Succession Planning for Professional Services Firms Using the I.C.E.U.™ Model
A Practical Framework to Secure Continuity and Value
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The I.C.E.U.™ Approach to Smart Succession Planning
This webinar introduces a practical, proven framework to help professional services firms secure continuity, protect value, and plan for a successful exit. Using the I.C.E.U.™ model—Income, Control, Equity, and Unplanned events—you’ll learn how to separate owner pay from equity, reduce founder dependence, engage and motivate key people, and create a clear, actionable pathway for succession.
Designed for medium-sized firms and advisers, this webinar gives you the tools and insights to take control of succession, strengthen your firm, and make transitions smoother for everyone involved.
Learning Highlights
- Design a market-based income model that separates owner pay from ownership and links reward to clear KPIs, so partners can financially step away when the time comes.
- Build a management and control model that removes founder dependence by setting governance, decision rights and a succession pathway for managers.
- Create an equity and ownership strategy that lets owners realise value, funds exits and gives younger senior staff a clear path to ownership.
- Plan for unplanned events and continuity so illness, sudden exits or crises do not destroy value or client relationships.
- Map a step-by-step implementation plan with timeline, milestones and success factors for a 12–36 month programme of work.
Designed for Business Owners and Advisers
- Firm owners and equity partners who need a clear pathway to retirement or sale and want to protect the firm’s value.
- Managing partners and practice managers responsible for governance, talent and operational continuity.
- Financial advisers, accountants and succession planners who advise professional services firms on exit and valuation.
- HR leaders and people managers who design reward, career progression and ownership options.
This webinar is practical. It shows how to reduce founder dependence, keep talented people engaged, and make ownership transferable without disrupting clients.
Find Answers To Common Questions Here
Get answers to the key questions every business owner faces when planning an exit: how long preparation takes, the risks of delaying, the right exit options, how to increase valuation, and the role advisers play. Walk away with a clear plan to secure the best outcome for your business and future.
Q1. What is the I.C.E.U.™ model?
A four-part framework covering Income, Control, Equity and Unplanned events. It gives firms a structured way to plan management succession, ownership change and continuity.
Q2. Why should a professional services firm separate income from equity?
Separating them stops pay inequalities, avoids resentment and makes it easier to reward contribution separately from ownership value.
Q3. How long does implementing this approach take?
Typical implementation to become exit-ready is 12 to 36 months, depending on firm size, complexity and how many changes are required.
Q4. Will changing the ownership model create tax issues?
It can. Good succession planning checks tax, legal and funding options early so ownership changes are tax efficient and executable.
Q5. Is employee share ownership suitable for my firm?
It can work well to retain and motivate senior staff, but it is not right for every firm. You need a clear plan for governance, valuation and exit mechanics.
Q6. What governance structure should a growing firm adopt?
Start with clear decision rights and an Advisory Board. For larger firms, consider an independent board or non-executive directors to add speed and discipline to decisions.
Q7. How do you value equity in a people-led firm?
Valuation should combine financial performance, recurring revenue, client concentration and the transferability of relationships. Documented processes and benchmarking improve saleability.
Q8. What documents should be in place for ownership succession?
Shareholders agreements, buy/sell arrangements and documented valuation methods are essential to manage exits and disputes.
Q9. What is the biggest risk if we do nothing?
Founder dependence, loss of key people, falling morale and a valuation that cannot be realised when owners want to exit.
Q10. How will applying the I.C.E.U.™ model benefit my firm?
It provides a clear, structured pathway to protect value, reduce founder dependence, engage and retain talent, and create a smooth succession plan that ensures continuity and prepares the firm for eventual exits or ownership transitions.