three respondent groups.
If the promoter were unavailable for 90 days, banking and statutory obligations would still be met.
Reads: Operational continuity
There is a named, informed successor for every critical role.
Reads: Leadership depth
Shareholding intent for the next generation is documented.
Reads: Ownership alignment
Management reports reconcile to source data without manual adjustment.
Reads: Information quality
A serious disagreement between owners has an agreed resolution route.
Reads: Governance
Illustrative report — third-generation family enterprise
54
Continuity score
47
Leadership depth
36
Ownership alignment
71
Information quality
Illustrative composite. Client details are altered and anonymised.
ContextA promoter's extended medical leave exposed single-point authority across banking and contracts.
WorkContinuity assessment, authority documentation and delegation architecture.
ImpactThe group operated a full quarter without escalation; the framework was retained permanently.
ContextCapable next-generation members with no defined entry route.
WorkContinuity assessment paired with Role–Right–Responsibility design.
ImpactTwo entrants placed into roles with earned authority and published criteria.
