When it comes to preserving a legacy and ensuring the continuity of a family business, few topics are as vital, and often overlooked, as succession planning. Drawing from over three decades of investment banking experience, Christopher Riegg, a CFA and Partner at Promontory Point Capital, offers compelling insights into how family-owned enterprises can successfully navigate leadership transitions.
Known for his work in mergers and acquisitions, Christopher Riegg has advised numerous family enterprises on strategic growth, business continuity, and leadership handovers. His professional background, as reflected on his Crunchbase profile, showcases his deep expertise in finance and long-standing contributions to the Milwaukee business community.
In this post, we’ll unpack his approach to succession planning and what business owners like you can learn to future-proof your company.
Why Christopher Riegg Says Succession Planning Is Crucial for Family Businesses
Do you have a clear plan for who’ll take over your family business when you step down? Many owners don’t, and that’s a problem. Family businesses combine personal legacy with financial investment and often have deep-rooted emotional connections.
Without a clear succession plan, these businesses risk leadership gaps, family conflicts, and financial setbacks.
According to Christopher Riegg, the absence of structured succession planning is one of the most common pitfalls in family-run companies. A well-executed succession plan ensures:
- Business continuity during leadership changes
- Protection of family wealth and interests
- Alignment of business goals across generations
- Minimized disputes among heirs or stakeholders
Key Principles of Succession Planning According to Christopher Riegg
Christopher Riegg’s philosophy on succession planning revolves around foresight, transparency, and structured governance. Curious about how he does it? Let’s break down his guiding principles:
1. Start Early and Plan Proactively
One of Riegg’s most valuable lessons is that succession planning shouldn’t be an afterthought. He advises family business owners to begin planning at least 5–10 years before a potential transition.
Ask yourself: Have you started those conversations with your family yet?
Tip: Initiate open conversations with family members early about business values, long-term goals, and leadership expectations.
2. Establish Clear Governance Structures
Ever experienced a family dinner turn into a board meeting? Christopher Riegg, an experienced investment banker from Milwaukee, emphasizes separating family emotions from business decisions. Creating a family constitution, advisory board, or independent board of directors can provide objective oversight.
Example: A third-generation family enterprise might benefit from having an external advisor mediate leadership decisions and succession timelines.
3. Prepare the Next Generation
Succession isn’t just about choosing a successor—it’s about ensuring they’re ready for the challenge. Christopher Riegg (CFA) suggests implementing leadership development programs, mentorship opportunities, and external work experience for potential heirs.
Practical Steps:
- Encourage younger family members to pursue formal education in business or finance.
- Facilitate internships or roles in different departments of the business.
- Provide opportunities to lead projects or strategic initiatives.
Question for you: Who in your family is best positioned to step into leadership one day?
Common Family Business Challenges (Christopher Riegg’s Perspective)
Despite its importance, many family businesses struggle with succession planning. Christopher Riegg identifies several common obstacles:
- Emotional attachments: Difficulty in letting go or addressing leadership gaps within the family.
- Conflict among heirs: Disagreements over who should take charge.
- Lack of readiness: Successors unprepared for leadership responsibilities.
- Tax and legal complications: Inadequate estate planning causing financial strain.
How Christopher Riegg Helps Family Enterprises Overcome Succession Barriers
Emotional Attachments and Legacy Concerns
Have you ever felt it’s tough to step back from something you built? Riegg recommends approaching succession conversations with empathy and openness. He encourages founders to view succession as an opportunity to evolve rather than as a loss of control.
Insight: Create a transition roadmap that honors the founder’s legacy while empowering the next generation.
Managing Family Conflicts
To avoid family feuds over business leadership, Riegg advises drafting a succession policy document that clearly outlines criteria for leadership roles, decision-making processes, and conflict resolution procedures.
Would a written policy help ease tensions in your family business?
Readiness and Competency Development
Leadership readiness is a recurring concern. Christopher Riegg champions leadership development programs tailored to family enterprises. These programs should focus on:
- Business strategy
- Financial literacy
- Stakeholder management
- Emotional intelligence
Handling Tax and Legal Issues
Estate and tax planning are crucial components of business succession. Riegg works closely with legal and financial experts to develop tax-efficient ownership transfer strategies.
Tip: Explore trust structures and gifting strategies to minimize tax liabilities while ensuring business continuity.
Succession Planning Trends Christopher Riegg Is Watching
As family enterprises evolve, so do the trends around succession planning. Christopher Riegg highlights several emerging practices:
- Involving non-family executives in leadership roles
- Integrating ESG (Environmental, Social, and Governance) values into succession strategies
- Adopting digital transformation as a core competency for future leaders
Example: A family-owned manufacturing business recently appointed a non-family CEO to drive digital innovation, while retaining family ownership.
Final Thoughts: Why Following Christopher Riegg’s Approach Matters
Succession planning isn’t just about deciding who takes over, it’s about securing the future of a business and its stakeholders. By applying Christopher Riegg’s principles of early preparation, structured governance, and leadership development, family enterprises can transition smoothly while preserving their values and financial health.
So, what’s your succession strategy? Whether you’re a founder thinking about retirement, a next-generation leader, or an advisor to family businesses, now is the time to prioritize succession planning. As Christopher Riegg wisely advocates, proactive planning today ensures a resilient, prosperous tomorrow for family-owned enterprises.
